University Conference Services

Retirement Plan Administrator
for MVP Plan Administrators, Inc. in NC

Account Manager
for Ascensus in PA

Manager New Business
for Ascensus in MN

Senior Copywriter
for Ascensus in PA

Year-End Services Specialist
for Ascensus in PA

Defined Contribution Employee Benefit Plan Administrator
for Pension Administrators, Inc. in IL

Marketing Assistant
for The Pension Studio in FL

Retirement Advice Consultant
for Charles Schwab in TX

Vice President, Broker Dealer Retirement Products
for Charles Schwab in AZ

Project Based Benefits Service Center Specialist
for Xerox in AZ

Project Based Benefits Service Center Representative
for Xerox in NC

DB/HW/DC Benefits Analyst
for Xerox in AZ

DB/HW/DC Benefits Analyst
for Xerox in NC

Benefits Service Center Team Manager
for Xerox in VA

Benefits Service Center Team Manager
for Xerox in NJ

Benefits Service Center Team Coach
for Xerox in NJ

Benefits Service Center Team Coach
for Xerox in VA

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Retirement Advisor Renaissance
in North Carolina on June 12, 2012 presented by Millenium Investment & Retirement Advisors, LLC

Medical Professional Association Hit with HIPAA Penalty Over Health Information in Insecure Emails and Text Messages
"The small size of the covered entity is notable, and the News Release delivers the message clearly: '[The Office for Civil Rights] expects full compliance no matter the size of a covered entity.' As usual, the CAP's provisions exceed the regulatory requirements, reminding us that compliance may be more onerous after an alleged violation. But the allegations and CAP provisions regarding email are somewhat surprising." (Thomson Reuters/EBIA)

Benefit Communication & Technology Institute · June 25-26, 2012   [Advert.]

Technology advances and the explosion of social networking offer both challenges and opportunities to employers. Get up to speed on the latest requirements, current trends and best strategies for communicating with your participants. Register Today!

IRS Mulls Meaning of 'Minimum Value' Coverage
"[M]ost large employers that don't provide plans offering 'minimum value' (thereby sending their employees to an Exchange to seek coverage) may be liable for a penalty payment under Code Sec. 4980H. So, for the IRS to determine which individuals are eligible for the tax credit or not, and which employers will get socked with the penalty, it must get a handle on what it means under the ACA to provide minimum value." (Wolters Kluwer Law & Business / CCH)

IRS Requests Comments on Calculation of 'Minimum Value' and Associated Reporting Requirements
"On April 26, 2012, the [IRS] issued three notices in connection with health care reform employer penalty and reporting requirements. Notices 2012-31, 2012-32 and 2012-33 invite comments on potential approaches to determining whether an employer-sponsored plan provides minimum value, and reporting requirements under [IRC] Sections 6055 and 6056." (Practical Law Company)

Final Regulations on Health Exchanges (PDF)
"The framework proposed in these final rules is complex. The federal government intends to create a streamlined, single-point enrollment stop for Medicaid, CHIP, Exchange coverage, premium assistance and cost-sharing subsidies. This single stop will require tremendous coordination among a number of governmental agencies and insur.ance carriers. Hopefully, many of the requirements will be successfully automated." (McGraw Wentworth)

HHS Issues Additional Questions and Answers Guidance on Medical Loss Ratio Requirements
"Insurers are required to make the first round of rebates by August 2012 based on their 2011 MLR. While many details in the guidance relate to the actual calculation and reporting of MLRs by insurers, these rules also affect employers (e.g., in terms of handling any rebates provided)." (Thomson Reuters/EBIA)

Strategies to Access, Interpret and Get Results From Your Company's Health Care Data   [Advert.]

Learn how to simplify plan performance management by using data-driven strategies to better understand and predict with greater accuracy what's going on in your health plan. Live audio conference, May 10. Special discount for BenefitsLink readers!

