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Showing results for tags 'health benefits'.
Found 4 results
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Hi! Company A is selling Division Z to Company B with the close date being mid-month. Company A will stop providing health coverage to Division Z employees mid-month at close. Company B will start providing health coverage to these employees at close (no time without coverage). However, since Division Z employees were not offered health coverage for each day of the month at Company A, there will be a reporting gap for 1094 and 1095 purposes. Likewise, for Company B. Has anyone dealt with this before? Is there a workaround here to eliminate the coverage gap, other than requesting company A keep benefits turned on through the end of the month? -
Wondering if others have dealt with this idea or can anticipate any hurdles -- Say a company had a standard dependent care FSA program, no pre-tax employer contributions to the employee accounts. Company now wants to establish a fund for employer contributions but subject to taxes, for participating DC FSA employees but not directly to their DC FSA accounts (so to avoid any pre-tax issues plus to avoid being considered towards the employees' $5k/$2.5k contributions limit). Fund would be fixed per year at $xx total (decided at the beginning of the year or end of prior year), and then allocated between participants based on the # of participants in the prior plan year (as if it's a pool to be divvied up based on prior year participation). Eligible participants include anyone who participated in the prior plan year and is still employed at the beginning of the applicable year. Anyone seen this before, or something similar? So long as it's post-tax and not directly to their accounts, any hurdles? -
I have a client that offers group health insurance to its employees. The employer contributes up to $500 per month toward the cost of the benefit for each eligible employee. One employee does not enroll in the group health plan because he is covered by his wife's group health plan through her employer. The employer has decided they want to pay this employee the $500 benefit that he is "missing out on." The employee and employer insist that this should be considered a non-taxable health insurance reimbursement. Their argument is that all the other employees receive the $500 employer paid benefit non-taxable. From everything I have read, that is wrong and it is considered cash in lieu and is taxable to the employee on his W-2. Can anyone provide me with an authoritative source (IRS Notice, etc.) that addresses this and states that is should be taxable income to the employee (assuming I am correct)? Thanks in advance! -
I'm reviewing some form 5500's for a case I'm working on and I am very curious to understand where I can find the total amount that the plan paid towards health benefits. I believe it is on the Insurance Schedule, but I am not sure. Also, what documentation is required to support those calculations? Thank you so much everyone. Love the forum.
