Posts Tagged ‘Health care reform’

Have you registered for CAI’s 2016 Compensation & Benefits Conference?

Tuesday, August 2nd, 2016

Get ready for the 2016 Compensation & Benefits Conference! Top speakers will share their valuable industry insight to make your organization stand out from the crowd. You’ll learn cutting-edge techniques to reward, engage and retain top talent in a challenging economy.C&B Save the Date Blog

Join us for the 2016 Compensation & Benefits Conference on September 15th and September 16th at the McKimmon Center in Raleigh to receive practical solutions to some of your biggest HR challenges. With 11+ speakers and 2 panel sessions, this conference will equip you with the facts, insights and tools needed to translate current data and trends into a realistic action plan.

Four keynote presentations:

2016 Labor Market Trends: Considerations for Pay and Performance

Kerry Chou – WorldatWork

Attracting, Retaining and Engaging Top Talent

Michael Patrick – Willis Towers Watson’s Atlanta Talent & Rewards Practice

Leverage Marketplace Trends for Total Reward Strategy Decisions

Molly G. Hegeman – CAI

New FLSA Regulations: What Employers are doing to Adopt the Changes

CAI’s George Ports, Emily Hinesley and Cynthia Daniel

Choose from 9 interactive breakout sessions led by local Compensation & Benefits experts. Some of the topics include:

ACA: We Came, We Saw, We Conquered – Shifting Focus to Cost Control

Skip Woody – Hill, Chesson & Woody

Creating a Salary Structure: 101

Jennifer Solomonson – The Employers Association

Creating a Salary Structure: Advanced Application

Jennifer Solomonson – The Employers Association

Hot Topics in Wage and Hour Law

Amie Flowers Carmack – Morningstar Law Group

How to Get Employees on Track for Retirement

Jake Connors – Compass Financial Partners

An Internal Perspective on Market Analysis

CAI Member Panel

Join the 250 North Carolina business and HR professionals responsible for compensation and benefits plans and strategies at this amazing Conference!

Register today!

5 Important Topics You Might Have Missed from the 2014 Triad Employment Law Update

Tuesday, November 25th, 2014

2014 TELU Flash ImageMore than 170 people attended CAI’s annual Triad Employment Law Update on Friday, November 14. Held at the beautiful Grandover Resort in Greensboro, the conference informed participants on the most recent updates in state and federal employment law. Knowledgeable attorneys from Constangy, Brooks and Smith, LLP, as well as compliance experts from CAI, shared information on several employment law topics, such as DOMA, health care reform, I-9 and E-verify compliance and FLSA.

Below are five important topics that speakers highlighted at this year’s conference:

I-9s Made Easy

  • I-9s must be completed by employees no later than the first day of work and completed by the employer no later than the third day of the new hire’s employment.
  • Retain I-9s for the longer of three years or one year after an employee’s termination.
  • Office of Special Counsel of the US Justice Department investigates I-9 complaints of over-documenting an I-9, asking for a particular document, not accepting a valid document and requiring a document when one is not needed.

Practical Tips for Complying with Health Care Reform

  • Determination of “full-time” – employees must be treated as full-time in the following “stability period” if the employee averages 30 hours during the measurement period.
    • Stability period must last for at least six months and be the same for new employees and on-going employees.
  • Carefully consider the best measurement and stability periods to minimize costs.
  • Track hours to confirm that individuals are properly classified.

Correcting FLSA Mistakes

  • Meal breaks must be continuous and uninterrupted. If not, you must pay employees for that time.
    • Tips – Don’t let employees take lunch at their work stations, train supervisors to respect lunch, and if you use automatic meal break deductions, have a procedure in place for exceptions.
  • You must pay employees for preliminary and postliminary work that is indispensible to their principal work activities. For example, time spent logging into the computer system and shutting it down at the end of the day is likely compensable.
    • Tips – allow employees to clock in when they arrive at their work stations. If your clock in system is run through a computer system, either leave the computer on or add a set number of minutes to the time each day, and have a procedure for exceptions.

Avoid Discrimination with Unique Employees

  • Public image policies should not be based upon discriminatory preferences of clients. Be sure to avoid improper stereotypes, and if you have a questionable policy, ask yourself if you’re willing to defend it in court.

