Archive for the ‘HR & Benefits Compliance Articles’ Category
Limits on HDHP/HSA Plan Structures
The IRS announced new inflation-adjusted Health Savings Account (HSA) contribution limits and High Deductible Health Plan (HDHP) limits for 2013. Employers offering HSAs and HDHPs should make sure that plans and systems account for the new limits.
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Medicare Part D Creditable Coverage Values Increased for 2013
Employers sponsoring group health plans that offer prescription drug coverage to individuals eligible for Medicare Part D (generally those age 65 and older, including active employees, retirees, COBRA participants, and dependents) must disclose to those individuals whether the group health plan coverage is creditable or non-crediable. CMS updated the parameters for determining if coverage is creditable or non-creditable.
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Criminal Background Checks May Violate EEOC Policy
Employers may wish to review their pre-employment background check policies in light of new guidance from the Equal Employment Opportunity Commission. The EEOC suggests that criminal background checks may have a disparate impact on individuals and violate Title VII of the Civil Rights Act of 1964.
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Benefit Cost Containment Strategies
Employers face an ongoing struggle of trying to offer rich, competitive benefits while keeping dollars under control. A recent study was released identifying five benefit strategies that have been proven to help with increasing benefits costs.
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Cafeteria Plan Documents Required
Employers that provide health and other welfare plan benefits on a pre-tax basis through a cafeteria plan must have a written document describing the rules relating to the pre-tax arrangement. Implementing a written cafeteria plan can increase compliance with IRS rules.
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Dependent Eligibility Verification
A dependent eligibility audit is one way of making sure health plan dollars are properly extended for coverage.
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Importance of Mobile Device Policies
Employers should review their HR and benefits procedures to make sure technology advances are appropriately addressed and monitored. Mobile device policies should be implemented if they are not already.
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Medicare Section 111 Reporting Requirements
Medicare is taking steps to make sure it is paying secondary to group health coverage whenever possible. Toward that end, group health plans must report Social Security Numbers or Medicare Insurance Claim Numbers for employees and their covered family members who might have Medicare coverage in addition to coverage under the employer group health plan.
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ERISA Plans Must Have QMCSO Procedures
A medical child support order directs an employee to cover his or her child under the health plan. If the order meets certain requirements, the employer must enroll the child for coverage. All plans subject to ERISA must have written procedures in place for determining if an order is a Qualified Medical Child Support Order (QMCSO) and must be followed.
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Employer CHIP Notice Distribution Requirements
Virtually all employers are required to notify employees of the availability of health plan premium assistance. The CHIP Notice must be distributed each year prior to the beginning of the plan year.
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