Administering Health & Welfare Plans: Common Compliance Questionsbenefitexpress
This presentation reviews common questions regarding all aspects of administrating welfare plans. The discussion includes topics such as: COBRA | Medicare | Health FSAs | HRAs | ERISA.
Open Forum: Achieve Compliance Success in 2017benefitexpress
As you begin next year’s benefits planning, are you sure your plan satisfies all requirements from the IRS, HHS, DOL, and more?
Come prepped with your benefits details in hand and check off:
Common errors in ERISA plans
Cafeteria plan pitfalls
Structuring your FMLA administration
Avoiding mishaps with MEWAs
Preparing a compliant COBRA strategy
In addition, get the legal answer for your plan questions from benefits attorney Larry Grudzien in this critical webinar.
Join us for an inside look at the health reimbursement arrangement (HRA) and how it works.
In this webinar, we cover the basics of HRA compliance, what you need to know before offering an HRA, and how PeopleKeep's software helps along the way.
Our hosts are HRA compliance experts Nick Green and Jon Gelwix.
Health FSA "Use-or-Lose" Rule DisappearsInfinisource
On October 31, 2013 the Department of Treasury modified the longstanding Health FSA Use-or-Lose Rule to allow carryover of FSA funds from one plan year to the next plan year at the employer's discretion. Find out more about this change with this iGuide.
Guidance was recently issues that modified the Health FSA Use-or-Lose Rule to allow carryover of FSA funds from one plan year to the next plan year - at an employer's discretion. What does this mean?
The Consolidated Omnibus Budget Reconciliation Act (COBRA) allows individuals to continue their group health plan coverage in certain situations. Specifically, COBRA requires group health plans to offer continuation coverage to covered employees and dependents when coverage would otherwise be lost due to certain specific events...
When a company considers offering an HRA, they want to be sure their employees will find it valuable.
In this first session in a three-part webinar series, we’ll show exactly what the HRA experience is like for an employee. We’ll walk through:
The basics of how an HRA works
How your employee can buy health insurance
What they need to do when they go to the doctor or have another expense
How they’ll submit expenses for reimbursement
How your employee will receive reimbursement
Which expenses are eligible
How an expense is approved
How the allowance works, including rollover, recommended amounts, and more
Administering Health & Welfare Plans: Common Compliance Questionsbenefitexpress
This presentation reviews common questions regarding all aspects of administrating welfare plans. The discussion includes topics such as: COBRA | Medicare | Health FSAs | HRAs | ERISA.
Open Forum: Achieve Compliance Success in 2017benefitexpress
As you begin next year’s benefits planning, are you sure your plan satisfies all requirements from the IRS, HHS, DOL, and more?
Come prepped with your benefits details in hand and check off:
Common errors in ERISA plans
Cafeteria plan pitfalls
Structuring your FMLA administration
Avoiding mishaps with MEWAs
Preparing a compliant COBRA strategy
In addition, get the legal answer for your plan questions from benefits attorney Larry Grudzien in this critical webinar.
Join us for an inside look at the health reimbursement arrangement (HRA) and how it works.
In this webinar, we cover the basics of HRA compliance, what you need to know before offering an HRA, and how PeopleKeep's software helps along the way.
Our hosts are HRA compliance experts Nick Green and Jon Gelwix.
Health FSA "Use-or-Lose" Rule DisappearsInfinisource
On October 31, 2013 the Department of Treasury modified the longstanding Health FSA Use-or-Lose Rule to allow carryover of FSA funds from one plan year to the next plan year at the employer's discretion. Find out more about this change with this iGuide.
Guidance was recently issues that modified the Health FSA Use-or-Lose Rule to allow carryover of FSA funds from one plan year to the next plan year - at an employer's discretion. What does this mean?
The Consolidated Omnibus Budget Reconciliation Act (COBRA) allows individuals to continue their group health plan coverage in certain situations. Specifically, COBRA requires group health plans to offer continuation coverage to covered employees and dependents when coverage would otherwise be lost due to certain specific events...
When a company considers offering an HRA, they want to be sure their employees will find it valuable.
