Two giant reform requirements are forcing employers to reconsider how theyll offer health care coverage and whether itll be cheaper just to drop their plans.

Failure to comply with requirements for the Summary of Benefits and Coverage can result in a daily penalty of up to how much per participant?

For HR pros, things are starting to pile up. And little by little, theyll have to confront the administrative and financial burdens of providing health coverage. Its a commitment many employers are making even as were a mere 18 months from the most crucial health care reform regulations.

Sunday was the deadline for fee disclosure, and experts are telling plan sponsors to put away their pitchforks. While many sponsors may not have known what they were paying for, the improved transparent system will empower them as consumers to better examine the value theyre buying. And cheaper is not...

Although theyre certain the upheld health care overhaul will add to already rising health benefits costs, benefits managers are breathing a sigh of relief that the Supreme Court decided to leave all of health care reform intact.

Employers have been in wait-and-see mode pending the Supreme Court decision on health care reform legislation. If the court had overturned it, several mandates would have been scrapped for employers. Now they will need to quickly turn their attention to fulfilling requirements that face serious penalties for non-compliance.

The National Business Group on Health revealed Wednesday its picks of the nation's best employers that promote healthier lifestyles and provide a healthy workplace.

ADP's new comprehensive research website is only one part of a string of big projects and partnerships the company has launched in recent years.