alexa

The DOL website was quite helpful. Much thansk!

Even if employee did not sign up at open enrollment time Guess I thought employee had to be enrolled to add spouse or drop his own coverag eif now eligible for spouse plan I know FSA rules have been liberalized a bit since 2002 - do you have a specific site for this? Much thanks!

A single employee who waived medical at open enrollment got married He now wants to enroll himself and his wife can he do so before next open enrollment?

An employee elected max 5K for 2006 for dependent care FSA he is having 1000/mo dedcuted from pay for 1dt 5 months of year Is this ok or must it be "uniform" over 24 pay periods? thanks

Plan charges active ees for QPSA coverage Ptp turns age 35 in 1988 Are you allowed to charge QPSA coverage before age 35 Election date is 9/1/187, date of marriage I am assuming ptp was given proper ntoice, etc... priro to age 35 thanks

I guess I meant with our fully insured plan carriers, dental , our 2 HMO's , our self insured medicla and vision plan carriers All of our plans fall in 1 health plan document so wasn't speaking of health plan itself, just carriers It is my understandign the fully-insured carriers take the stance that they are CE's?

We are a small health plan sponsor attemptign to comply with HIPAA Privacy by 4/14/2004. How many are utilzing the OHCA ? We have 1 health plan anyway since all are covered under a wrap document (i.e. medical, dental, vision, health FSA, and EAP) For those forming an OHCA with the plan's carriers, have the carriers agreed in writing to this? any insight on the value of an OHCA? we have self-insured medical and vision plans so must comply with all of HIPAA Privacy requirements anyway

regardless of a wrap doc or not a sponsor with a health FSA will likely have to comply with HIPAA Privacy anyway for it's self-funded health FSA I agree with you; the wrap allows you to file just 1 Form 5500; we are in the process of finalizing a wrap currently for our new health plan we get around the different claims rules by refering to the individual SPD's that carriers haev drafted

Do you have a site?

Our fully insured dental and fully-insured HMO have said that they do not enter into Business Associates Agreements with the sponsors of the plan why would this be?

state is VA, which is headquarters with 1 other work location in PA

The company administering our health claims, does the 1st level of appeal Our company does the 2nd level of appeal Our Health Plan SPD also indicates a vountary arbitration process addiitonally Is a 2nd level of appeal allowed by Company or must this arbitration process be the 2nd level of appeal woudl anyone have language they could share on the 2nd level review process to put in an SPD thanks

yes, the loan procedure says it can be offset The loan is due in full at termination. I assume the ptp still has to agree to the distribution? If not, what's the alternative?

A terminated ptp has an outstanding loan Our plan basicalky requires the loan to be paid in full upon termination. Ptp wants to leave her cash balance in the plan. If she does not repay the loan (our plan has a cure period of quarter following date last payment made), can we deem the loan a distribution? If yes, do we add acrued interest from the date of last payment until end of cure period Our recordkeeper is saying we cannot default a terminated ptp's loan, only an active employee Can we allow her to leave loan in plan (accruing interest) until she takes final distributino of her cash account (this could be a year or more)?

We have 2 office location, in VA and PA I am familiar with the federal FMLA requirements Can you refer me to a good source of state family leave & pregancy disability leave laws

Live-in boyfriend of an employee in our PA location will be undergoign substance abuse treatment and will undergo tretament in a facility for the next 30-60 days Employee was wondering if she can take FMLA leave to care for the boyfriend's child who is in need of daycare while he is in the facility ; she wants to leave 1/2 hour early each day to be able to pick the child up from a daycarecenter Woudl this answer be differnet if boyfriend was a common-law spouse? thanks

Yes, I am familiar with the CA law; my ex-employer had work locations in approx. 50 states My current employer has work locations in VA and PA.

Does anyone exlcude terminees who terminatate for misconduct from COBRA coverage? what do you classify as gross misconduct?

We have a cafeteria paln with dependent care & health care spending and pre-tax medical premiums effective 1/1/2004 Can the plan be adopted anytime before the end of 2004? Or must it have been adopted priro to 1/1/2004? We are an LLC Can VP of HR execute plan document if not a member of LLC Who tyically should sign the doc? must it be an officer ?

I have an employee who took 8 weeks of FMLA after the birth of her child and is coming back to work; she is eligible for 12 weeks of FMLA Can she take the addiitonal 4 weeks as long as it's before the 12 months after birth? Her parents from India are coming to visit for a month in the summer to see their little granddaughter and the employee wants to take the additional 4 weeks then rather than the 12 weeks now.

thanks I am in discussiosn with outside ERISA counsel on doing a wrap document with wrap SPD incorporating the EOC's

such as?

Several of our health plasn, HMO's etc.. are sending us EOC's, i.e. evidence of coverage to distribute to our employees. Will these staisfy our SPD requirements?

We do have an annual limit on each at 5K My question had to do with new hires who start after the beginning of a year Are you required to prorate the 5K annual limit? What are others doing in practice if not required? thanks