Deb Keating

𝗘𝗥𝗜𝗦𝗔 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗔𝘀𝘀𝗲𝘀𝘀𝗺𝗲𝗻𝘁 𝗚𝘂𝗶𝗱𝗲 𝗳𝗼𝗿 𝗖𝗼𝘂𝗻𝘀𝗲𝗹 𝗥𝗲𝘃𝗶𝗲𝘄𝗶𝗻𝗴 𝗘𝗛𝗣’𝘀 𝗣𝗮𝘆𝗿𝗼𝗹𝗹-𝗜𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲𝗱 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗕𝗲𝗻𝗲𝗳𝗶𝘁 ------ Most “benefits savings” pitches fail because they blur two totally different categories: >> 𝗖𝗮𝘀𝗵-𝗯𝗮𝘀𝗲𝗱 “𝘄𝗲𝗹𝗹𝗻𝗲𝘀𝘀 𝗿𝗲𝘄𝗮𝗿𝗱” / 𝗳𝗶𝘅𝗲𝗱-𝗶𝗻𝗱𝗲𝗺𝗻𝗶𝘁𝘆 𝘄𝗿𝗮𝗽𝗽𝗲𝗿 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝘀 (higher risk, often misframed), 𝘃𝘀. >> 𝗦𝗲𝗿𝘃𝗶𝗰𝗲-𝗯𝗮𝘀𝗲𝗱 𝗺𝗲𝗱𝗶𝗰𝗮𝗹 𝗰𝗮𝗿𝗲 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝗲𝗱 𝘁𝗵𝗿𝗼𝘂𝗴𝗵 𝗹𝗶𝗰𝗲𝗻𝘀𝗲𝗱 𝗽𝗿𝗼𝘃𝗶𝗱𝗲𝗿𝘀 (a different legal and tax analysis). This PPT/PDF is 𝗺𝗲𝗮𝗻𝘁 𝗳𝗼𝗿 𝗖𝗙𝗢𝘀/𝗖𝗘𝗢𝘀 𝗮𝗻𝗱 𝗯𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗺𝗮𝗸𝗲𝗿𝘀 𝘄𝗵𝗼 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗲𝘃𝗮𝗹𝘂𝗮𝘁𝗲 𝗮 𝘀𝗲𝗿𝘃𝗶𝗰𝗲-𝗯𝗮𝘀𝗲𝗱, 𝗽𝗮𝘆𝗿𝗼𝗹𝗹-𝗶𝗻𝘁𝗲𝗴𝗿𝗮𝘁𝗲𝗱 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝘄𝗮𝘆—facts first, compliance first, and documentation your counsel can actually review. 𝗪𝗵𝗮𝘁 𝘁𝗵𝗶𝘀 𝗸𝗶𝗻𝗱 𝗼𝗳 𝗽𝗿𝗼𝗴𝗿𝗮𝗺 𝗶𝘀 𝗱𝗲𝘀𝗶𝗴𝗻𝗲𝗱 𝘁𝗼 𝗱𝗼 (when it fits your population) * 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝘁𝗮𝗸𝗲-𝗵𝗼𝗺𝗲 𝗽𝗮𝘆 𝗳𝗼𝗿 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗻𝗴 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 using pre-tax treatment where eligible (without replacing your major medical plan) *  𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝘁𝗮𝗸𝗲-𝗵𝗼𝗺𝗲 𝗽𝗮𝘆 𝗳𝗼𝗿 𝗽𝗮𝗿𝘁𝗶𝗰𝗶𝗽𝗮𝘁𝗶𝗻𝗴 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 through how the benefit is structured and administered in payroll * 𝗥𝗲𝗱𝘂𝗰𝗲 “𝗼𝗽𝗲𝗻 𝗲𝗻𝗿𝗼𝗹𝗹𝗺𝗲𝗻𝘁 𝗰𝗵𝗮𝗼𝘀” 𝘄𝗶𝘁𝗵 𝗮 𝗰𝗼𝗻𝘁𝗿𝗼𝗹𝗹𝗲𝗱, 𝗱𝗼𝗰𝘂𝗺𝗲𝗻𝘁𝗲𝗱 𝗿𝗼𝗹𝗹𝗼𝘂𝘁 𝗮𝗻𝗱 𝗰𝗹𝗲𝗮𝗿 𝗲𝗹𝗶𝗴𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗿𝘂𝗹𝗲𝘀  * 𝗔𝗻𝗰𝗵𝗼𝗿 𝘁𝗵𝗲 𝗯𝗲𝗻𝗲𝗳𝗶𝘁 𝗶𝗻 𝗮𝗰𝘁𝘂𝗮𝗹 𝗺𝗲𝗱𝗶𝗰𝗮𝗹 𝗰𝗮𝗿𝗲 𝘀𝗲𝗿𝘃𝗶𝗰𝗲𝘀 (𝗻𝗼𝘁 𝗰𝗮𝘀𝗵 𝗶𝗻𝗰𝗲𝗻𝘁𝗶𝘃𝗲𝘀), delivered through licensed providers—telehealth is simply the delivery method 𝗧𝗵𝗲 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝘀𝗽𝗶𝗻𝗲 (what serious advisors look for) * 𝗧𝗵𝗲 𝗴𝘂𝗶𝗱𝗲 𝗽𝗼𝗶𝗻𝘁𝘀 𝘆𝗼𝘂𝗿 𝗘𝗥𝗜𝗦𝗔/𝘁𝗮𝘅 𝗰𝗼𝘂𝗻𝘀𝗲𝗹 𝘁𝗼 𝘁𝗵𝗲 𝘀𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝘀 𝘁𝗵𝗮𝘁 𝗺𝗮𝘁𝘁𝗲𝗿, 𝗶𝗻𝗰𝗹𝘂𝗱𝗶𝗻𝗴: * IRC §213(d) framing of “medical care” (services, not cash) * Treas. Reg. §1.105-2 and the “irrespective” requirement (a key distinction vs. cash-style approaches) * Treas. Reg. §1.105-11 treatment of self-insured arrangements (what it is—and what it isn’t) * IRS Pub 15 considerations around payroll/FICA handling (how it should be evaluated, not marketed) * The role of actuarial valuation / FMV in building a conservative, defensible file If you’ve dealt with the reality of renewal season and want a cleaner “finance-grade” way to evaluate benefits strategy, this is worth a look. 𝗙𝗼𝗿 𝗺𝗼𝗿𝗲 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻: https://lnkd.in/gxMU2rr3 𝗣𝗹𝗲𝗮𝘀𝗲 𝗻𝗼𝘁𝗲: 𝗧𝗵𝗶𝘀 𝗣𝗗𝗙 𝗶𝘀 𝗮𝗻 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲-𝗹𝗲𝘃𝗲𝗹 𝗼𝘃𝗲𝗿𝘃𝗶𝗲𝘄.  * A detailed 24-page SIMERP Compliance Guide—written for ERISA attorneys evaluating EHP’s payroll-integrated benefit design—is available upon request.

