Eating a well-balanced diet is a key component in living a long, healthy life. Many Americans think that eating healthy means they have to empty their wallets, which isn’t necessarily the truth. Keep the following money-saving tips in mind next time you’re grocery shopping:
- Make a weekly meal plan. Before you go to the store, think about what meals and snacks you want for the week. Read recipes thoroughly so you can make an accurate list of everything you need, reducing the risk that you’ll have to run back to the store later in the week.
- Create a list—and stick to it. Make a detailed list of what you need to buy before you go to the store. When you get to the store, don’t buy anything besides what’s on the list.
- Plan where you’re going to shop. Many grocery stores run sales or offer coupons on various healthy foods. Check out the ads and plan your grocery list around what’s on sale.
- Shop seasonally. Fresh fruits and vegetables that are in season are usually easier to get and may be a lot less expensive. Click here for a list of what’s in season.
- Cook at home as often as possible. Many foods prepared at home are cheaper and more nutritious. Go back to the basics and find a few simple and healthy recipes that your family enjoys.
One Pan Potatoes & Chicken
4 medium potatoes
1 pound chicken breast (boned and skinned)
2 Tbsp. oil
1 cup salsa
1 15-ounce can whole kernel corn (drained)
PREPARATIONS
- Cut potatoes into ¾-inch cubes.
- Cook potatoes over medium-high heat until fork-tender. Remove from pan.
- Heat the oil in a skillet over high heat. Brown the chicken for 5 minutes.
- Add the potatoes back into the pan and cook until lightly browned.
- Add salsa and corn. Cook until heated through.
- Serve warm.
Makes: 6 servings
Nutritional Information (per serving)
|
Total Calories |
285
|
|
Total Fat
|
7 g
|
|
Protein
|
21 g
|
|
Carbohydrates
|
35 g
|
|
Dietary Fiber
|
4 g
|
|
Saturated Fat
|
1 g
|
|
Sodium
|
316 mg
|
|
Total Sugars
|
3 g
|
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As a homeowner, one of your top priorities is keeping your property and family safe from intruders. With the advent of smart homes and new technology, home security is easier and more affordable than ever.
The following are some new technologies that can protect you and your loved ones from criminals:
Doorbell cameras — Doorbell cameras are a great way to see who is at the door before you open it. This is especially useful if you have children who are frequently home alone.
Smart door locks — Smart door locks allow you to lock or unlock your doors remotely. This can be helpful if you forget to lock your doors before you leave the house.
Motion sensors — Homeowners can attach motion sensors to doors and windows. Even the slightest movement can trigger these devices and alert you to intruders.
Above all, it’s important to have a strong security system in place. These systems should include Wi-Fi-enabled cameras, smart smoke detectors and an alarm system that notifies the authorities in an emergency.
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The Occupational Safety and Health Administration (OSHA) recently unveiled its top 10 most frequently cited violations. The agency reports the leading causes of workplace injuries during its fiscal year (October through the following September).
The 2017 top 10 list of most frequently cited standards did not change significantly from 2016, with fall protection violations remaining at the top of the list. In fact, the top five most cited violations remained the same.
- Fall Protection (29 CFR 1926.501): 6,072 citations
Falls from ladders and roofs still account for the majority of injuries at work. Identifying fall hazards and deciding how to best protect workers is the first step in eliminating or reducing fall hazards. This includes, but is not limited to, guardrail systems, safety net systems and personal fall protection systems in conjunction with safe work practices and training.
- Hazard Communication (29 CFR 1910.1200): 4,176 citations
In order to ensure chemical safety in the workplace, information must be available about the identities and hazards of all chemicals in use. OSHA standard 1910.1200 governs hazard communication to workers about chemicals that are both produced or imported into the workplace. Both the failure to develop and maintain a proper written training program for employees, as well as the failure to provide a Safety Data Sheet for every hazardous chemical, top the citation list.
- Scaffolding (29 CFR 1926.451): 3,288 citations
According to the Bureau of Labor Statistics, the vast majority of scaffold accidents can be attributed to the planking or support of the scaffold giving way, or to employees slipping or being struck by falling objects. The dangers associated with scaffold use can be controlled if employers strictly enforce OSHA standards.
- Respiratory Protection (29 CFR 1910.134): 3,097 citations
Standard 1910.134 provides employers with guidance in establishing and maintaining a respiratory inspection program for program administration, worksite-specific procedures and respirator use. Respirators protect workers from oxygen-deficient environments, harmful dusts, fogs, smokes, mists, gases, vapors and sprays. These hazards could cause cancer, lung impairment, and other diseases or death.
- Lockout/Tagout (29 CFR 1910.147): 2,877 citations
Lockout/tagout (LOTO) refers to specific practices and procedures that safeguard employees from the unexpected startup of machinery and equipment, or the release of hazardous energy during service and maintenance activities. Workers who service mechanical and electrical equipment face the greatest risk of injury if LOTO is not properly implemented. Workers injured on the job from exposure to hazardous energy lose an average of 24 workdays for recuperation.