In this first session in a three-part webinar series, we’ll show exactly what the HRA experience is like for an employee. We’ll walk through:
The basics of how an HRA works
How your employee can buy health insurance
What they need to do when they go to the doctor or have another expense
How they’ll submit expenses for reimbursement
How your employee will receive reimbursement
Which expenses are eligible
How an expense is approved
How the allowance works, including rollover, recommended amounts, and more
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
Review all of the requirements of the Employee Retirement Income Security Act of 1974. Training will go over which employers have to comply, which benefits are subject to ERISA, what documentation employers must provide, and penalties for noncompliance.
An open enrollment checklist, created by eHealthInsurance, to help employees find the best personal health insurance solution for the 2012 benefit year - via http://www.eHealthInsurance.com
FSAs can do some heavy lifting for your benefits plan – they allow employees to save pretax dollars for healthcare costs without the price tag of other financial wellness initiatives. However, many HR professionals lack a deep understanding of the compliance requirements to offer and administer a well-rounded program for their employees.
If ACA is repealed, there will be significant implications for FSAs. Devise your strategy to:
- Accurately catch employee election changes
- Manage rollover requirements
- Determine who pays first – HSA vs FSA
- Understand COBRA’s impact on an FSA
Get coaching from benefits attorney Larry Grudzien on how to prep now for the legislative impact on FSA administration.
Employer coverage and the era of exchangesagavrilescu
The document summarizes key provisions of the Affordable Care Act that impact employers and their decisions around offering health insurance. It discusses the employer mandate requiring firms with over 50 employees to offer affordable coverage or face penalties, and notes that while the mandate was delayed until 2015, other ACA requirements like the individual mandate and health insurance exchanges take effect in 2014. The summary examines factors that may influence employer decisions around offering coverage, such as reducing workforce size, limiting hours, lowering premium contributions, and dropping coverage for early retirees to mitigate costs under the new rules.
This document provides a comprehensive guide to the government-mandated benefits that U.S. employers are required to provide in 2020. It outlines the key benefits such as Social Security, Medicare, workers' compensation, disability insurance, family and medical leave, and health insurance. For example, it notes that all employers must contribute to Social Security and Medicare based on payroll taxes deducted from employee earnings. It also explains that five states and Puerto Rico require employers to provide short-term disability insurance to cover non-work injuries and illnesses. The guide stresses that requirements may vary based on company size and location.
This webinar will covers:
• What is COBRA?
• When does it need to be provided?
• What are the triggering events?
• How long does it have to be provided?
• What are notice requirements?
• Payment requirements
How Medicare Affects Employer Health Coveragebenefitexpress
This presentation reviews the topic of Medicare and how it can affect Employers Health Coverage offerings, including: employer secondary rules, COBRA, notice requirements, and reporting requirements.
Health Care Reform - Small Business Health Options Program (SHOP) UpdatesCBIZ, Inc.
One of the components of the Affordable Care Act is the Small Business Health Options Program (SHOP). The SHOP is the marketplace, sometimes referred to as “exchange”, specific to small employers.
The ICHRA vs. the QSEHRA: Which is right for your business?PeopleKeep
This document compares the Individual Coverage Health Reimbursement Arrangement (ICHRA) and the Qualified Small Employer Health Reimbursement Arrangement (QSEHRA). It discusses eligibility requirements for employers and employees, allowance caps and budgetary guidelines, premium tax credit compatibility, and considerations for which arrangement may be a better fit depending on an employer's needs and budget. The presenter concludes by describing the ICHRA offering available from PeopleKeep starting in September 2019.
This powerpoint goes into depth and explains FSAs, HRAs and HSAs, how they work together, who can participate, and what types of rules apply. It's a little boring, long, and somewhat detailed. However, you can use just portions of the slides if you'd like. The last 20 or so slides may be useful if an employer is offering high deductible health insurance plans, with an HSA - and already has an FSA in place This is a Continuing Education Course in California, under the Department of Insurance.
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) requires that employers provide former employees and dependents who lose group health benefits with an opportunity to continue group health insurance coverage for a limited period of time. Compliance with the complex rules regarding COBRA coverage can be difficult and mistakes can be costly. Penalties for non-compliance can include IRS excise taxes and ERISA statutory fines.
This Legislative Brief provides practical information and tips for avoiding these penalties and other risks, such as lawsuits to compel coverage and adverse selection of COBRA coverage.