December HR Checklist: Close the Year Compliantly December isn’t just for PTO requests and potlucks. It’s the final window to get your compliance house in order before 2025. HR magic = catching the gaps now, not in Q1 when it’s too late. Here’s your year-end HR compliance checklist: ✔️ Finalize 2025 Handbook Updates: Reflect new state laws, remote policies, and regulatory changes. ✔️ Distribute Year-End Notices: CA Wage Theft Notice, ACA forms, updated PTO balances, etc. ✔️ Review Exempt/Non-Exempt Classifications: Check updated 2025 salary thresholds for California and federal FLSA. ✔️ Prepare for New Sick Leave & PTO Laws: States like CA, WA, NY and more have expanded leave requirements for 2025, make sure your policies align. ✨ Close the year clean, compliant, and ready to scale. #PottersHRSpellbook #HRMagicTip #HRwithaHintofMagic #YearEndChecklist #HRCompliance #CaliforniaHR #SmallBusinessHR #HRConsulting

Prevent Compliance Pitfalls with the Power of HR Tech Solutions Compliance issues can take a toll on any business. Missed deadlines, inaccurate documentation, and inconsistent training can all lead to penalties, litigation, and lost employee trust. That’s why HR technology is vital in mitigating risks and maintaining compliance. With CompCentral’s HR tech, you can: • Track Regulatory Deadlines: Automate reminders for tax filing, policy updates, and employee training to ensure timely compliance. • Ensure Data Security: Secure storage and management of sensitive employee data to reduce the risk of breaches. • Customizable Reports: Generate compliance-specific reports tailored to your business needs, simplifying the audit process. HR technology with CompCentral simplifies your compliance efforts and reduces risk, allowing your business to thrive without fear of potential pitfalls. #RiskManagement #HRTechSolutions #ComplianceMadeEasy #CompCentral Know more about CompCentral & services here: https://lnkd.in/g9-iBrQ6 https://lnkd.in/gkE3kh-w

HR Tip 58: Specify the Rule or Policy violated. Link the alleged act to the specific company policy, code of conduct, or labor law provision that was possibly breached. This shows that the NTE is based on rules, not personal judgment. #HRTips #NoticeToExplain #HRCompliance #EmployeeRelations #PeopleManagement #WorkplaceFairness #HRGuidelines #DueProcess #HRBestPractices

