In our latest HR Brief Newsletter for May 2025, we delve into the recent updates to the USCIS Form I-9 and E-Verify processes that are crucial for your compliance strategies. Additionally, we cover the essentials of the Prescription Drug Data Collection (RxDC) report, providing insights that could significantly impact your benefits planning.
HR Brief Newsletter - May 2025 Read more
Derek Miller: With over thirty years of experience, Team Nash provides competitive Health, Life, and Disability products. Focused on exceptional customer care, they help individuals find tailored products that meet their unique needs. Owner and Agent, Celia Nash, joins us with more.
The U.S. Supreme Court has decided to review the constitutionality of a key component of the Affordable Care Act’s (ACA) preventive care mandate. This Legal Update summarizes this development.
NashLegalUpdate Read moreThis HR Brief Newsletter discusses an executive order directing federal agencies to improve health care price transparency. It also highlights employee benefits trends shaping 2025.
HR Brief Newsletter - April 2025 Read more|
Question of the Week
|
|||
|
APRIL 02, 2025
|
|||
|
|||
|
Read more: Link
This Q&A does not constitute legal advice and does not address state or local law.
Read moreThis month’s HR Brief newsletter discusses legislation regarding Affordable Care Act (ACA) reporting requirements and key attraction and retention trends.
HR Brief Newsletter - March 2025 Read more
The Congressional Research Service (CRS) released its most recent report describing high deductible health plans and health savings accounts (HSAs). The report also provides an overview of HSA rules, qualifications and 2025 plan limits. This article summarizes the main findings of the CRS’ HSA report.
Key Takeaways From the Congressional Report on HSAs Read more|
Question of the Week
|
||||||||
|
MARCH 12, 2025
|
||||||||
|
||||||||
|
Answer:
Generally, yes, you can let an employee go that same day unless there is a contract or agreement to the contrary. While you aren’t required to retain an employee or provide compensation during a resignation notice period if the employee doesn’t work, there are some things you should consider before telling the employee you don’t want them to work through their notice period.
First, if you ask the employee to leave before the end of the notice period and don’t pay them for that time, the applicable state’s unemployment insurance department may consider this an involuntary termination. If you’re concerned about that, you can pay the employee through the full notice period but tell them they don’t need to come in to work.
Second, ending their employment early could discourage others from giving notice. Other employees may not see the point of providing notice since it appears you’re not using that time for skills transfer or project completion. That could become an issue if an employee quitting without notice leaves you unable to deliver on an important project or you’re unexpectedly left without anyone who can do certain necessary tasks.
This Q&A does not constitute legal advice and does not address state or local law.