This month's Benefits Buzz examine's the latest executive order regarding health plans and discusses the final rule for expanding HRAs.
IRS Notice 2019-45 expands the preventive care benefits that can be provided by a high deductible health plan (HDHP) without a deductible. This video explains further.
What's Up with Wellness? Compliance considerations for Wellness programs.
This month's HR Brief explores the benefits of employees using their PTO and explains where to find help for your EEO reporting obligations.
On June 27, 2019, President Trump signed an executive order aimed at improving price and quality transparency in health care. The order directs federal agencies to issue guidance in a number of areas regarding health care costs, including expanding access to high-deductible health plans and flexible spending accounts and more broadly defining eligible medical expenses under Internal Revenue Code Section 213(d). This Health Care Bulletin provides an overview of the executive order.
Beginning in 2020, employers of all sizes may implement a new HRA design – an individual coverage HRA (ICHRA) – to reimburse their eligible employees for insurance policies purchased in the individual market or Medicare premiums. Final rules permit employers to offer an ICHRA as an alternative to traditional group health plan coverage, subject to certain conditions. This Compliance Overview summarizes the requirements for ICHRAs.
This Compliance Overview provides a summary of the Family and Medical Leave Act (FMLA).
An employer’s size, or number of employees, is a key factor in determining which federal labor laws the employer must comply with. Employers should be aware of the federal labor laws that may apply to their company based on their size. This is especially important for employers that have fluctuating workforce numbers or that are considering hiring additional employees. This Compliance Overview provides a guide of key federal labor laws that apply based on employer size.
To qualify for favorable tax treatment, a Section 125 plan (or cafeteria plan) cannot discriminate in favor of highly compensated employees. This Compliance Overview provides a general summary of the three nondiscrimination tests for cafeteria plans: (1) the eligibility test; (2) the benefits and contributions test; and (3) the key employee concentration test. It also discusses exceptions and safe harbors that apply to the nondiscrimination tests.
This month's HR Brief includes the 2020 HSA limits and explains the value of emotional intelligence in the workplace.
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From compliance questions to "what is this?" definitions, this library can help answer your benefits-related questions. Search by category.