French

Does anyone use one of their retirement plan vendors to submit the form on their behalf?

Thanks for the information. We are an organization that would be subject to electronic filing as we generally have more than 250 separated participants with deferred benefits. My question needs some clarification as it really relates to the actual filing process and software. For the past few years, we have been submitting a hard copy document in the proper format required by the IRS. Can we just upload that excel document through FIRE in lieu of using the software?

According to the IRS website, it is my understanding that beginning with the 2014 Form 8955-SSA, the forms have to be filed electronically. It also says that you need to use software to create the proper format. In the past for the hard copy I submitted, the information was in the same format (page 2 and beyond) as appears in the 8955-SSA form on the IRS website. Do I still need to use the software?

Does anyone work at an organization that provides a loan repayment or assistance type program? I am aware of some programs that forgive a loan after a period of time when one works in a public service position (i.e. teacher, medical professional) but am wondering if this is trending in the for profit environment. Not sure where to have posted this question. This seemed to be the best category. Thanks.

We do our own SBCs since our plans are self insured. Are there new instructions for completing the Coverage Example page of the SBC? I've searched but found nothing. Thanks.

Seeking information about health plan coverage for dependents in active military service. Do you exclude for eligibility purposes or have exclusions for coverage of military service related diseases, injuries or illnesses or none? Thanks.

Does anyone offer a design so that employees can choose between several medical and prescription drug plans? Example - we would offer one HMO, one PPO and one HDHP and 3 prescription drug plans (A, B, C) with variable copays/coinsurance. The employee could choose the HMO and drug plan A or the HMO and drug plan B.

When we set up our HDHP several years ago, we stated that in order to enroll in our HDHP, you must be eligible for an HSA. This linkage was done I believe due to our decision to make an employer contribution. Does anyone have any benchmarking info as to whether this is a standard practice? We've asked our health plan vendor for their BOB info and wanted to gather other external info. Thanks.

Does the Nebraska extension of coverage under a health plan for dependents up to age 30 apply to self-funded plans? I haven't been able to find any materials that clairfy this. Thanks.

Does anyone ever retro a date to the actual divorce date even if it is after the 60 day window? What we have noticed is that some employees play by the rules (and notify us within the 60 days) while others "forget" and get to continue coverage for the ineligible dependent (ex-spouse) for way too long. We certainly don't want to punish the ex-spouse but with our health care costs continuing to rise, we need to ensure that only eligible dependents remain covered.

What do other employers do when an employee does not notify the employer of his/her divorce until 6 months after the effective date? I understand we are not obligated to offer COBRA to the ex-spouse. Historically we have used the most recent date of notification from the employee as the date we terminate coverage for the ex-spouse and change the premium payment of the employee. We are however considering making the termination date retroactive - either by 60 days (since we know the plans can handle that administratively) or the effective date whichever is the earliest. Anyone see a problem that we have not thought of? Thanks.

Thanks - I understand your comments and recognize that relocation is not a QLE for FSA. What would happen in this scenario if the only other plan we offered was an HDHP and in order to enroll, the employee must qualify for an HSA (yes that is employer imposed)?

An employee is enrolled in a regional HMO with a standard FSA. He is relocating and needs to select another health plan. We offer a national HDHP/HSA (in order to enroll in the HDHP you must qualify under the HSA rules) and he wants to enroll (note there is another health plan choice available to him). Is he prevented from enrolling in the HDHP/HSA since he has an FSA or can I let him enroll in this plan due to his relocation and the fact that he can change to a Limited FSA?

We offer a fully insured non-ERISA global health plan that we are considering changing to an ERISA plan. The vendor has advised us that we must comply with the Health Care Reform act provisions including not charging copays for preventive screenings. We didn't think it would be necessary to make this change and have asked the question several times as to why but are not getting a good answer. Is this requirement simply due to the change in ERISA status? Thanks.

Trying to get benchmark information about companies who allow Paid Time Off accrual while employees are on STD. Thanks.