Defense of Marriage Act (DOMA) and Same-Sex Marriage

  • In 2012 North Carolina passed a constitutional amendment saying marriage is between one man and one woman. In 2013 the Supreme Court of the United States declared that amendment unconstitutional under Section 2 of DOMA.
  • Same-sex spouses will be entitled to all spousal benefits if they married in NC after October 10, 2014.
  • Same-sex spouses will be entitled to all spousal benefits if they were validly married in another state before moving to NC.
  • Same-sex spouses will not be entitled to spousal benefits if they were “married” in a state that doesn’t recognize it, but they can always remarry in NC.

For further assistance on staying compliant with state and federal employment laws, please call a member of CAI’s Advice and Resolution Team at 919-878-9222 or 336-668-7746.

What You Need to Know from the 2013 Triad Employment Law Update

Tuesday, November 12th, 2013

TELU-HeaderCAI hosted its annual Triad Employment Law Update on November 5. The event was held at the beautiful Grandover Resort in Greensboro and more than 160 HR professionals and company executives attended the conference to obtain the latest updates in state and federal employment law.

The knowledgeable attorneys from Constangy, Brooks & Smith, LLP gave several presentations related to the most recent changes in regulations. Topics the attorneys discussed included termination procedures, off-duty conduct, new decisions from the NLRB, health care reform and immigration issues.

Below are several important takeaways from this year’s conference:

The NLRB and Social Media Policies

  • Employees using social media to complain about their employers may be engaged in protected concerted activity under the NLRA
  • Policies cannot inhibit “protected concerted activity,” such as posting complaints
  • Board continues to issue policy guidance on a variety of social media cases
  • Recent rulings by NLRB’s administrative law judges have invalidated employer social media policies

Health Care Reform and Employee Benefits

  • The one-year penalty delay will allow employers to plan coverage issues more carefully, determine full-time employees, and project additional costs.
  • Do not put health care issues aside until next year – use this time to analyze, discuss, and plan to prevent surprises.
  • Suggested actions to take
    • Identify all common law employees (temps, interns, contractors, etc.)
    • Identify any possible variable hour or seasonal employees
    • Determine if plan provides “minimum value” and is “affordable”

Background Check Compliance

  • Employer can conduct own background check
  • If a consumer reporting agency is used to obtain consumer report, Fair Credit Reporting Act (FCRA), as amended by Fair and Accurate Credit Transactions Act applies (FACTA).
  • Steps an employer must take:
    • Notify employee in stand-alone written notice that it is obtaining a consumer report and get employee’s written consent
    • Give employee notice of proposed adverse action (along with copy of report and FTC summary or rights form)
    • Wait a reasonable period of time before taking adverse action and give notice of same to employee

Perfecting Termination Procedures

  • Some tips to consider:
    • It’s recommended to have someone of the same gender as the person being terminated included in the procedures for several reasons, such as safety and empathy
    • Terminating on Friday afternoon is not recommended because the terminated employee has many more opportunities to be in contact with family and friends after the work week, which might cause them embarrassment and frustration.
    • Don’t come off too apologetic and have policies and performance evaluations ready
    • Always cover how they will be able to collect their belongings if they are given the opportunity

Interviewing in the Hiring Process

  • Review the job description and make sure your questions match up to the duties and responsibilities
  • Avoid questions that might appear discriminatory or offensive
  • Avoid questions that could be construed as having illegal motivation
  • Structure interview questions and develop a scoring criteria
    • Consider using a licensed psychologist to help develop
    • Avoid telling applicants that they are hired during an interview
    • Don’t speculate about the possibility of employment, length of employment or otherwise
    • Remain consistent among applicants

For further assistance on staying compliant with state and federal employment laws, please call a member of CAI’s Advice and Counsel Team at 919-878-9222 or 336-668-7746.

Don’t Miss CAI’s 2013 Compensation and Benefits Conference This Month

Thursday, September 5th, 2013

2013C+B_Flash3 cropNorth Carolina employers are experiencing a business landscape that is constantly changing. The economy is improving slowly and new challenges, such as health care reform and a shortage of top talent, bring new obstacles to organizations.

Companies that want to offer their employees competitive benefits that are within their budgets may be facing dilemmas. CAI is here to help! Please join us for the 2013 Compensation and Benefits Conference on September 19th and September 20th at the McKimmon Center in Raleigh to receive recommendations for the tough decisions you’ll be making throughout the year.

The conference will feature four keynote presentations:

Health Care Reform, Exchanges and Defined Contribution Medical Plans…WHAT’S THE BUZZ?
Tracy Watts – Mercer

HR Strategies for a More Engaged Workforce
Dr. Bob Nelson – Nelson Motivation, Inc.

Surprise Your Employees with Praise and Appreciation
Rich Schlentz – EXTRAordinary! Inc.

2013 Marketplace Trends for Salaries and Benefits in NC
Molly Hegeman, Director, HR Services – CAI


In addition to the keynotes, the conference will have three different sequences of breakout sessions: health care, how-to, and advanced HR. Some of the topics include:

The Affordable Care Act: What You Need to Know
Sandy Reynolds – Associated Industries of Massachusetts

How to Identify Employees vs. Independent Contractors and Other Wage and Hour Regulations
Randy Bazemore – Horizon Labor Law Specialist, Inc.

Innovative Benefits for Different Generations
Dr. Bob Nelson – Nelson Motivation, Inc.

Creating and Implementing Career Frameworks – Ways to Improve Employee Motivation and Meet Business Needs
Angelita Becom & Robin Kegerise – Sibson Consulting

How to Give PROPS to Your Employees
Robin Miller & Jeannine Chignell – BCBSNC

Healthcare Reform Decision Stampede: What have your employees herd?
Joy Binkley & W. Hunter Walton, JD – HCW Benefit Services

You’ll also have the opportunity to network with more than 200 HR professionals who are responsible for compensation and benefits plans and strategies at their companies.  Find more information on conference presenters and session topics at Register today!

Gain Pertinent Information About Health Care Reform at CAI’s Compensation and Benefits Conference

Tuesday, August 6th, 2013

Health care reform creates new challenges for companies that want to offer their employees competitive benefits as part of their total rewards package. CAI’s 2013 Compensation and Benefits Conference on September 19th and 20th at the McKimmon Center in Raleigh will offer you and your company assistance in understanding the challenges that health care reform will bring, as well as the opportunities it can create.

2013C+B_Flash3 cropYou’ll delve deep into the complexities of health care reform when keynote speaker Tracy Watts shares her presentation titled Health Care Reform, Exchanges and Defined Contribution Medical Plans…WHAT’s THE BUZZ? You’ll also be able to participate in the conference’s specific track of health care breakout sessions, which include the following topics:

The Affordable Care Act: What You Need to Know
Sandy Reynolds – Associated Industries of Massachusetts

Healthcare Reform Decision Stampede: What have your employees herd?
Joy Binkley & W. Hunter Walton, JD – HCW Benefit Services

Managing Group Health Insurance Plans Post-ACA
Sandy Reynolds – Associated Industries of Massachusetts

In addition to the special track of health care breakout sessions, the conference will also feature a track of Advanced HR sessions and a track of “How-to” sessions. Some of the topics in those tracks include:

Top 10 Strategies for Impacting Performance and Productivity
Carol Hacker – Hacker & Associates

Creating and Implementing Career Frameworks – Ways to Improve Employee Motivation and Meet Business Needs
Angelita Becom & Robin Kegerise – Sibson Consulting

How to Identify Employees vs. Independent Contractors and Other Wage and Hour Regulations
Randy Bazemore – Horizon Labor Law Specialist, Inc.

How to Create Positive ROI with a Wellness Strategy
Carole Eidson – Precision Fabrics and Tom Revels – iHEALTH Analytics

Other topics presenters will discuss at the conference include:

  • NC Salary and Benefits Trends
  • Increasing Employee Engagement
  • Solutions to Improve 401(k) plans
  • Conducting Stress-Free Performance Evaluations
  • Benefit Planning for Different Generations
  • Showing Employees Appreciation

To register for the conference and find more information on presenters and session topics, please visit

7 Things You Should Know From the 2013 Employment and Labor Law Update

Thursday, June 6th, 2013

2013ELLU-FlashCAI hosted its annual Employment and Labor Law Update at Raleigh’s McKimmon Center on May 22 and May 23. More than 430 people attended the conference to hear the latest updates in state and federal law.

Attorneys from Ogletree Deakins imparted important information to conference attendees about issues currently facing employers. Some of the topics included health care reform, unemployment insurance reform, North Carolina legislative updates, and wage and hour audits.