This webinar covers a basic review of the requirements under ERISA, including: what is an ERISA benefit, what documentation requirements have to be met, what disclosure requirements have to be met, what reporting requirements need to be met, what is a fiduciary, and what are other requirements.
This presentation reviews: what information must be protected, what policies and procedures need to be in place, what disclosures have to be given to employees, what agreements have to be in place for business associates, and what breach procedures have to be followed.
- HRAs are employer-funded plans that reimburse employees for medical expenses. Employers have flexibility to determine which employees can participate and what expenses are eligible for reimbursement. HRAs must meet ERISA requirements.
- HSAs are tax-advantaged savings accounts that can be used to pay for qualified medical expenses. To be eligible, an individual must be covered by a high deductible health plan. Contributions from individuals, employers and other third parties are tax-deductible or tax-exempt. Salary deferral contributions can be made to HSAs.
Review the requirements for offering HSAs. This will include what coverages must be offered, documentation to be completed, what rules the employer and employee must follow (including HSA employer contribution rules), and commonly made mistakes.
Independent Contractor or Employee: Avoiding the Game of Guess Whobenefitexpress
Uber is in the news for a multimillion dollar settlement following a dispute over whether their drivers are employees or independent contractors, and they aren’t the only ones. Misclassifying an employee as an independent contractor is one of the costliest mistakes an employer can make.
Sort out which your employees are and learn your options for reclassifying workers in the webinar you literally can’t afford to miss.
Start a Solid Business Plan with a Health FSAInfinisource
Budgeting and saving are two basic ingredients to a good financial plan. What is often overlooked during these financial discussions is an employer-provided benefit: Flexible Spending Accounts (FSAs). This is not only a good financial plan for employees, but also employers.
Webinar | COBRA Pitfalls: Common Mistakes and How to Avoid Thembenefitexpress
Leaving the organization isn't the end of the benefits cycle for employees. This webinar focuses on how to avoid one of the most common compliance pitfalls in benefits ... COBRA administration.
Some of the top takeaways were:
• The basics of successful COBRA administration
• Required notices associated with COBRA coverage
• How Medicare interacts with COBRA for employees and dependents
• Penalties for noncompliance
Smooth and successful off-boarding of departing employees is as important as well-planned on-boarding of new hires. Log on to your roadmap for a smooth ride into COBRA compliance.
Group health plans can require qualified beneficiaries to pay for COBRA continuation coverage, although plan sponsors can choose to provide continuation coverage at reduced or no cost.
The maximum amount charged to qualified beneficiaries cannot exceed 102 percent of the plan’s total cost of coverage. The cost amount is based on the cost of coverage for similarly situated individuals who have not incurred a qualifying event. For qualified beneficiaries receiving the 11-month disability extension, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage...
Need help understanding your health insurance options?
Don't know what to do during open enrollment?
Want to help your employees with their healthcare costs but don't know how?
We got you.
Open Enrollment 101 will teach you everything you need to know about open enrollment, how to evaluate your plan options, and how employers can help their employees out with their healthcare costs.
Review all of the requirements of the Employee Retirement Income Security Act of 1974. Training will go over which employers have to comply, which benefits are subject to ERISA, what documentation employers must provide, and penalties for noncompliance.
An open enrollment checklist, created by eHealthInsurance, to help employees find the best personal health insurance solution for the 2012 benefit year - via http://www.eHealthInsurance.com
FSAs can do some heavy lifting for your benefits plan – they allow employees to save pretax dollars for healthcare costs without the price tag of other financial wellness initiatives. However, many HR professionals lack a deep understanding of the compliance requirements to offer and administer a well-rounded program for their employees.
If ACA is repealed, there will be significant implications for FSAs. Devise your strategy to:
- Accurately catch employee election changes
- Manage rollover requirements
- Determine who pays first – HSA vs FSA
- Understand COBRA’s impact on an FSA
Get coaching from benefits attorney Larry Grudzien on how to prep now for the legislative impact on FSA administration.
Employer coverage and the era of exchangesagavrilescu
The document summarizes key provisions of the Affordable Care Act that impact employers and their decisions around offering health insurance. It discusses the employer mandate requiring firms with over 50 employees to offer affordable coverage or face penalties, and notes that while the mandate was delayed until 2015, other ACA requirements like the individual mandate and health insurance exchanges take effect in 2014. The summary examines factors that may influence employer decisions around offering coverage, such as reducing workforce size, limiting hours, lowering premium contributions, and dropping coverage for early retirees to mitigate costs under the new rules.
