BAS Blog


 

Question of the Week

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?

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Question of the Week

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?

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Question of the Week

Q.- Do we have to keep track of PTO hours for determining if an employee is a full-time for ACA purposes?

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Question of the Week

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?

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Question of the Week

Q.- I heard that it is possible to use a health FSA to purchase vitamins. Is this true?

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Question of the Week

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?

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Question of the Week

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.

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Question of the Week

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?

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Question of the Week

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?

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Question of the Week

Q.- We have an employee who is paying for the full year of daycare up front. He wants to be reimbursed from his Dependent Care FSA for the full amount. Do we have to allow this?

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