Get answers to your most urgent questions about COVID-19 and its impacts to employee benefits, human resources, risk management and other issues. Our page provides articles and webinars on critical topics as well as other resources.
In any given year, our team receives hundreds of questions about mid-year benefit changes. Before the COVID-19 pandemic, our answers have followed the same approach: first, look at what your benefit plan says about whether and when mid-year changes are allowed, then look at your cafeteria plan to see if an employee can change their pre-tax election if the mid-year change in coverage results in a change in price. This year, the answers are more complex as employers furlough employees and then bring them back, and as government agencies and insurance carriers have provided wave after wave of guidance that change the usual rules.
Two common OSHA questions we are receiving during the COVID-19 pandemic are about whether cloth face coverings are considered personal protective equipment (“PPE”) under OSHA’s rules, and whether employees who test positive for COVID-19 must be recorded on the OSHA log. In recent weeks, OSHA has provided guidance that helps to answer these questions for employers.
When an employee is rehired after a termination of employment, employers often ask us how they should handle the rehired employee’s health and welfare benefits. We usually are asked whether the employer must treat the rehired employee like a “new” employee and impose a waiting period or whether the employer can do something more favorable since the employee is not truly “new.”
On May 12, 2020, the IRS released two notices, Notice 2020-29 and Notice 2020-33, that impact cafeteria plans, health flexible spending accounts (FSAs), and/or dependent care FSAs. This article covers the highlights of the new guidance.
On May 4, 2020, the federal government published new regulations that extend many deadlines applicable to group health plans, disability and other welfare plans, pension plans, and their participants and beneficiaries under the Internal Revenue Code and Employee Retirement Income Security Act (ERISA). Here are answers to the questions that likely are top of mind for you, but please know that many unanswered questions still exist.
Employers with calendar year benefit plans, you’ve finished open enrollment and coverage for your enrolled employees is already in effect. Before you kick up your feet to take a well-deserved nap, prepare for the post-enrollment “bugaboos” that often arise in January and February — just as you thought everything was in place.
Back in June, we introduced you to the Individual Coverage HRA or “ICHRA.” We promised to monitor developments and guidance, and we have some new things to report. ICHRAs sounded alluring because the rules provide a way for employers to provide a “defined contribution” health benefit with financial predictability for the bottom line. Once you scratch the surface, however, the shortcomings, limitations, and administrative burdens of the ICHRA quickly bubble up.
More employees are working past age 65 instead of retiring, and many employers are wondering: Does the employee’s Medicare eligibility affect the employer’s benefit programs? This eBook addresses the most common questions we receive regarding issues such as eligibility, entitlement, health plan design and enrollment, employee education, and more.
Download this eBook today: eBook Medicare and employers.pdf
Fall is in the air. Which means it’s open enrollment time! If your organization is one of the many heading into open enrollment, here are some common open enrollment questions, answered.
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