This document provides a comprehensive guide to the government-mandated benefits that U.S. employers are required to provide in 2020. It outlines the key benefits such as Social Security, Medicare, workers' compensation, disability insurance, family and medical leave, and health insurance. For example, it notes that all employers must contribute to Social Security and Medicare based on payroll taxes deducted from employee earnings. It also explains that five states and Puerto Rico require employers to provide short-term disability insurance to cover non-work injuries and illnesses. The guide stresses that requirements may vary based on company size and location.
This webinar will covers:
• What is COBRA?
• When does it need to be provided?
• What are the triggering events?
• How long does it have to be provided?
• What are notice requirements?
• Payment requirements
How Medicare Affects Employer Health Coveragebenefitexpress
This presentation reviews the topic of Medicare and how it can affect Employers Health Coverage offerings, including: employer secondary rules, COBRA, notice requirements, and reporting requirements.
Health Care Reform - Small Business Health Options Program (SHOP) UpdatesCBIZ, Inc.
One of the components of the Affordable Care Act is the Small Business Health Options Program (SHOP). The SHOP is the marketplace, sometimes referred to as “exchange”, specific to small employers.
The ICHRA vs. the QSEHRA: Which is right for your business?PeopleKeep
This document compares the Individual Coverage Health Reimbursement Arrangement (ICHRA) and the Qualified Small Employer Health Reimbursement Arrangement (QSEHRA). It discusses eligibility requirements for employers and employees, allowance caps and budgetary guidelines, premium tax credit compatibility, and considerations for which arrangement may be a better fit depending on an employer's needs and budget. The presenter concludes by describing the ICHRA offering available from PeopleKeep starting in September 2019.
This powerpoint goes into depth and explains FSAs, HRAs and HSAs, how they work together, who can participate, and what types of rules apply. It's a little boring, long, and somewhat detailed. However, you can use just portions of the slides if you'd like. The last 20 or so slides may be useful if an employer is offering high deductible health insurance plans, with an HSA - and already has an FSA in place This is a Continuing Education Course in California, under the Department of Insurance.
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) requires that employers provide former employees and dependents who lose group health benefits with an opportunity to continue group health insurance coverage for a limited period of time. Compliance with the complex rules regarding COBRA coverage can be difficult and mistakes can be costly. Penalties for non-compliance can include IRS excise taxes and ERISA statutory fines.
This Legislative Brief provides practical information and tips for avoiding these penalties and other risks, such as lawsuits to compel coverage and adverse selection of COBRA coverage.
This webinar covers a basic review of the requirements under ERISA, including: what is an ERISA benefit, what documentation requirements have to be met, what disclosure requirements have to be met, what reporting requirements need to be met, what is a fiduciary, and what are other requirements.
This presentation reviews: what information must be protected, what policies and procedures need to be in place, what disclosures have to be given to employees, what agreements have to be in place for business associates, and what breach procedures have to be followed.
- HRAs are employer-funded plans that reimburse employees for medical expenses. Employers have flexibility to determine which employees can participate and what expenses are eligible for reimbursement. HRAs must meet ERISA requirements.
- HSAs are tax-advantaged savings accounts that can be used to pay for qualified medical expenses. To be eligible, an individual must be covered by a high deductible health plan. Contributions from individuals, employers and other third parties are tax-deductible or tax-exempt. Salary deferral contributions can be made to HSAs.
Review the requirements for offering HSAs. This will include what coverages must be offered, documentation to be completed, what rules the employer and employee must follow (including HSA employer contribution rules), and commonly made mistakes.
Independent Contractor or Employee: Avoiding the Game of Guess Whobenefitexpress
Uber is in the news for a multimillion dollar settlement following a dispute over whether their drivers are employees or independent contractors, and they aren’t the only ones. Misclassifying an employee as an independent contractor is one of the costliest mistakes an employer can make.
Sort out which your employees are and learn your options for reclassifying workers in the webinar you literally can’t afford to miss.