Did You Know? Most Dismissals Are Unfair Because of This One Thing Hereis a compliance fact that surprises most business owners: the majority of dismissal cases that go to the CCMA are found to be unfair, not because the employee did not deserve to be dismissed, but because the employer did not follow the correct procedure. The Labour Relations Act is clear: even if an employee is genuinely underperforming or misbehaving, dismissal without a fair process is “unfair dismissal”. What makes a dismissal fair: ✓ Clear documentation of the issue ✓ A chance for the employee to respond ✓ Progressive discipline (warnings before dismissal) ✓ A fair hearing ✓ Proper notice and procedure What makes it unfair: ✗ Dismissing on the spot ✗ No documentation ✗ No chance to respond ✗ Skipping the process At @RK Corporate Consulting, we help South African SMEs, startups and growing businesses put proper dismissal procedures in place so that when you do need to let someone go, your process can stand up to scrutiny and reduce CCMA risk from day one. If you are unsure whether your current dismissal process is compliant, comment “DISMISSAL” or send me a DM for a brief, no-obligation review of your dismissal procedures. #LabourLaw #Compliance #FairDismissal #CCMA #RKCC #SouthAfrica #smallbusiness

📌 COBRA compliance isn't optional — and notice delivery is where it all begins. Employers are required to send out specific COBRA notices at precise times. Miss a deadline or send the wrong language, and you could be looking at steep penalties. 🔍 Two notices to keep on your radar: ✔️ Initial Notice – must be sent within 90 days of enrollment ✔️ Election Notice – triggered by qualifying events like termination, reduction in hours, or divorce Yet many employers aren’t confident in what to send, when, or how. Don’t leave compliance up to chance. This quick guide can help clarify the requirements and reduce your risk: https://zurl.co/Le5OO #EmployeeBenefits #HRTech #HR #Healthcare #Insurance #HealthInsurance #COBRA

Remember when HR was just about hiring and culture? Now it’s about hiring, culture and navigating a 500-page legislative update by Tuesday. The complexity of modern #laborlaw has outpaced the "standard" #HR toolkit. If your software isn't proactively spotting risks and automating compliance, it’s not a tool—it’s a digital filing cabinet. We built #iztty on a simple premise: your #software should be smart enough to handle the "#Law" so you can handle the "Human." #Compliance shouldn't be a hurdle; it should be a foundation that builds itself in the background while you scale. Elevate your HR from reactive to proactive. #iztty #WorkforceManagement #HRSoftware #LegalCompliance #Leadership

This video breaks down how an employer determines the penalty when an employee violates a Non-Disclosure Agreement (NDA). Understanding the calculation helps both employers and employees navigate these situations with greater clarity. It's crucial to know the potential financial ramifications of breaching an NDA. Being informed can lead to better compliance and more transparent communication. #NDA #LegalCompliance #EmploymentLaw #ContractLaw

HR friends, the end of the year is almost here. Before 2026 sneaks up on us, now is the time to double-check a few compliance essentials. Here’s your HR Year-End Checklist: ✅ Review ERISA plan documents and Form 5500s ✅ Audit COBRA notices and update 2026 premiums ✅ Update Section 125 plan documents and complete nondiscrimination testing ✅ Prep ACA 1094 and 1095 reporting ✅ Send Medicare Part D creditable coverage notices ✅ Refresh handbooks and HR policies for new laws Bonus items to keep on your radar: 🔹 File your CMS disclosure if you offer prescription coverage 🔹 Complete your Gag Clause Attestation by December 31st Is there something you always recommend taking care of before year-end that we didn’t mention? Drop it in the comments, we’d love to hear what’s on your checklist too. #HRChecklist #EmployeeBenefits

📚 11 Legal Cases Every HR Leader Should Know (So Far in 2025) New employment laws might make the headlines—but it's the court cases that truly shape HR practice. From rulings on return-to-office mandates to decisions about burnout, AI in the workplace, time theft, and drug testing policies, the first half of 2025 has delivered a wave of legal decisions that directly impact how you manage compliance, discipline, and risk. Here’s a sample of what you’ll find inside: ✔️ The BC court decision that limits honest performance claims in contract negotiations ✔️ Two constructive dismissal wins for employees forced back to the office ✔️ A new benchmark on how long is “too long” to wait for a disabled employee ✔️ A surprising drug testing case where an ankle twist cost the employer $2,000 We’ve summarized the Top 11 HR Cases of 2025 (So Far) with clear takeaways to guide your policies and minimize liability. 👉 Get the full case list and analysis here: https://lnkd.in/eQcRw63Z #HRInsider #HRCompliance #EmploymentLaw #WorkplacePolicies #HumanResources #HRLeadership #ReturnToOffice #WorkplaceMentalHealth #AIPolicy