Capella FMLA, COBRA, HIPAA, And ERISA Healthcare Policies Discussions

User Generated

fqrafba175

Business Finance

Description

Four acts—FMLA, COBRA, HIPAA, and ERISA—passed by Congress greatly define the arena of benefits. For this assessment, complete the following:

  • Briefly define each of the four acts.
  • Cite one current issue that employers should be or are concerned with for each act. In defining your current issues:
    • Describe why each is an issue.
    • Include an example of an organization that has violated the act.
    • Describe the violation and the penalties that were imposed.

You may reference textbooks, your current work environment, an interview with a colleague, a head of human resources, an article from a popular business publication, or related information from the Capella library. Refer to the course library guide listed in the Resources for relevant databases and search strategies for conducting research on regulation of benefits. You may also find the Four Laws that Govern Benefits Programs multimedia piece linked in the Resources to be useful as you complete your assessment. Be sure to use proper APA style in citing and referencing your sources.

User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service.

Explanation & Answer

Attached.

1

FMLA, COBRA, HIPAA, and ERISA

Name
Institution
Instructor
Course
Date

2

FMLA
The Family and Medical Leave Act of 1993 is a labor law that mandates covered
employers to grant employees up to 12 weeks of unpaid, job-protected leave annually for family
reasons and qualified medical purposes. The law further demands that their group health benefits
be kept over the leave duration. Some of these reasons include pregnancy, individual and family
sickness, placement of a child in foster care and adoption and among others. The aim of the law
was to strike a balance between the demands of the workplace and the demands of the family.
One current issue that employers should be concerned with is FMLA requests and notice.
Employers should be aware that under this act, employees do not precisely have to ask for
“FMLA leave” for it to apply. Employers should understand that just asking for leave for a
sufficient medical or family reason I sufficient. Also, employers should understand that where
the necessity for leave is unexpected, the employees do not have to offer much notice and that
the employees simply need to offer sufficient information to demonstrate that FMLA applies.
An example...


Anonymous
Really helped me to better understand my coursework. Super recommended.

Studypool
4.7
Indeed
4.5
Sitejabber
4.4

Related Tags