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Showing results for tags 'Change in status'.
Found 4 results
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Employee opts out of medical coverage for 2017 but elects general purpose health FSA coverage during open enrollment because he is covered under spouse's plan. Spouse terminates employment mid-year. Due to the change in status, the employee enrolls himself and spouse under employer's HDHP starting June 1 and wants to contribute to HSA starting then. Employee has exhausted health FSA balance. Can employee terminate FSA effective May 31 and start contributing to an HSA thereafter? I think not but cannot seem to find support either way. Any help is appreciated,
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We have a participant in a premium only plan who is asking to drop his dependent group coverage due to qualifying for cheaper individual coverage through the State of Oklahoma (Sooner Care). I have looked at our language (Sungard / Corbel/ FIS) post-Affordable Care Act and it appears this is not a change of status and would not be allowed. Any thoughts?
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Is the termination of Marketplace coverage (due to nonpayment of premiums because of a loss of subsidy) a qualifying change in status event permitting an election change (i.e., adding medical coverage under an employer plan) under the cafeteria plan rules?
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Employee is changing from part time to full time. We offer some part time employees (have to work 25 hours a week) health and dental benefits and it's extremely expensive so most part time don't sign up. This employee is changing to full time and the employer contribution for health insurance is significant and makes coverage very affordable. Is this a change in status from a cost of coverage?
