You’ve probably heard that existing benefits plans are “grandfathered” so they don’t have to comply with all the recent health reform changes. But you may be asking yourself, “what does that really mean?” In reality, the grandfathering provision in the new law isn’t all it’s cracked up to be. Under the new law, if your plan was in existence on…
Read More…Yesterday, the President signed into law a bill extending the COBRA premium subsidy (yet again!) though May 31, 2010 (Legal Guide, “COBRA Provisions of the American Recovery and Reinvestment Act of 2009” (
Read More…FAQs on their website about the COBRA subsidy. For further information, see our Legal Guide, “COBRA Provisions of the American Recovery and Reinvestment Act of 2010” (
Read More…model COBRA subsidy notices, which include information on the recent changes brought about by the Temporary Extension Act of 2010. In addition to updating existing notices, the DOL also issued a new “6015).
Read More…HR 3590), a landmark health reform bill, which will now move to the President’s desk for signature. At the same time, the Health Care and Education Affordability Reconciliation Act of 2010 ( Heath benefit exchange: Health benefit exchanges will be established through which individuals and small businesses with up to 100 employees can…
Read More…Did you receive a 401(k) plan questionnaire from the IRS recently? If so, you’re now a part of a new IRS compliance initiative to determine the extent to which employers are complying with 401(k) rules, correcting errors and utilizing IRS compliance tools. The questionnaires were sent out to a random selection of…
Read More…HR 4691) (TEA), extending the COBRA subsidy, yet again. The TEA extends eligibility for the subsidy to involuntary terminations occurring through March 31, 2010, and redefines “assistance eligible individuals” (AEIs) to include COBRA qualified beneficiaries that experience a reduction in hours on or after September 1, 2008, followed by an involuntary…
Read More…model notice for employers to use in notifying employees about group health plan premium assistance available under state Medicaid programs or the Children’s Health Insurance Program (CHIP), as required by the Children’s Health Insurance Program Reauthorization Act of 2009. Employers must give the notice to all employees, regardless of whether they are…
Read More…Under recently finalized IRS regulations, employers who maintain ERISA-covered group health plans must self-report excise taxes that are owed to the IRS due to failure to comply with laws such as COBRA, HIPAA, and other federal laws affecting group health plans (
Read More…6015). And stay tuned for more on the COBRA subsidy—there is legislation introduced in Congress that, if passed, would extend the COBRA subsidy eligibility and would create more transition and notice issues. Vigilant will keep members informed.
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