Below is a list of some of the pertinent information shared at the conference that company leaders should know:

Health Care Reform

1) The “pay or play” mandate of the Affordable Care Act  applies to “Applicable Large Employers”

  • An “Applicable Large Employer” is an employer with 50 or more full-time employees
  • “Employer” includes all entitles within the same controlled group of entities, including parent-subsidiary relationships and brother-sister relationships.

2) According to the “pay or play” mandate of the Affordable Care Act, Applicable Large Employers can choose to:

  • “Pay” by not offering coverage to all of their full-time employees and their dependents  OR
  • “Play” by offering coverage to their full-time employees and their dependents

3) Penalties Associated with the “pay or play” mandate include:

  • “’No Coverage‘ penalty”: Employer fails to offer coverage to all full-time employees and their dependents AND one or more full-time employees purchases coverage through the Exchange AND is eligible for premium tax credit or subsidy
    • § Penalty is $2,000 per full-time employee excluding the first 30 full-time employees
  • Employers that choose to “play” can still be subject to a penalty if they offer “Inadequate Coverage.” For example:
    • § Employer offers coverage to all of its full-time employees and their dependents but that coverage is NOT “affordable” OR does not provide “minimum value”
    • § Any full-time employee purchases coverage through the Exchange and receives a subsidy or tax credit

Complying with the Americans with Disabilities Act (ADA)

4) The ADA prohibits discrimination against qualified individuals with a disability, and it requires employers to make reasonable accommodations for disabled individuals where no undue hardship results for the employer.

5) Employee must be a qualified individual with a disability, meaning:

  • Must meet qualification standards for position
  • The individual must be qualified to perform the essential functions of the job with or without reasonable accommodation
  • Employers do not need to eliminate essential job functions

Workplace Violence

6) Workplace violence is any act of aggression, or threat of an act, that threatens the safety, security, or well-being of an individual who is at work or on duty.

  • One in six violent crimes occurs at work, including 7 percent of all rapes, 8 percent of all robberies and 16 percent of all assaults

7)  Workplace bullying is defined as repeated infliction of intentional, malicious, and abusive conduct that interferes with a person’s ability to do his/her work and is substantial enough to cause physical or psychological harm and a reasonable person would find hostile or offensive.

  • There is a strong correlation between bullying and violence
  • 43 percent of bullying comes from coworkers
  • 25 percent of bullying targets have protected status (other than gender)
  • 80 percent of bullying targets are women

If you are interested in attending CAI’s next Employment and Labor Law Update in 2014, please contact an Account Manager at 919-878-9222 or 336-668-7746.

The Calm Before the Storm: Surviving the Impending Supreme Court Decision on Healthcare Reform

Tuesday, June 19th, 2012

The post below is a guest blog from Lindsey Surratt who serves as the Compliance Officer for CAI’s employee benefits partner, HCW Employee Benefit Services.

The United States Supreme Court is on the verge of issuing an opinion on the Patient Protection and Affordable Care Act.  The forecast is somewhat unpredictable, but the Court’s ruling can be narrowed down to a few possible outcomes.  The Court could take an “all-or-nothing” approach and either uphold or strike down the entire law.  Or, the Court could eliminate the Individual Mandate and allow the remainder of the law to stand.  The Court could also strike down other provisions in addition to the Individual Mandate, such as the prohibition on pre-existing conditions and community rating.

The tone of oral arguments and questions asked by the Justices, including Chief Justice John Roberts and Justice Anthony Kennedy (likely the swing votes in this case), seem to indicate that the Individual Mandate will not survive.  But, predictions based on questioning in oral arguments have been an unreliable indicator of past Supreme Court decisions.

The arrival of the Court’s decision, much like a hurricane, is inevitable.  However, the preparation of carriers and employers thus far, as well as the response from carriers, employers, individual voters and State and federal governments, will shape the future of healthcare reform in the aftermath of the Court’s decision. The opinions of industry experts and legal scholars run the gamut from pandemonium to uneventful.

Dr. Bruce Vladeck, former Director of Medicare and Medicaid under President Clinton, predicts a decision overturning part or all of the law will result in “chaos” and an increase in the number of deaths among the uninsured population.  Other experts, including Gail Wilensky, Director of Medicare and Medicaid under President George H.W. Bush, predict a much more tempered result with reforms taking place at a slower pace.  Some reforms will continue regardless of the Court’s decision, with UnitedHealthcare, Aetna and Humana announcing voluntary extensions of certain insurance benefits regardless of the Court’s opinion.

