Strong passwords are essential for keeping personal data safe and secure. MyEnroll.com requires the use of a strong password that contains numbers, letters and symbols and is at least 8 characters in length.
A Flexible Spending Account Plan (“FSA”) offers an easy and convenient way for employees to save money on taxes and make their benefit dollars go further. Employees using a Health Care and/or Dependent Day Care FSA put money aside on a pre-tax basis to pay for eligible health care and/or dependent day care expenses. Health Reimbursement Accounts ("HRAs") also offer tax benefits, as employer contributions are generally not taxable to the employee
The Internal Revenue Service places certain rules on FSA contributions and distributions as a condition of allowing participants to receive the tax-favored benefits of FSA participation. Similar restrictions are placed on reimbursements from HRAs. One of those restrictions is that all claims must be substantiated with supporting documentation that meets certain requirements. This article reviews the requirements participants must follow to submit FSA/HRA claims to BAS for reimbursement within the requirements of IRS regulations.
Q.- Do we have to report the cost of COBRA coverage on the Form W-2 for an employee who terminates employment in the middle of the year?
Employers with self-funded health plans should make certain that all stop-loss policies associated with the plan provide adequate and intended protection for large claims. Moreover, any current plan administrative practice that deviates from the terms of the official plan documents should be drafted into the plan documentation and cleared with the stop loss insurer.
The Affordable Care Act created a new tax credit that eligible small businesses may use to make it more affordable to provide health insurance to their employees. A small business is generally one that employs 2 to up to 50 employees. In some states, a small business also includes someone who is self-employed with no employees.
As the summer comes to a close, employers may wish to evaluate their vacation policies to determine if they are in keeping with company needs. Employers generally offer some type of paid vacation benefit to attract and retain employees.
The Affordable Care Act requires non-grandfathered health plans and health insurance issuers to provide coverage for preventive care services without any cost sharing. This means that copayments, coinsurance or deductibles cannot be imposed on the services considered "preventive care" under health care reform. All plan sponsors must be aware of these requirements, as they apply to both fully insured and self funded health plans.
In Part Two of this series on state breach notification laws, we will review two Mid-Atlantic state privacy laws – Delaware and New Jersey – and compare them to the Pennsylvania Breach of Personal Information Notification Act (Click here to read Part One of the series).
Delaware and New Jersey have enacted statutes to ensure that residents are notified when their personal data has been compromised.
Q.- We have an employee who is enrolled in Medicare and is now terminating employment. We know we have to offer him a COBRA election. If he elects COBRA coverage, will that coverage pay primary or secondary to Medicare? Our plan coverage had been paying primary when he was an active employee.
Q. - My wife and I are living apart, but we are not legally separated or divorced. Our child spends equal time at both of our houses. Can I participate in my employer's dependent care FSA and submit expenses for child care for reimbursement?
In addition to Federal privacy and breach notification laws such as HIPAA, many states have enacted privacy laws to protect residents against unauthorized access to their data and to require notification to residents if their personal data is compromised. In this article, we will review the requirements of Pennsylvania’s Breach of Personal Information Notification Act.
Pennsylvania’s Breach of Personal Information Notification Act requires certain organizations that do business in Pennsylvania to notify a Pennsylvania resident if the resident’s personal information “was or is reasonably believed to have been accessed and acquired by an unauthorized person.”
A professional development or continuing education program can be a valuable employee retention tool, allowing companies to reinvest in their staff and build employee loyalty. It can also be an administrative challenge as well as a potentially expensive benefit program if results are not measured.
Employers subject to the Family and Medical Leave Act ("FMLA") understand the complexities of FMLA compliance. This article provides an overview of the FMLA rules.
The Affordable Care Act requires the Department of Health and Human Services to issue regulations aimed at streamlining healthcare administrative transactions, encouraging standard operating practices of health care providers, and increasing patient care efficiencies. Congress recognized the importance of health providers exchanging information efficiently and transmitting health information uniformly. To initially address these concerns, the electronic transaction standards under the Health Insurance Portability and Accountability Act of 1996 (HIPAA) were created. Health care reform amended HIPAA by adding electronic funds transfers to the electronic health care transactions that must be standardized.
Q. - Our CFO told me the company received a check from our health plan insurer, along with a note saying it is a Medical Loss Ratio rebate payment. Can we just keep the check and put it in the general account for company expenses?
As part of BAS’s commitment to continuous improvement, we are enhancing the process for retrieving User IDs and Passwords for MyEnroll.com. We still offer two ways for users to obtain their User IDs and Password: 1) view online (only available for employee logons) or 2) obtain via email. Now, each time a password is requested from MyEnroll, we will ask the user to authenticate their identity and then provide a temporary password, which will need to be reset upon logging in to MyEnroll.com.
Benefit Allocation Systems, Inc. offers Dependent Eligibility Audit Services for employers to conduct dependent eligibility reviews. Employers can recognize tremendous cost savings by reviewing plan participation and verifying that benefits are being provided only to individuals eligible under the terms of the plan.
All employers, large and small, should have a Sexual Harassment Policy for addressing workplace claims. Sexual harassment is a form of discrimination that violates Title VII of the Civil Rights Act of 1964. Employers should understand what actions constitute sexual harassment and be prepared to implement workplace prevention strategies.
The Affordable Care Act requires an employer with more than 200 full-time employees to automatically enroll new full-time employees in the employer's health plan. Health care reform also requires the continued enrollment of current employees in a health benefit plan offered by the employer. This so-called "Automatic Enrollment" requirement will likely be a new process for many employers when it goes into effect, which is anticipated to be some time after 2014.
The Affordable Care Act requires group health plans and health insurers to provide a Uniform Summary of Benefits and Coverage (SBC) to plan participants, beneficiaries and certain individuals who inquire about plan coverage. The SBC is intended to help individuals easily compare health plans, better understand their health coverage options, and be ready for the health care exchange marketplace.
Many employers are considering implementing workplace wellness or health management programs. Wellness programs are often viewed as an important component of benefits offered to employees, because they provide workers and their families access to tools to increase health, with the hope of ultimately decreasing employee absenteeism and lowering the cost of benefits. Studies have documented that employers with worksite wellness programs see a reduction in sick leave absenteeism, a reduction in health costs, and a decrease in workers' compensation and disability claims.
The Benefit Statement available through MyEnroll.com provides a real-time snap-shot of employee benefit enrollment information, including: demographic data, benefit elections, effective dates, dependent data, employee contribution estimates and beneficiaries. Below are some great examples of how HR Administrators are using the Benefit Statement.
As we have reported in prior articles, the HITECH Amendments to HIPAA require covered entities to provide notice to an individual if the covered entity determines that the individual’s unsecured, electronic Protected Health Information (PHI) has been breached. The determination of a breach is made according to standards set forth in the HITECH amendment.
If there is a breach of unsecured, electronic PHI, the individual must receive notice of the breach as soon as reasonably possible, but no later than 60 days after the date the breach is discovered, even if discovered by someone other than the covered entity. BAS can assist with distributing any required breach notification communications.
Q.- We realized that we never sent a COBRA qualifying event notice to an employee who terminated employment and was covered by our health plan. I'm pretty sure the individual now has another job and probably has health coverage. What are the penalties if we never send him a COBRA notice?