alexa

We have a self insured health plan and about 18 HMO's as well We are in the process of rewriting our Health Benefit Plan SPD for new SPD rules Will our HMO's be required to write SPD's now that the prior exemption forHMO's doesn't exist? We get certificates of coverage outlining HMO contract benefits, etc... Would this suffice as long as our main SPD included other necessary stuff like QMSCO, COBRA, etc... language? What are others doing who are in same boat? Thanks

Our 401(k) plan has a maximum deferral % of 15%. We have several employees who have deferred more than 15% of pay for 2001. What suggestions do you have for this? Thanks

Our outside consultant is reviewing health & dental claims. Our carrier is setting up a link for them to be able to access data right from their website. I know this will be a HIPAA concern soon; we are for the most part self insured. Does anyone see a current problem with this? Should the consultant sign a Confidentiality agreement? Should our carrier,rather than us, be concerned form their end since their website? Would anyone have a sample Confidentiality agreement or Business Associates agreement Thanks!

Linda, We are for the most part self-insured. We have some HMO's as well in about a dozen states. So from what you are saying, we only have to worry about the states where we have the HMO's? If so, great news! I'll doublecheck the preamble. Thanks

We had a bunch of furloughs late last year These employees have recall rights for 3 years. For those that are over age 70 1/2, are they required to get a minimum distribution distribution by 4/1? Active employees over age 701/2 are not required to take a minimum distribution from our plans. I see this as a grey area. Is anyone aware of any guidance out there where it defines what "terminated"is? Thanks

aha has soemthing about state laws on theri website but you must be a member to access The other 2 sites were not available?

I have been assigned the task of investigating what state privacy laws are out there that may be more liberal than HIPAA privacy requirements. I am aware that the state of CA has passed a bill on privacy. What other states have done so? Can anyone recommend a good referral source for this info? We are self insured and have employees in all 50 states. Much thanks

They are Canadian employees resident in Canada We sponsor a registered Canadian defined benefit plan in Caanda These are employees on medical leave who have been receiving LTD benefits The collectively bargained agreement specifies that after 3 years on a medical leave, employment is severed. But I was wondering if this is a problem since these employees are receiving LTD They are covered under our US based LTD Plan. I wanted to make sure we can discontinue our supplemental medical and dental plan for them and no requirements under Canada law to continue Also, our retirement plan does accrue Credited Service if receiving a Canadian Pension Plan disability benefit, but was wondering if there are more liberal requirements under Canadian law on this Much thanks

We have 2 Canadian employees who have been on medical leave for over 3 years. After 3 years, the collective bargaining contract considers the employee to be terminated. I am unfamilar with Canadian benefits. Does Canadian law require certain benefits to continue such as medical, LTD, and pension while on a medical leave? What is a good reference source for Canadian benefits laws? Thanks

We have 2 Canadian employees who have been on medical leave for over 3 years. After 3 years, the collective bargaining contract considers the employee to be terminated. I am unfamilar with Canadin benefits. Does Canadian law require certain benefits to continue such as medical, LTD, and pension while on a medical leave. What is a good reference source for Canadian benefits laws? Thanks

The state of FL has a mandate to cover grandchildren (those born to dependents of employees) for the first 18 months for medical coverage Are there any other states that have similar mandates?

A few of our employees have called in asking that our healthcare provider omit their SSN's from display on medical & prescription id cards (apparantly they have had a problem in the past with identity theft). Our healthcare provider cannot do this currently. Do the employees currently have a legal recourse to require this ? I know that CA has a law in place currently SB 168 for CA residents effective in the next 2 years for current group insured plans Are there any other states out there with simialr laws to CA? What about federal law(s)? Thanks

If one cannot locate the beneficiary of a deceased participant with a $ 600 accoutn balance in a terminated DC plan, what are the options? We have tried a private locator company. I know the PBGC program allows you to purchase an annuity (viable here?) or deposit money in an individual bank account opened in the participant's name I have heard of sending 100% witholding to IRS; has anyone done this successfully? Are there any other options? Does anyoen see a problem with any of the above mentioned?

Would a significant reduction in hours constitute a legitimate change in status? What is significant? Would a shift change constitute a legitimate change in status(even if hours are the same)? If so, what are legitimate shift changes? Woudl soemone changing from 9-5 to say 7-3 be a legitimate change in status so the ee could reduce dependent care deduction? I know that if a child goes to school in the fall thereby decreasing the hours needed for daycare that the DOL has kindly accpted this as a legitimate change so ee can reduce their daycare deduction. Please correct me if I am wrong here Much thanks!

Would anyone have a sample claims procedure for an LTD plan they would be willing to share:) Much thanks P.S. Do the new claims rules apply to collectively bargainned plans?

I have an employee who changed shifts ;i.e. from day to night He elected $ 5K for his dependent care for 2002 As a result of the shift change he doesn't need a daycare provider for his children Can he cease daycare deductions? Thanks:confused:

So you would consider a minumum distribution a nonperiodic distribution?

This is an age 701/2 minimum required distributino which is not eligible for rollover therefore, as you said, not subject to the mandatory 20%. I woudl tend to agree with you that no withholdign required ar tiem of distribution but advisable to get particiaptn to compelte a Form W-4P But my question is what if you don't have time to get a FOrm W-4P back or participant doesn't return in time for required beginning date namely 4/1? I woudl not withhold anyhting, although I knwo some trustees withhold a flat 10%, but is this OK? Thanks

In a 401(k) plan in lieu of getting particiapnt to complete a Form W-4P, how does one withhold? Only the minimum is being paid It is my understanding that you must give the participant the choice to opt out But if W-4P either not given or not returned, what do you do? Thanks

What are the current rules? He did put in conduit IRA and has optino to transfer to 401(k) at a later date

An employee is rolling over his terminated money purchase plan account balance to a conduit IRA Since former retirement plan monies, is this protected against creditors should a personal bankrupty occur? The employee also has the option to rollover the balance to employer's 401(k) plan Would this be a safer route to go?

We have never filed a Form 5500 for our LTD plan that covers over 100 Directors & Officers We have been able to get Schedule A data back to 1995 plan year to complete Form 5500's for 1995, 96, 97, 98, 99 & 2000 Using the DOL's DVFC program, we incur $ 25K in late filign fees under DFVC Is VCP available for late Form 5500 filings? If so, would it be cheaper to go this route (assume we will prepare the VCP filing inhouse)? Thanks

We file a Schedule F for the cafeteria plan benefits with our health benefit plan Form 5500 rather than filing a separate Form 5500 for the cafeteria plan. Is this ok?

This is being done on an after-tax basis

Is an employer required to allow employees to continue to contribute to a medical FSA after they have been furloughed/terminated? How does this work? Currently we are allowing employees to continue their contributions to a medical FSA to the end of the benefit year