CMS Issues Medicare Part D Benefit Parameters for 2013
"These parameters will be used by group health plan sponsors to determine whether their plans' prescription drug coverage is creditable for 2013. The information is needed for the disclosures that must be made annually and at other specified times to Part D eligible individuals and to CMS." (Thomson Reuters/EBIA)

DOL Updates Interactive Health Plan Compliance Website for Laws Other than Health Care Reform
"While the Advisor provides useful information, employers will need to exercise caution when using it. Because health care reform is not integrated into the information provided in the Advisor or used in its evaluation of whether a plan is in compliance, users should not rely on the results of the interactive tool without first checking to see if health care reform affects the analysis." (Thomson Reuters/EBIA)

Obesity Adds $190 Bil.lion in Health Costs
"The nation's rising rate of obesity has been well-chronicled. But businesses, governments and individuals are only now coming to grips with the costs of those extra pounds, many of which are even greater than believed only a few years ago: The additional medical spending due to obesity is double previous estimates and exceeds even those of smoking, a new study shows." (msnbc.com)

How Employers Can Address Challenges of Health Care Cost Containment
"There are two starting points. First, as an employer, you want to have your arms around your data. Maybe you've done a health risk questionnaire and you have medical claims data in such a way that you can stratify it to say that, of the eight greatest risk factors (such as smoking, lack of health screenings, poor diet, etc.) and the 15 most prevalent chronic conditions, these are the ones that are most prevalent in your population. From that, you can target those two or three greatest risk factors that will lead to the best improvement in health status and a lessening of the frequency and severity of chronic disease." (Smart Business)

Making Workers Healthier: Employers and Insurers Using Carrots, Sticks, and Online Games
"A growing number of workplace programs are borrowing techniques from digital games in an effort to encourage regular exercise and foster healthy eating habits. The idea is that competitive drive—sparked by online leader boards, peer pressure, digital rewards and real-world prizes—can get people to improve their overall health." (The Wall Street Journal)

Potential Savings Through Prevention of Avoidable Chronic Illness Among CalPERS Active Members
"In this report, we present estimates of the burden of preventable chronic disease on active members of the California Public Employees Retirement System and describe the distribution.... The estimates show that a 1 percent reduction in the prevalence of the common conditions included in the analysis could save the state $3.6 mil.lion per year." (Urban Institute)

Federal Agencies Investigate Self-Funded Health Plans and Stop-Loss Insur.ance
"Helping to push this inquiry have been the states, working through the National Association of Insur.ance Commissioners.... They've been looking for a way to regulate self-insured ERISA plans (which do not have to abide by state insur.ance laws), in a potential bid to strengthen regulatory power over employer plans, self-funding proponents say." (Thompson Smart HR Manager)

Preparing for the U.S. Supreme Court's Health Care Decision
"By taking a number of interim steps, employer group health plans can position themselves to respond quickly and appropriately—whether healthcare reform is upheld, partially upheld, or struck down.... These interim steps take into account the full range of possibilities and should position employer group health plans to react to the possible outcomes, respond to inquiries and requests from internal stakeholders, and consider administrative and design issues presented by the eventual Supreme Court decisions." (Morgan Lewis)

Deloitte Health Care Reform Memo, April 30, 2012
Describes recent developments in various health plan and health insur.ance matters at the federal and state levels. This issue includes a discussion of health policy and costs. (Deloitte)

Compensation Costs for Private Industry Workers, March 2011 to March 2012
"Compensation costs for private industry workers increased 2.1 percent from March 2011 to March 2012, essentially unchanged from the 2.0 percent increase from March 2010 to March 2011.... The increase in the cost of benefits (which make up ... 30 percent of compensation costs) was 2.8 percent for the 12-month period ending March 2012; the increase from March 2010 to March 2011 was 3.0 percent. Within the benefits category, employer costs for health benefits increased 3.0 percent for the 12-month period ending March 2012. From March 2010 to March 2011, the increase was 3.4 percent." (Bureau of Labor Statistics)

Employers Rolling Up Sleeves on Health Care Cost Containment
"The primary employer challenge becomes, and the genius lies in, execution. In brief, the employer community needs a combination of bold leadership and disciplined, evidence-based intervention strategies in both population health management and in value-based purchasing to accomplish their bold aims. In addition, employers must understand that their leadership and actions need to be exerted not only within their own organizations, but also in communities where they do business and where their current and future workforce resides." (Human Resource Executive Online)

The Evolving Say on Dodd-Frank's Say-on-Pay
"While shareholder disapprovals remain uncommon, it is clear that compensation and the manner in which it is awarded should be carefully considered before subjecting the compensation to a shareholder vote. CEOs often engage counsel to advocate for a compensation package. It is increasingly obvious, however, that compensation committees must also receive independent counsel to evaluate performance objectives and analyze executive compensation in similarly-situated companies." (Employee Benefits Counsel)

Soltis Investment Advisors Is Certified For Fiduciary Excellence
(Centre for Fiduciary Excellence (CEFEX))