Q.- When we tell a former employee that he must make his COBRA premium payment by the first of the month with a 30-day grace period, what does “make payment” really mean?
Q.- An employee wants to know if she can be reimbursed from her FSA for the cost of a home genetic testing kit. Can she?
Q.- Do we have to keep track of PTO hours for determining if an employee is a full-time for ACA purposes?
Q.- An employee is moving to work for us from Texas. His family members are not moving for a few months. He wants to know if he can wait to add his children to his coverage when they move. Will this be recognized as a permissible mid-year change event?
Q.- I heard that it is possible to use a health FSA to purchase vitamins. Is this true?
Q.- We just hired someone who has been out of work for a few weeks. She won’t be eligible for our health coverage until the first day of next month. She is concerned about a lapse of health coverage. I know the penalty for not having health coverage has been reduced to $0, but she is concerned. Is her concern legitimate?
Q.- An employee cancelled dental coverage for his family in June when he was going through a divorce. We just received a copy of the divorce papers showing that the divorce was finalized last week (August 30th). We have to offer the ex-wife the opportunity to continue her medical coverage under COBRA, but can she also have dental coverage? That coverage stopped 2 months ago.
Q.- We know there is a penalty for not providing a notice when someone has a COBRA qualifying event. We just learned that there is a requirement to give a notice when someone is first eligible for health coverage- long before COBRA would be a consideration. Is there a penalty for not providing this notice?
Q.- We have a COBRA participant who didn’t pay his July premium. He wants us to accept his money now. Do we have to allow a late payment?