Start a Solid Business Plan with a Health FSAInfinisource
Budgeting and saving are two basic ingredients to a good financial plan. What is often overlooked during these financial discussions is an employer-provided benefit: Flexible Spending Accounts (FSAs). This is not only a good financial plan for employees, but also employers.
Webinar | COBRA Pitfalls: Common Mistakes and How to Avoid Thembenefitexpress
Leaving the organization isn't the end of the benefits cycle for employees. This webinar focuses on how to avoid one of the most common compliance pitfalls in benefits ... COBRA administration.
Some of the top takeaways were:
• The basics of successful COBRA administration
• Required notices associated with COBRA coverage
• How Medicare interacts with COBRA for employees and dependents
• Penalties for noncompliance
Smooth and successful off-boarding of departing employees is as important as well-planned on-boarding of new hires. Log on to your roadmap for a smooth ride into COBRA compliance.
Group health plans can require qualified beneficiaries to pay for COBRA continuation coverage, although plan sponsors can choose to provide continuation coverage at reduced or no cost.
The maximum amount charged to qualified beneficiaries cannot exceed 102 percent of the plan’s total cost of coverage. The cost amount is based on the cost of coverage for similarly situated individuals who have not incurred a qualifying event. For qualified beneficiaries receiving the 11-month disability extension, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage...
Model COBRA Continuation Coverage General NoticeJason White, CBC
This document provides a model general notice of COBRA continuation coverage rights that plan administrators can use to inform individuals of their rights under the Consolidated Omnibus Budget Reconciliation Act (COBRA) when their group health plan coverage would otherwise end due to certain qualifying events. The notice explains what COBRA continuation coverage is, when it becomes available, how to elect it, how long it lasts, and how it works. It also notes that individuals may have other coverage options besides COBRA continuation coverage.
Action Steps for Your Employee Benefits Plan During the Coronavirus PandemicQuarles & Brady
With the enactment of two new Coronavirus-related laws, plan sponsors of retirement, health and welfare plans have several "must-do" items to consider, along with several "optional" items. Join us for this informative webinar where we will discuss the different legal considerations plan sponsors and service providers (such as third party administrators, insurance brokers and pharmacy benefit mangers) should consider for their retirement, health and welfare plans.
We will discuss:
-What coronavirus testing must be covered by health plans
Important changes to "over the counter" drugs and medicine
-Addressing layoffs and furloughs, and how to survive the benefit costs
-Best practices for distribution and loan options for those who have been affected
-Delaying, repaying and fixing 2020 required minimum distributions
-How to treat paid leave under your retirement plans
This document summarizes new provisions related to COBRA health insurance coverage included in the American Recovery and Reinvestment Act of 2009 stimulus package. It discusses that employees involuntarily terminated between September 2008 and December 2009, and their families, will only have to pay 35% of premiums for up to 9 months of continued coverage, with employers reimbursed for the remaining 65% through tax credits. It also outlines requirements for employers to provide updated notices to qualified beneficiaries about their options by April 18, 2009.
This document discusses several notices and disclosures that employers must provide to employees under the Affordable Care Act (ACA) and other regulations. It covers the requirement to provide a Summary of Benefits and Coverage to all applicants and enrollees. It also discusses requirements for grandfathered plans, notices of patient protection rights, Medicare Part D creditable coverage notices, COBRA qualified beneficiary communications including open enrollment notifications, and challenges with health flexible spending accounts during open enrollment.
Health Care Reform and the Basics of BenefitsBeyondPay
This webinar will answer questions you have about the insurance you offer employees. It covers all things ACA and benefits administration, including COBRA, ERISSA, and HIPAA. Don't miss the latest ACA updates in 2016 to find out how they will affect you and your company.
Randall Webb - TJSDD - Common Pitfalls and Deficiencies Found in Plan AuditsDowney Brand LLP
At the 2015 Savannah Fiduciary Seminar, Randall Webb of TJS Deemer Dana presented the most common deficiencies identified during plan audits and how plan sponsors should correct those deficiencies going forward.
This chapter discusses employee benefits, including legally required benefits like workers' compensation, Social Security, and unemployment insurance. It covers retirement and savings plans such as defined benefit pensions, 401(k) plans, and IRAs. Health care benefits like medical insurance, life insurance, and disability coverage are also addressed. The chapter examines strategies for controlling costs and considers benefits for contingent workers.
