Posted December 14, 2009 by admin
The current healthcare reform proposal under discussion in the Senate includes a provision that would, beginning in 2013, impose a 40% excise tax on ER-sponsored coverage that costs more than $8000 for an individual and $21K for a family. This “tax” has been described by some as a way of capping what may appear to be excessive spending or a revenue generator. But, in reality people will hit that “ceiling” due to their age, gender, profession and geography.
Posted December 11, 2009 by admin
New law expands FMLA leave rights for employees who are relatives of veterans and members of the armed forces.
Here are highlights of the changes that are likely to affect private-sector ERs and EEs as follows. So, the 12 weeks of FMLA leave due to a family member’s military service and the 26 weeks of FMLA leave to care for an injured family member, remain, but are modified, due to the following terms & definitions below.
Posted December 10, 2009 by admin
IMPUTED INCOME – Medical, Dental and Vision coverage for Non-IRS Tax Dependents means income to your Employees. Are you collecting and paying the correct taxes?
Whether you have a fully insured health plan that covers dependents to age 26, or a self-funded health plan that offers coverage for domestic partners (DPs) you are creating taxable income for your employee plan participants.
There are many state mandates that require coverage for dependent children over the age limit that the IRS recognizes as (IRC Section 152) tax dependents. Often, these state mandates do not even require proof of full-time student status. For example, in Maryland, after House Bill 1057 became law, all fully insured MD policies covered children until age 25 without proof of student status. This created a few classes of dependent-children that enjoy coverage under the parent’s employer’s plan but need to be taxed for the coverage that they receive.
Posted December 9, 2009 by admin
Practical Insights: Liability for Termination of Group Life Insurance Coverage
Ford & Harrison LLP
Generally speaking, employers are not familiar with the responsibility and potential liability for failing to notify employees of their right to convert group life insurance coverage to an individual life insurance policy upon termination of employment, or their right to apply for a waiver of premiums if they are disabled and absent from work. Within the past few years, there has been a wave of litigation brought by former employees and their beneficiaries complaining about the loss of group life insurance coverage due to misrepresentations made by employers about their group coverage and the failure of employers to inform terminated employees about their rights under the group life insurance plan documents.
How does an employer minimize its risks and ensure that its former employees know about their rights to convert group life insurance coverage to an individual policy or apply for a waiver of premiums in certain circumstances?
Posted December 8, 2009 by admin
EEOC revises its “Equal Employmnet Opportunity Is The Law” poster to address ADA amendments and GINA
The EEOC has revised its “Equal Opportunity is the Law” poster, which ERs must post to notify employees of current federal employment discrimination laws prohibiting job discrimination based on race, color, sex (including pregnancy), national origin, religion, age, equal pay, disability and genetic information. Among the changes contained in the November 2009 version of the poster are a revised “Disability” section reflecting the Americans with Disabilities Act Amendments Act of 2008 (effective January 1, 2009), and a new “Genetics” section reflecting the employment nondiscrimination requirements of the Genetic Information Nondiscrimination Act of 2008 (GINA) (effective November 21, 2009). The poster applies to most private employers, state and local governments, educational institutions, employment agencies and labor organizations.