Q.- Do we have to send a Medicare Part D Notice of Creditable Coverage to our COBRA participants?
Under a new proposed regulation from the U.S. Department of Labor's Office of Federal Contract Compliance Programs, employers will be prohibited from discriminating against employees or job applicants who discuss compensation with other employees. This rule applies to federal contractors and subcontractors.
The IRS revised the Internal Revenue Code section 125 cafeteria plan rules to add new life event changes. These additional permitted election changes allow an employee to revoke employer-provided coverage to purchase a qualified health plan through the Health Insurance Marketplace.
Q.- An employee dropped health coverage at open enrollment. Do we send him a COBRA notice?
Employers must remember to distribute their Medicare Part D Creditable Coverage Notices by October 15.
The IRS has designed a portion of its website to help both individuals and employers with health care reform compliance. Click here to access the site.
Q.- We are getting ready for the new health care reform 6055 reporting requirement. Do we have to give a report to all of our covered employees? What if we know an employee is exempt from the individual mandate to obtain health insurance?
As the school year starts again, employees are faced with the challenges of balancing work and family obligations. One often stressful family obligation of working parents is the desire to attend a child’s school function during the working day.
Many states recognize the difficulties of working with school-aged children and have enacted laws to address the issue. These laws provide certain rights to employees to take time off from work to attend school-related activities.
Health care reform requires health insurance issuers and self-insured group health plans to pay a transitional reinsurance fee in 2014, 2015 and 2016. For 2014, the fee will be $63 per covered life. Insurers will pay the fee for fully-insured plans, but plan sponsors will have to pay the fee for self-funded plans.
Q.- An employee’s child had individual health coverage that was not provided by an employer. That coverage terminated. Can we allow the child to come onto our plan mid-year?
A.- Probably yes. HIPAA requires group health plans to allow individuals a special enrollment right due to loss of “other” coverage. The other coverage must be group health coverage or health insurance coverage.
The Fair Labor Standards Act (FLSA) establishes minimum wage and overtime pay requirements that employers must follow. Covered employees (non-exempt employees) must be paid a minimum wage of not less than $7.25 per hour, and must be paid overtime at a rate of not less than one and one-half times the regular rate of pay after 40 hours of work in a workweek.
The government agencies responsible for the implementation of health care reform issued proposed rules and interim final regulations expanding the universe of employers who can make a religious objection to providing contraceptive coverage under their health plans. Health care reform mandates that virtually all health plans must provide preventive services without cost sharing. Contraception is considered a preventive service that must be covered by a health plan.