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IRS Notice 2012-40, released last June, primarily provided guidance on the 2013 $2,500 limit to salary reduction contributions to Health Care FSAs, but also requested comments on the use-or-lose rule for Health Care FSAs. The use-or-lose rule generally prohibits any contribution or benefit under an FSA from being used in later plan years or periods of coverage.
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Categories: Compliance | Tags: Health Care FSA
In a recent case, a court concluded that even though a COBRA administrator told an employee an inaccurate premium payment due date, the employer was not obligated to pay for benefits that were not otherwise payable under the clear and unambiguous terms of the plan.
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Categories: Compliance | Tags: COBRA

Employer Liable for COBRA Coverage?

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Recently, a federal court decided that an employer could be liable for erroneously offering COBRA coverage to an employee, even though the employer was exempt from COBRA because it had fewer than 20 employees (i.e., COBRA’s small-employer exception).
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Categories: Compliance | Tags: COBRA

HSA vs. HDHP

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The issue: Is an HSA the same as a high deductible health plan (HDHP)?
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Categories: Benefits in General | Tags: HSA

COBRA and Divorce

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The issue: What happens when an employee or ex-spouse does not timely notify their employer or us that their divorce has been finalized?
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Categories: Benefits in General | Tags: COBRA

COBRA's Disability Extension Rule

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Generally, the longest period for which COBRA must be provided is known as the maximum coverage period. This period is generally measured from the date of the qualifying event. The basic maximum coverage period is either 18 or 36 months depending on the qualifying event. A disability extension is an 11 month extension added to the 18 month COBRA coverage period.
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Categories: Compliance | Tags: COBRA

HSAs and Health Care Reform

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Now that the Supreme Court has decided the fate of the Affordable Care Act (aka health care reform), how does health care reform affect Health Savings Accounts (HSAs)?
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Categories: Health Care Reform | Tags: HSA
COBRA requires plans to determine the applicable premium that will be charged to participants for COBRA coverage. All plans must calculate and fix the applicable premium (or premiums) in advance for a 12-month period called the “determination period.” Premiums can be changed during the determination period in very limited circumstances.
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Categories: Benefits in General | Tags: COBRA
How does an active employee’s Medicare entitlement prior to retirement affect the COBRA continuation period for the retiree and any family members?
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Categories: Benefits in General | Tags:
Now that the Supreme Court has put their stamp of approval on the Affordable Care Act (ACA), what does this mean for employers and plan sponsors? Employers and plans sponsors should work diligently to continue implementing ACA’s compliance requirements and should be prepared for a large amount of regulatory guidance coming forth from the agencies. What follows is by no means an exhaustive list.
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Categories: Health Care Reform | Tags: