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September 15, 2005
Volume 5, Number 17

In This Issue...BUSINESS HELPS THE GULF COAST BOUNCE BACK AFTER KATRINA

"Health Savings Accounts: Are They Right For Your Organization?"

September 21, 2005
1:00 PM Eastern

Register Today

During this live audio conference you'll be among the first to learn about the new potential trap created by the IRS's August 26, 2005, proposed regulations for employers trying to avoid using the HSA comparability rules by administering their contributions through cafeteria plans.

You will also learn:

  • How to integrate HSAs into your current health benefits options and lower your healthcare costs.
  • What constitutes a High Deductible Health Plan (HDHP) under HSAs.
  • Who is eligible to enroll and how dependent coverage affects eligibility.
  • How HSAs interact with cafeteria plans and Flexible Spending Accounts (FSAs).
  • How to set up HSAs without triggering ERISA's compliance obligations...and more!

Bonus: Registrants will receive the opportunity to have their healthcare plan designs reviewed by our plan design specialist, Mark Lam. (Prior to the conference, registrants will receive an e-mail opportunity to submit a summary of their healthcare benefits for Mr. Lam's analysis.)

Don't miss this opportunity to start saving your organization thousands of dollars in insurance premiums. Register today for only $179 per location.

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BUSINESS HELPS THE GULF COAST BOUNCE BACK AFTER KATRINA

It's usual for HR Soapbox to take a light-hearted look at the irritating quirks and foibles that pervade our places of business. But in light of the recent devastation suffered by our fellow Americans at the hands of Katrina, it seems more appropriate to check up on how business has reacted to the quirks and foibles of Mother Nature. Don't worry. This won't evolve into a political diatribe or a negative finger-pointing exercise. We've had enough of that.

Instead, maybe we should point some positive fingers at how "business" has reacted to the tragedy.

Like the more than half a billion dollars that businesses across America have already contributed to disaster relief in just the first two weeks after the hurricane hit. Or the hundreds of firms that offered to match the contributions of their workers dollar for dollar.

And it's not just the money. Companies in every industry are offering their products either free or heavily discounted to relief agencies. Those offerings range from diapers and shampoo to bottled water and tents; from food and drugs to generators and home supplies.

Send us your feedback.And it's not just the money and the products. Companies are offering grace periods for people to return to work and salary continuance until they do so. They're making low-cost loans available to those who relocate and reimbursement for living expenses for those who can't.

And it's not just the money and the products and the loans. Companies are putting together donation programs that allow colleagues to donate paid time off and medical leave to those who have already exhausted theirs. And the IRS, not usually noted for flexibility, has decided that if companies take that time and turn it into cash donations, it won't tax either the employers or the employees.

And it's not just the money and the products and the loans and the programs. Companies are making available their communication systems so workers can contact distant loved ones, and search for those they've been disconnected from. Those firms often provide the tech assistance for the computer-challenged to utilize those resources.

Business often suffers from the label of being monolithic, distant, cold, unfeeling. And sometimes, it's deserved. Not now. Sort of makes you want to look around and see what you can do for those adversely affected by the ravages of the hurricane. Go ahead. Doesn't seem quirky to me at all.

Good luck, stay legal, and help.

Brian L.P. Zevnik
Brian L.P. Zevnik
Editor-in-Chief

TOP 5 RESOURCES FOR HUMAN RESOURCES PROFESSIONALS

HR Professionals' Toolkit1.
HR Professionals' Toolkit

This CD-ROM gives you quick yet comprehensive solutions to the toughest HR questions and problems you field every day on topics like: performance appraisals, sexual harassment, discipline, conducting legal background checks, legal pay practices, complying with the Family and Medical Leave Act, overcoming workplace negativity...and more. No matter what urgent problem suddenly lands on your desk, you'll never be blindsided when you have this valuable resource at your fingertips.

Performance Appraisals2.
Performance Appraisals: The Ongoing Legal Nightmare

Shows you the latest methods for conducting employee reviews safely, including what you can — and can’t — say during a performance review, what safeguards you need to deter legal action, how to skirt the most common pitfalls surrounding the appraisal process, and how the courts view comments made on company appraisal records.

Complete Policy Handbook3.
The Complete Policy Handbook

Shows you how to safeguard against the damage that loopholes in your employee handbook can cause. You'll get a CD-ROM containing a complete set of ready-to-print policies for a foolproof manual of your own...policies that have stood up to courtroom challenges...with language that has worked in defending other employers.

Record-Keeping Requirements4.
Employer's Guide To Record-Keeping Requirements

Covers all the records, files, and documents demands made on employers by state and federal laws and agencies; as well as what you must post on company property to stay on the right side of employment laws.

Employee Problem Solver5.
Employee Problem Solver

Gives you a solid mix of practical advice seasoned with legal experience for attacking the problem, not the personality, in difficult situations that you and your managers face every day. Each general problem area is designed to offer immediate practical steps for preventing, attacking, and solving tough personnel problems.

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