When employers are faced with terminating employees in California, they often miss the numerous required notices and action steps they must take at or before the time of termination in order to comply with the law. In this presentation, Beth Arnese and I go over how to handle terminations in a legally compliant manner (not to mention as kindly and consciously as possible - which prevents lawsuits and bad karma).
Topics addressed include federal and state requirements for terminating employees, the necessary forms and notices, the California Unemployment Insurance Code, final wages, termination letters, COBRA and Cal-COBRA coverage, and severance pay and agreements.
Healthcare Reform And Risk Management By Mark Bloomjohndemello
The document discusses considerations for employers regarding the impact of health reform on their income statements. It outlines 10 key considerations including exchanges, employer mandates, changes to plan design, taxes on high-cost plans, and new reporting requirements. It notes that employers will need to evaluate whether their coverage meets minimum standards to avoid penalties if employees receive subsidies. The document concludes by mentioning two new taxes starting in 2013 for high-income individuals, including an additional Medicare tax and net investment income surtax.
COBRA provides temporary continuation of health coverage when it would otherwise be lost due to certain events like job loss. It applies to employers with 20+ employees and provides qualified beneficiaries like employees, spouses, dependents up to 36 months of continued coverage at group rates. When coverage is lost due to job loss, reduction in hours, divorce or other qualifying events, beneficiaries must be notified of COBRA rights and have 60 days to elect continued coverage by paying premiums. Coverage can end earlier for non-payment of premiums or obtaining other coverage, and conversion to individual policies must be offered at the end of the continuation period.
The document provides additional questions and answers from the IRS regarding the COBRA premium assistance provisions. Key points covered include: 1) employers have flexibility in determining if a termination was involuntary; 2) seasonal and temporary workers whose contracts expire can be considered involuntary terminations; 3) reserve and National Guard duty is an involuntary termination regardless of leave status; and 4) individuals have flexibility in choosing the effective date of their COBRA coverage within limits of the subsidy period.
Medicare Rule Review: Overview of Secondary Payersbenefitexpress
Learn how the Medicare Secondary Payer Rules impact an employer’s health and welfare plans. This covers which employers are subject, what employers can do to comply, and the penalties that can be imposed for noncompliance.
How can you smooth the healthcare reform transition? Learn about the mandates currently in place, the mandates that are coming in the near future, what employers need to do, and what employees need to do. Participants can also ask specific questions about how healthcare reform may impact their organization.
Constructing HRA: Blueprints for Solid Administrationbenefitexpress
Learn the ins and outs of offering a private benefits marketplace for your employees, HRA administration, and various agencies regulating what's included.
The document provides information about COBRA subsidy recipients and retiree health coverage. It reminds COBRA subsidy recipients that they must notify their plan in writing if they become eligible for other coverage like a new job or Medicare to avoid penalties. It also notes that plans must offer COBRA at retirement if the active and retiree plans differ, but not if they are the same. Dependents may get COBRA if losing retiree coverage due to an event like a retiree's death.
Watch our free one-hour webinar reviewing the rules for the new Individual Coverage HRA and the new Excepted Benefit HRA (ICHRA and EBHRA).
In June 2019, Treasury, DOL and HHS released final regulations that are effective for plan years beginning on or after January 1, 2020. These regulations created two new HRAs, Individual Coverage HRAs (ICHRA) and Excepted Benefit HRAs (EBHRA).
These new HRAs will be subject to ERISA and COBRA, but will not be subject to the nondiscrimination rules under Code Section 105(h). Any employer can offer these new HRAs to their employees. They can be offered to common law employees, but cannot be offered to self-employed individuals, partners and more than 2% S-Corporation shareholders.
Facilitated by ERISA attorney Larry Grudzien, and moderated by Chief Marketing Officer Julia Goebel, this webinar will cover the following:
-Why are these new HRAs so important?
-Which employees can be included or excluded
-What documentation is needed to be completed by employers to adopt them
-What reporting and disclosure requirements must be met
-What types of expenses can be reimbursed
-The pros and cons of establishing and participating in these new HRAs for employers
Similaire à Issues with COBRA Administration & How to Fix Them (20)
Webinar: Mid-Year Election Changes for Cafeteria Plansbenefitexpress
Let's talk about cafeteria plans. When can participants make election changes?
