Q.- An employee has a babysitter taking care of his 3-year old son while he is at work. The babysitter is going to wash the child’s clothes and make his lunch. Can the employee be reimbursed from his Dependent Day Care FSA for the babysitter’s full salary, or does he have to separate out the time she spends cooking for the child and doing his laundry?
BAS Blog
The U.S. Department of Labor has resources for employers, employees and educators on apprenticeship training programs.
While the Affordable Care Act is still the law of the land, the U.S. Department of Justice recently filed a brief with the U.S. Court of Appeals arguing that the ACA should be deemed unconstitutional.
The IRS has a website dedicated to helping help both individuals and employers with health care reform compliance.
Q.- An employee asked if she can be reimbursed for housekeeping expenses from her dependent care FSA. Can she?
The U.S. Department of Labor has once again provided guidance on whether individuals should be classified as employees or independent contractors, this time relating to virtual marketplaces. Employees must be paid minimum wage and overtime, while independent contractors may not be subject to the Fair Labor Standards Act.
As the summer approaches, some employers may be considering hiring student workers. The Fair Labor Standards Act (FLSA) sets rules around employing young people. The FLSA rules ensure that work does not jeopardize a young person’s health, well-being or education.
Some employers have been receiving Employer Shared Responsibility (ESRP) 226J letters from the IRS assessing Affordable Care Act penalties. The 226J letter is issued to employers who did not comply with the employer mandate under health care reform. Employers are finding that these letters impose very large penalties, which may or may not be properly assessed.
Q.- We have a health FSA with a carryover feature. An employee did not elect to participate in the FSA for 2019, but had a carryover from 2018. He terminated employment. Do we have to allow him to continue coverage under COBRA because he had a carryover?
Q.- One of our former employees does not think it is fair that he can’t use amounts in his health flexible spending account plan after his termination of employment. Can we just let him use up the rest of what he contributed for expenses he incurs after termination?
