4 EEOC Guidelines on Workplace Harassment Prevention and Cadillac Healthcare Tax Updates

The U.S. Equal Employment Opportunity Commission recently released the “Promising Practices for Preventing Harassment.”  This is a guidance document for employers, that contains harassment prevention recommendations for all employers in four categories.  As leaders we have a responsibility to take all harassment claims serious and need to ensure a proactive approach to investigations, communication and accountability as it related to workplace harassment claims, sexual harassment, retaliation, bullying, workplace violence concerns, etc.

The Four Categories:

  1. Leadership and Accountability: “The cornerstone of a successful harassment prevention strategy is the consistent and demonstrated commitment of senior leaders to create and maintain a culture in which harassment is not tolerated.”[i]
  2. Comprehensive and Effective Harassment Policy: “A comprehensive, clear harassment policy that is regularly communicated to all employees is an essential element of an effective harassment prevention strategy.”[ii]
  3. Effective and Accessible Harassment Complaint System: “An effective harassment complaint system welcomes questions, concerns, and complaints; encourages employees to report potentially problematic conduct early; treats alleged victims, complainants, witnesses, alleged harassers, and others with respect; operates promptly, thoroughly, and impartially; and imposes appropriate consequences for harassment or related misconduct, such as retaliation.”[iii]
  4. Effective Harassment Training: “Leadership, accountability, and strong harassment policies and complaint systems are essential components of a successful harassment prevention strategy, but only if employees are aware of them. Regular, interactive, comprehensive training of all employees may help ensure that the workforce understands organizational rules, policies, procedures, and expectations, as well as the consequences of misconduct.”[iv]

For additional information on the Promising Practices for Preventing Harassment guidance (each of the four have additional recommendations on the website) for your organization and workforce, the link is below:

Promising Practices for Preventing Harassment

Cadillac Tax Updates

Congress passed a law on January 22 to delay the affordable Car Act’s 40 percent excise tax on high-value healthcare plan for two years.  The Cadillac tax was set to take effect in 2020, under the new law, the tax will be delayed until 2022.

What to expect in 2022:

  • $10,200 for individual coverage ($11,850 for qualified retirees and those in high-risk professions).
  • $27,500 for family coverage ($30,950 for qualified retirees and those in high-risk professions).[v]

Under the new administration we could see significant changes to the Affordable Care Act and healthcare in general.  Continue to monitor for updates and changes, that can and will impact your workforce.  If you are confused seek guidance, healthcare law continues to evolve in complexity at the federal and state levels.

[i] https://www.eeoc.gov/eeoc/publications/promising-practices.cfm

[ii] https://www.eeoc.gov/eeoc/publications/promising-practices.cfm

[iii] https://www.eeoc.gov/eeoc/publications/promising-practices.cfm

[iv] https://www.eeoc.gov/eeoc/publications/promising-practices.cfm

[v] https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/congress-delays-cadillac-tax-until-2022.aspx

 

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