While cafeteria plans can be a great option for employees wishing to pick and choose benefits based on cost, when and how to facilitate election changes outside of open enrollment can be tricky to navigate for employers. As the use of cafeteria plans continue to grow, we take a deeper look at the rules and regulations of these plans, particularly as they pertain to mid-year election changes.
COVID-19 Health & Welfare: Compliance for Employersbenefitexpress
As part of our continuing ERISA Compliance series, we covered such compliance topics and more in our April 9th webinar discussing COVID-19 and updates from the IRS and DOL concerning the Families First Coronavirus Response Act.
Plan Sponsor Webinar: Navigating COVID-19 for Employersbenefitexpress
In this webinar, we take a deeper look into how the novel coronavirus is not only affecting the way we live, but changing the way we work. From remote work environments, FMLA, contract agreements and more, we discuss how to navigate the changing workforce during this time of uncertainty, and answer questions to help you make the best decisions for the health and safety of your employees.
Medicare & Employer Health Coverage - a Coordination Conversationbenefitexpress
Let's talk about Medicare and Employer Health Coverage. The rules on coordinating Medicare and employer coverage can be complex. How it complements other programs (such as COBRA, HSAs and the ACA) are also areas of question for both employees and their employers.
Part of our ERISA Compliance Series, this webinar is hosted by ERISA Attorney Larry Grudzien and moderated by chief marketing officer Julia Goebel. This webinar will discuss the top wage and hour issues that may be unknowingly lurking within your company.
This document discusses the history and impact of the #MeToo movement and sexual harassment laws. It provides a timeline of key sexual harassment laws from 1964 to present. It defines hostile work environment and quid pro quo harassment. The document examines employer liability and the importance of effective anti-harassment policies and investigations. It provides examples of sexual harassment, questions to ask during investigations, and steps employers should take to correct harassment and prevent future issues.
The Affordable Care Act touches the lives of most Americans. In fact, nearly 21 million will be at risk if Obamacare is struck down, and may even lose health insurance completely if the law is ruled unconstitutional. This webinar will discuss what the outcome may be if ACA is repealed.
In today's multi-generational workforce, health and wellness benefits are weighted equally with salary expectations. This is why it's important for small and large businesses alike to embrace health and wellness benefits to recruit top talent as well as retain valued employees.
While offering these benefits has been shown to improve employee engagement and productivity, it comes with some challenges. This webinar reviews common questions human resources professionals confront when offering health and welfare benefits to employees.
Facilitated by ERISA attorney Larry Grudzien, this webinar covers the following:
- Questions Surrounding Tax
- Reporting Disclosures
- ERISA, COBRA & FMLA
- Workers Compensation
- Affordable Care Act (ACA)
Benefits are a critical piece of an employee compensation package, with health care benefits reigning most important. Whether you're already offering these benefits or considering adding them to your benefits offerings, view our webinar to learn more and remain competitive in the talent marketplace.
How to Administer Wellness Programs in Today's Regulatory Environmentbenefitexpress
Are you struggling to make sense of the recent legislative updates surrounding employer sponsored wellness programs? Perhaps you are trying to decide whether to continue with current wellness plans, modify your plans without guidance from the EEOC, postpone new wellness programs or discontinue them all together.
It’s a complicated landscape ripe with several options for “next steps” for employees and plan sponsors of wellness plans in 2019 — with perhaps the biggest barrier of all being that employers cannot measure the risk of wellness plans at this time.
To help guide you through this maze of options, watch our one-hour webinar on-demand to learn what rules remain after the EEOC’s regulations were found invalid and what rules have to be met in 2019 in order to offer a valid wellness program.
How to administer wellness programs in today's regulatory environment
This webinar covers:
Requirements under HIPAA
Requirements under the Internal Revenue Code
Requirements under ERISA
Requirements under GINA
Requirements under ADA
Requirements under ACA
HIPAA Training: Privacy Review and Audit Survival Guidebenefitexpress
HIPAA Privacy Overview for Employers. Review a helpful checklist of requirements an employer must adopt to stay compliant with HIPAA and to survive an audit by Health and Human Services (HHS).
Webinar | Texas vs. United States - The Repeal of ACA?benefitexpress
Recently a Federal District Court held in Texas, et al. v. United States of America, et al. that the individual mandate in the Patient Protection and Affordable Care Act (ACA) is unconstitutional, and that the other provisions in the ACA are invalid because they are inseverable from the individual mandate.