Whether the Court’s decision wipes out the entire law or leaves pillars of it standing, state and federal legislators will continue to rebuild various aspects of the healthcare system in the United States.  There is no doubt that healthcare reform will emerge again as a pivotal issue in the 2012 Presidential Election.   What proactive steps can employers take to survive the upcoming Supreme Court decision outside of legislative and regulatory mandates?  Just as healthcare reform continues to evolve, so should an employer’s benefit strategies.

Implementing or expanding wellness program offerings, thoughtful evaluation of contribution strategies that incentivize employee involvement in healthcare delivery choices, consideration of alternate funding options, and increasing benefits education opportunities for employees will help employers weather the storm.  Although the regulatory landscape of healthcare reform will continue to change, the ultimate goals of increased efficiency, improved outcomes, and cost containment will remain the same.

By engaging in thoughtful benefit strategy choices, employers have the power to generate change in the healthcare market, even in the face of turbulent legal and legislative action.

Healthcare Reform: Six Critical Questions Employers Need to Answer

Thursday, July 29th, 2010

Last week I wrote about the many consequences of healthcare reform based on the prognostications of medical industry observers.  In this post I’ll share what I expect to happen with healthcare reform and six questions which I think employers need to start finding the answers.

My Prediction

Healthcare reform is so big and far reaching that no one can accurately predict the end result.  The literal language of a new law is never the last word.  Regulators are working hard to add meat to the bones.

Take this to the bank: your renewal and strategy meetings with plan advisors will be 50 to 80 percent different in coming years, and it will include tax, penalty, network, employee household income, essential coverage and plan viability issues you have never confronted.  I believe you can count on rules making it more attractive for some employers to pay the fine and to turn a plan over to the Exchanges, and to make the single-payer option more attractive (or necessary) to the public in future years.

An example is the recently issued rule defining “Grandfathered Plans,” making it unlikely any plan can meet the standard for very long.  Whether this is good or bad is less important than the effect on your own planning process.  Will the Exchanges become viable alternatives accepted by employees as substitutes for legitimate, mainstream employer plans?

I believe we will eventually face bifurcated healthcare: one for most of us defined by the “essential coverage” rules and offered increasingly by Exchanges; and one for some of us defined by supplemental plans providing better access to physicians and non-baseline services.

How to Prepare

An important role for company executives is to ensure a strategy for marketplace competitiveness into the future.  Longer-term thinking will be rewarded.  Begin seeking answers to these questions:

1) Will employer-sponsored healthcare remain a key part of your total rewards plan into the future?  What are the alternatives?

2)  Is it worth the contortions to remain grandfathered if you are likely to lose that status soon?

3) Will new supplemental benefits strategies, or even wage supplements in lieu of coverage, become the differentiator?

4)  If predications of a de facto single payer system come true in the medium term, what is the best transition plan for your workplace?

5) Does your size affect your decision-making?

6)  Is your benefits consultant up to the challenge of teaching you and considering all options and business needs? Put them to the test now and stay informed.

Healthcare reform is one of the major themes to be covered at CAI’s 2010 Compensation and Benefits Conference on Sept. 16-17 in Raleigh.  Please visit for additional information.

Photo Source: Valerie Everett

Future Effects of Healthcare Reform

Friday, July 23rd, 2010

We are covered in webinars and seminars about the Patient Protection and Affordable Care Act.  I attended several in recent weeks, and the most common answer to audience questions was “We don’t know yet.”  True  as that may be only months after passage, employers will need to make key decisions soon.  Consider these “big picture” predictions by medical industry observers as you think about the future of your group health plan:

  • Higher healthcare costs for employers and most patients, well beyond the additional risk from new enrollees
  • Better access for the previously uninsured with new access impediments for the insured
  • More employers will convert employees to part time to avoid mandates . . .
  • . . .  but watch for regulations complicating the exclusion of part-time workers from plans (remember, the goal is 100% coverage)
  • Much improved data collection and sharing; better use of evidence-based medicine
  • Higher medical equipment and drug costs
  • A rise in concierge medicine, private pay and direct reimbursement plans
  • Breaches in security of electronic personal health data housed in the “cloud”
  • Increased taxes from value added/national sales taxes and such
  • More outcome-based payment schedules
  • Penalties to hospitals for readmissions and hospital-acquired illnesses
  • Increased financial stress at community hospitals
  • “The end of self-insurance” in small- and medium-sized plans due to blunting or deleting its advantages over time
  • Increased subsidization of Exchanges
  • Eventual domination of Insurance Exchanges and Medicare; impractical to remain a “grandfathered” plan under new rules
  • Application of IRC Section 105(h) to non-grandfathered insured plans (discrimination testing and daily excise taxes) making it difficult to exclude categories of full-time employees
  • Micro-networks of physicians providing deeper discounts and limited choices
  • Fewer viable commercial domestic providers over time; more medical tourism overseas
  • Commoditization of healthcare and diminished professional status/pay for office-based physicians
  • Greater use of mid-level practitioners such as Physician Assistants and Nurse Practitioners

Sure, some of these predictions will turn out wrong and others will come into play.  We are taking today’s loose and complex system of doctors, insurers, pharmaceutical and equipment makers, hospitals, network pricing secrecy, etc. and adding significant central direction, data, light-of-day, penalties, incentives, limitations, minimum plan standards, new taxes and regulations.  Yes, the old loose system became unaffordable, but is the regulated one more efficient?  No one ever lost money betting on unintended consequences from large regulatory programs, so let’s hope some of them are good!

Next week I will share my predictions for healthcare reform and some advice for employers on how to prepare.

Note: I am grateful to all the seminar speakers and area professionals for their help, including Todd Yates of Hill, Chesson & Woody, Joel Daniel of Ogletree Deakins and Dr. David Marcinko.

Photo Source: Oldmaison

Affordable Care Act

Wednesday, July 14th, 2010

You may have already heard about the so-called “tanning tax” that went into effect July 1, charging indoor UV parlors a 10 percent excise charge. That tax is part of several provisions that passed in the Affordable Care Act that became law in March, and some may apply to your company. They include:

The Small Business Health Care Tax Credit

Generally, employers that have fewer than 25 full-time equivalent (FTE) employees and pay wages averaging less than $50,000 per employee per year may qualify for this credit, targeted to help employers with low and moderate income workers afford to offer employees health insurance coverage. Because the eligibility formula is based in part on the number of FTEs, not the number of employees, employers that have more than 25 individual workers may also qualify if some of their workers are part-time.

For each year from now through 2013, the maximum credit is 35 percent of premiums paid by eligible small businesses and 25 percent of premiums paid by eligible tax-exempt organizations. Small businesses can claim the credit as part of the general business credit starting with the 2010 income tax return they file in 2011.

To determine if your business qualifies for this credit:

1)     Count the total number of your employees (not counting owners or family members). If fewer than 25, then …

2)     Calculate the average annual wages of employees (again, not counting owners or family members). If the result is less than $50,000, and …

3)     You pay at least half of the insurance premiums for your employees at the single (employee-only) coverage rate, then you may be able to claim the credit.

Health Coverage for Employees’ Older Children

Health coverage for an employee’s children under 27 years of age is now generally tax-free to the employee. This expanded health care tax benefit applies to various workplace and retiree health plans. These changes allow employers with cafeteria plans (plans that allow employees to choose from a menu of tax-free benefit options and cash or taxable benefits) to permit employees to begin making pre-tax contributions to pay for this expanded benefit. This also applies to self-employed individuals who qualify for the self-employed health insurance deduction on their federal income tax return.

Employees who have children who will not have reached age 27 by the end of 2010 are eligible for the new tax benefit, if the children are already covered under the employer’s plan or are added to the employer’s plan at any time. For this purpose, a child includes a son, daughter, stepchild, adopted child or eligible foster child.

Therapeutic Discovery Project Program

This program is designed to provide tax credits and grants to small firms that show significant potential to produce new and cost-saving therapies, support jobs and increase U.S. competitiveness. IRS guidance describes the process by which firms can apply to have their research projects certified as eligible for the credit or grant. Applications must be postmarked no later than July 21, 2010.

More information on the Affordable Care Act can be found at the IRS website at,,id=220809,00.html.

For more details on how the act affects your business, please call a member of CAI’s Advice and Counsel team at (919) 878-9222 or (336) 668-7746.

Photo Source: a.drian