Ponderer33

Hello, Does anyone know of a site where I could post a question about a union's right to the same access to talk to new hires as is given to the company's anti-union group? The parties are under the RLA. Thank you for any suggestions you may have! Ponderer33

Thank you both very much for the helpful replies!

I have seen references to HRA funding that recite that a HRA must be: "funded solely through employer contributions or mandatory employee contributions." But the vast majority of commentary and even the IRS' own publications say that HRA funding is solely through employer funds. Are there any instances where one would provide for mandatory employee funding in a HRA Plan? Would the tax treatment of employee funds be the same as employer funds? Are those employee funds at risk? Capable of being withdrawn under certain circumstances? Any guidance on this category of funding would be appreciated greatly. Thank you!

This is a great help! Thank you very much for taking the time to answer so comprehensively.

If one spouse is eligible for a Retiree HRA and the other spouse for herself or both of them has access to a HDHP with a HSA, if one or both of them uses the HDHP/HSA, must participation in the Retiree HRA be suspended for one of both until such time as neither is participating in the HDHP/HSA or in any HDHP plan year only until such time as the deductible and all required first dollar payments for the HDHP are made through the HSA or other resources? Retiree HRA document is being drafted and the drafters are not clear on what is required so your thoughts are eagerly solicited. Thank you!

Is it unlawful for a severance pay formula with a 12 month look back to reduce the months worked by FMLA leave time taken by an employee? If all leave time is not included in the severance formula?

Other than the risk of bankruptcy or other loss, is there any problem with an employer sponsoring a HRA for eligible retirees with notional accounts tracking reimbursement from current operating funds?