Our ACA compliance webinar reviews:
- What the Federal District Court decided.
- The basis for the decision.
- The impact of the decision.
- What may happen over the next months or year.
- What Congress may do to address the situation.
Healthcare Check-in: The Latest Developments in Health and Welfare Plansbenefitexpress
We work in an exciting industry – which means quick changes are the norm, and adaptability is a necessity. Keep your compliance plans up to date with a download of all legislative changes since our last update webinar. This webinar covered legislation that's passed in the last six months, what's on the way, and what it means for your organization.
Webinar | From Analysis to Action: How Personalization Can Lower Employer Cos...benefitexpress
This document discusses how benefits advisors can use data analytics to strengthen their role as a trusted advisor to employers. It recommends that advisors use available benefits administration data and decision support tools to 1) increase client interactions by sharing new insights, 2) repurpose their consultative model for small and medium businesses, and 3) better predict results and explain recommendations. The document also outlines how data can help advisors refine benefit offerings tailored to employee needs, assist with enrollment education, and prioritize resources. It concludes by summarizing how decision support tools can lower employer costs by supplementing HR education, making better use of relevant data, and maximizing long-term health care value.
FSAs can do some heavy lifting for your benefits plan – they allow employees to save pretax dollars for healthcare costs without the price tag of other financial wellness initiatives.
However, many HR professionals lack a deep understanding of the compliance requirements to offer and administer a well-rounded program for their employees. Engage your employees with a financial wellness benefit that works.
Key webinar takeaways:
- How different types of FSAs interact with benefit plans as a whole
- FSA and reimbursement limits for 2018
- Legal implications of offering an FSA to employees
- Best practices for administering a successful FSA benefit plan
Webinar | Clients Calling “Mayday”? Design a Benefits Technology Strategy to ...benefitexpress
This document discusses how to develop an effective benefits technology strategy for brokers and their clients. It begins by outlining different models for benefits administration, including fully owning technology, partnering with consultants, or advising clients. The presenter advocates creating a strategy that addresses the broker's business, clients' needs, and partners' capabilities. Key aspects to consider include business models, client profiles, and evaluation criteria for partners. The overall message is that technology will continue growing in importance, so brokers need solutions to help clients facing challenges with benefits administration.
Webinar | Training the Technique: Advanced ERISA Compliancebenefitexpress
If your organization offers any form of retirement plan, chances are you have questions about ERISA. This advanced compliance training will go beyond the basics of the requirements of the Employee Retirement Income Security Act of 1974.
Attend our one-hour training to learn:
- Which employers are affected by ERISA regulations
- Which benefits plans are subject to ERISA
- What documentation employers must provide to prove
compliance
- Penalties for noncompliance
ERISA attorney Larry Grudzien will share industry inside knowledge to help participants ensure total compliance with ERISA regulations.
Factors of Self-Funding: Evaluating the Pros and Consbenefitexpress
In a changing healthcare landscape, employers are increasingly considering taking the funding of their healthcare benefits into their own hands. If you're one of them, this webinar is the one-hour guide you must see.
Participants will learn:
- The legal implications associated with self-funding
- Common administrative pitfalls
- Solving employee issues involved in self-funded plans
- A full overview of laws and regulations governing self-funding
Our compliance expert will weigh in during a compact, one-hour guide.
Healthcare check in the latest developments in health and welfare plansbenefitexpress
We work in an exciting industry—which means quick changes are the norm, and adaptability is a necessity.
Keep your compliance plan up-to-date with a download of recent legislative changes.
We'll cover legislation that's passed, what's on the way, and what it means for your organization.
Topics Covered Include:
• IRS Information Letters
• Tax Reform Legislation
• Wellness Regulations - EEOC, AARP
• Comprehensive Guidance on QSEHRAs
• ACA: Elimination of Individual Mandate Penalty
• Employer Tax Credit for Paid Family and Medical Leave
• DOL Annual Adjustments to Employee Benefit Plan Penalties
• “Good Faith” Penalty Relief
• Final Disability Claim Regulations
• Cadillac Tax Updates
• And More!
Presented by Larry Grudzien, Attorney at Law
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements