From policy reminders to breaking news on the federal and state level, we keep our clients and partners updated on the topics that matter in healthcare, wellness and employee benefits.
Frequently Asked Questions
Is providing a COBRA Initial Notice in our enrollment packet for eligible employees sufficient to meet the distribution requirement?
No, distributing the COBRA Initial Notice (also known as the General Notice) to all newly hired eligible employees in an enrollment packet is not sufficient for several reasons. As a reminder, the notice must be distributed to all newly enrolled employees and…Read More »
Does gaining eligibility for Medicare or Medicaid create a qualifying event that allows an employee to add or drop employer coverage?
If the group allows pre-tax salary reductions, then the Section 125 cafeteria plan regulations limit an employee’s ability to make changes to their elections midyear. They may only do so upon the occurrence of a qualifying event. There are two types of…Read More »
We have seasonal and temporary employees. When do we have to offer benefits to these employees?
Generally, an employee who is hired to work 30 or more hours per week is considered full-time and therefore must be offered coverage under the employer mandate. This would also include even a temporary, contract or short-term employee if they are working…Read More »
Does the actual cost of group term life coverage matter when determining the amount of imputed income?
No. If the aggregate death benefit payable on all employer-provided group term life insurance (GTLI) during a period of coverage (usually one month) exceeds $50,000, the actual cost of the coverage does not matter when calculating the imputed income amount. If the…Read More »
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