- Ladders (29 CFR 1926.1053): 2,241 citations
These types of violations typically occur when ladders are used for purposes other than those designated by the manufacturer, such as when the top step of a stepladder is used as a step, when ladders are not used on stable and level surfaces, or when defective ladders are not withdrawn from service. Most employee injuries can be attributed to inadequate training and a disregard for safe operating procedures.
- Powered Industrial Trucks (29 CFR 1910.178): 2,162 citations
Each year, tens of thousands of injuries related to powered industrial trucks (particularly forklifts) occur. Many employees are injured when lift trucks are driven off of loading docks or when they fall between docks and unsecured trailers. Other common injuries involve employees being struck by lift trucks or falling from elevated pallets and tines. Most incidents also involve property damage, including damage to overhead sprinklers, racking, pipes, walls and machinery.
- Machine Guarding (29 CFR 1910.212): 1,933 citations
When left exposed, moving machine parts have the potential to cause serious workplace injuries, such as amputations, burns, blindness, and crushed fingers or hands. The risk of employee injury is substantially reduced by installing and maintaining the proper machine guarding.
- Fall Protection Training Requirements (29 CFR 1926.503): 1,523 citations
Because falls represent such a serious risk, employers must train employees to identify potential fall hazards and follow procedures in order to minimize the chance of a fall. According to OSHA, employees should be trained to use fall protection methods, such as guardrails, safety nets and personal fall arrest systems, and employers should verify that employees have been trained by preparing written certification records.
- Electrical—Wiring Methods (29 CFR 1910.305): 1,405 citations
Electricity has long been recognized as a serious workplace hazard. OSHA’s electrical standards are designed to protect employees exposed to dangers, such as electric shock, electrocution, fires and explosions. Electrical wiring violations that top the electrical citation list include the failure to install and use electrical equipment according to the manufacturer’s instructions, failure to guard electrical equipment, failure to identify disconnecting means or circuits, and not keeping workspaces clear.
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On Jan. 2, 2018, the Department of Labor (DOL) issued a final rule that increases the civil penalty amounts that may be imposed on employers under various federal laws. The final rule increases the civil penalty amounts associated with:
- Failing to file an annual Form 5500 under the Employee Retirement Income Security Act (ERISA);
- Repeated or willful violations of minimum wage or overtime requirements under the Fair Labor Standards Act (FLSA);
- Willful violations of the poster requirement under the Family and Medical Leave Act (FMLA); and
- Violations of the poster requirement under the Occupational Safety and Health Act (OSH Act).
The increased amounts apply to civil penalties that are assessed after Jan. 2, 2018.
Employers should become familiar with the new penalty amounts and review their pay practices, benefit plan administration and safety protocols to ensure compliance with federal requirements.
The 2015 Inflation Adjustment Act (Act) includes provisions to strengthen civil monetary penalties under various federal laws in order to maintain their deterrent effect. The Act required federal agencies, including the DOL, to adjust the civil monetary penalties with an initial “catch-up” adjustment. The DOL made this initial adjustment in July 2016. Federal agencies are also required to make subsequent annual adjustments for inflation, no later than Jan. 15 of each year.
The DOL’s final rule implements the 2018 annual adjustments for civil penalties assessed or enforced by the DOL, including penalties under the FLSA, FMLA, OSH Act and ERISA. The increased penalty amounts became effective on Jan. 2, 2018, and may apply for any violations occurring after Nov. 2, 2015.
The updated maximum penalty amounts are shown in the table below.
|
REQUIREMENT |
PENALTY AMOUNT |
| 2017 |
2018 |
| Wage and Hour |
| Repeated or willful violations of minimum wage or overtime requirements (FLSA) |
Up to $1,925 for each violation |
Up to $1,964 for each violation |
| Violations of child labor laws |
Up to $12,278 for each employee subject to the violation |
Up to $12,529 for each employee subject to the violation |
| Violations of child labor laws that cause death or serious injury to an employee under age 18 |
Up to $55,808 for each violation (doubled to $111,616 if the violation is repeated or willful) |
Up to $56,947 for each violation (doubled to $113,894 if the violation is repeated or willful) |
| Willful failure to post FMLA general notice |
Up to $166 for each separate offense |
Up to $169 for each separate offense |
| Violations of the Employee Polygraph Protection Act (EPPA) |
Up to $20,111 for each violation |
Up to $20,521 for each violation |
| Employee Benefits |
| Failure to file an annual report (Form 5500) with the DOL (unless a filing exemption applies) |
Up to $2,097 per day |
Up to $2,140 per day |
| Failure of a multiple employer welfare arrangement (MEWA) to file an annual report (Form M-1) with the DOL |
Up to $1,527 per day |
Up to $1,558 per day |
Failure to furnish plan-related information requested by the DOL
*Under ERISA, administrators of employee benefit plans must furnish to the DOL, upon request, any documents relating to the employee benefit plan. |
Up to $149 per day, but not to exceed $1,496 per request |
Up to $152 per day, but not to exceed $1,527 per request |
Failing to provide the annual notice regarding CHIP coverage opportunities
*This notice applies to employers with group health plans that cover residents of states that provide a premium assistance subsidy under a Medicaid or CHIP program. |
Up to $112 per day for each failure (each employee is a separate violation) |
Up to $114 per day for each failure (each employee is a separate violation) |
| For 401(k) plans, failure to provide blackout notice or notice of right to divest employer securities |
Up to $133 per day |
Up to $136 per day |
| Failure to provide Summary of Benefits and Coverage (SBC) |
Up to $1,105 per failure |
Up to $1,128 per failure |
| Employee Safety – OSH Act |
| Violation of posting requirement |
Up to $12,675 for each violation |
Up to $12,934 for each violation |
| Other-than-serious violation |
Up to $12,675 per violation |
Up to $12,934 for each violation |
| Serious violation |
Up to $12,675 for each violation |
Up to $12,934 for each violation |
| Willful violation |
Between $9,054 and $126,749 per violation |
Between $9,239 and $129,336 per violation |
| Uncorrected violation |
Up to $12,675 per day until the violation is corrected |
Up to $12,934 per day until the violation is corrected |
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Technology can be a risk, especially when it involves your password. You hear about all of the hack attempts on the large corporations, but you don’t hear about the every day person that get’s targeted by a cyber attack. Simply visiting a website could enable your attacker access to your computer. This should push you to protect your most valuable asset, your password! Don’t give the hackers an easy target by not following the simple tips on improving your password.
Improve Your Password
- Change your password every 30-45 days.
- Choose a password between 8-16 characters.
- Use at least two special characters (!@#$%^&*) randomly within your password
- Avoid using family or pet names, dates or common phrases within your password.
- Never reuse or repeat a password across accounts.
Stay Away from COMMON Passwords
Protect yourself (and your company) by making sure you’re not using one of the top 25 most commonly stolen passwords of 2017, as determined by IT security firm SplashData.
- 123456
- password
- 12345678
- qwerty
- 12345
- 123456789
- letmein
- 1234567
- football
- iloveyou
- admin
- welcome
- monkey
- login
- abc123
- starwars
- 123123
- dragon
- passw0rd
- master
- hello
- freedom
- whatever
- qazwsk
- trustno1
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On Dec. 22, 2017, President Donald Trump signed into law the Tax Cuts and Jobs Act (Act). The Act makes significant changes to the federal Internal Revenue Code (Code), including changes that impact employee benefits. Effective for 2018:
- Employers cannot deduct expenses associated with qualified transportation fringe benefit programs;
- Employees cannot exclude bicycle commuting reimbursements from their gross income; and
- Moving expense reimbursements are not deductible for employers and cannot be excluded from employees’ gross income.
In addition, effective for 2018 and 2019, the Act creates a federal tax credit for employers that provide paid family and medical leave.
Because most of the Act’s provisions became effective on Jan. 1, 2018, employers should start working with their tax advisors to determine how the tax changes will impact their businesses.
Qualified Transportation Fringe Benefits
Code Section 132 allows employers to provide certain transportation benefits to employees on a tax-free basis. These benefits include qualified parking, transit passes, and transportation to and from work in a commuter highway vehicle (“vanpooling”). Prior to 2018, bicycle commuting reimbursements also qualified for this tax exclusion.
Qualified transportation expenses paid by either the employer or employee can be excluded from an employee’s gross income, up to certain limits. For 2018, the tax exclusion limits are $260 per month for qualified parking expenses and $260 per month for transit passes and vanpooling expenses, combined.
Beginning in 2018, the Act eliminates the employer deduction for expenses associated with a qualified transportation fringe benefit program. The Act also eliminates the deduction for any expenses incurred in connection with providing transportation to an employee in connection with travel between the employee’s residence and place of employment, except as necessary for ensuring the employee’s safety.
However, with the exception of bicycling commuting expenses, the tax exclusion for employees has not changed—qualified transportation benefits are still excludable from employees’ gross income. The tax exclusion for bicycling commuting benefits is suspended for tax years beginning after Dec. 31, 2017, and before Jan. 1, 2026.
Qualified Moving Expense Reimbursements
Before 2018, employers could pay or reimburse an employee’s eligible moving expenses related to starting employment at a new principal place of work on a tax-free basis. The Act suspends this income exclusion from 2018 through 2025 tax years.
It also suspends the employer deduction for qualified moving expense reimbursements for the same period of time. However, the income exclusion and deduction still apply in the case of a member of the U.S. armed forces on active duty who moves pursuant to a military order and incident to a permanent change of station.
Employer Credit for Paid Family and Medical Leave
The Act creates a new temporary tax credit for employers that provide paid family and medical leave to their employees. The tax credit, which applies to wages paid in 2018 and 2019, is equal to a percentage of wages paid to employees who are on family and medical leave. Paid leave that is provided as vacation leave, personal leave, sick leave, or required by state or local law is not taken into consideration.
To qualify for the tax credit, an employer must have a written policy in place that provides at least two weeks of paid family and medical leave for full-time employees (proportionally adjusted for part-time employees) and a rate of payment that is at least 50 percent of an employee’s normal pay rate.
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