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Nobody ever thinks that they will be the victim of an act of violence or terrorism in the workplace, even as these tragic events become more and more common in our society. As a result, little is done to prepare for or be aware of the potential warning signs that may offer evidence that something really bad is about to happen.

Risk managers typically dont have the capacity to invest large amounts of time preparing for a loss that may never occur. But when you reserve a reasonable amount of time to prepare for certain losses that could be damaging to your business, the effort can more than pay for itself in the long run.

All too often, the D&O policy is relied upon as the risk management strategy, and while it’s meant to provide a safety net when it’s needed, corporate governance is a more proactive first step.

As announced in our December 2015 alert, the Consolidated Appropriations Act was passed to permanently create parity between the mass transit/commuter benefit (Transit Expenses) limit and the qualified parking benefit so that both limits under Code 132 are increased to $255 per month effective January 1, 2016. However, the Act also provided a retroactive increase to the 2015 Transit Expenses from $130 per month to $250 to match the monthly benefit maximum for qualified parking expenses, which left employers with many questions as to how to implement the increase for 2015.

Companies need to consider the makeup of their employee populations as they develop best practices on their benefits communications. Your communication model needs to be part of a long-term strategy that can seamlessly move from one method to another. Different generations receive information in different ways. You need a plan that can reach these groups and provide the information that they need to know.

The guidance is provided in a question-and-answer format, with comments requested on several issues that the IRS plans to address in forthcoming rules. The Notice supplements previous guidance on several issues, including Health Reimbursement Arrangements (HRAs) and Employer Payment Plans, providing additional clarification and, in some cases, transition relief or grace periods for compliance.