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BenefitsLink Health & Welfare Plans Newsletter

May 10, 2012 Get Retirement News  |  Advertise  |  Unsubscribe  |  Past Issues  |  Search

Employee Benefits Jobs

Senior-Level ESOP Professional
for Blue Ridge ESOP Associates in VA

Retirement Analyst
for District of Columbia Retirement Board in DC

Benefit Educator
for Ascensus in ANY STATE

Director of Operations
for Verisight, Inc in CA

Daily Valuation Operator
for Fringe Benefits Design, Inc. in MN

Director, Actuary - Stable Value Actuarial, Prudential Retirement
for Prudential in NJ

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Webcasts and Conferences

"Participant Disclosures: Working with the New DOL Rules" Web Seminar - May 17, 2012
Nationwide on May 17, 2012 presented by SunGard Relius

Webcast: Digital Signatures and the New Age of Communications
Nationwide on May 30, 2012 presented by National Institute of Pension Administrators

401(k) Rekon Advisor Symposium - Woodland Hills
in California on June 5, 2012 presented by 401(k) Rekon


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[Guidance Overview]
Proposed IRS Regs Address the PPACA Comparative Effectiveness Fee (PDF)
"The proposed regulations provide very practical alternatives for determining the number of covered lives for the purpose of determining the [Patient-Centered Outcomes Research Institute] fee. Plan sponsors should review the options available for determining the fee to determine the most effective approach for their plans." (Buck Consultants)


Do Plan Changes Confuse Your Employees?   [Advert.]

Sponsored by BeneCom Associates, LLC

No matter how savvy your employees, today’s benefits world can confuse the most sophisticated consumer. That’s why more organizations use BeneCom for benefits communication. We know what employees need to make their benefits work for them – and you.


Growing Power of Some Providers to Win Steep Payment Increases from Insurers Suggests Policy Remedies Might Be Needed
"Interviews in 12 U.S. communities indicated that so-called must-have hospital systems and large physician groups—providers that health plans must include in their networks so that they are attractive to employers and consumers—can exert considerable market power to obtain steep payment rates from insurers. Other factors, such as offering an important, unique service or access in a particular geographic area, can contribute to provider leverage as well." (Health Affairs)

Plan Management Issues for State, Partnership and Federally Facilitated Health Insur.ance Exchanges (PDF)
"Based on [their findings, the authors] conclude that exchanges' plan management responsibilities represent a considerable expansion of states' oversight of insurers. The law requires oversight that in some cases expands on what states currently do and in other cases represents a wholly new activity. However, to fulfill their responsibilities, state exchanges can leverage the authority and skills of multiple state agencies, including departments of insur.ance, departments of health, and Medicaid agencies." (National Academy of Social Insur.ance / The Center on Health Insur.ance Reforms)

North Carolina Voters Amend Constitution to Limit Marriage to Persons of Opposite Se.x: Implications for Employers
"The new amendment to the North Carolina constitution reemphasizes that employers in North Carolina will not have to adjust their policies, plans and documents to accommodate or provide for same-s.ex spouses. Employers may, however, offer benefits to the same-s.ex spouses of employees who enter into those marriages in states where it is legal—the amendment does not prevent that. Employers also may provide benefits that are not taxable to employees' same-s.ex spouses. But the amendment does mean that it remains the case that for purposes of state taxation, if an employer in North Carolina provides coverage in a health and welfare plan to the same-s.ex spouse of an employee, that coverage is taxable income to that employee." (Thompson / Smart HR Manager)

Bill Introduced to Make Health Care a Right in New York State
"More than 70 state lawmakers are co-sponsors.... The proposal would provide comprehensive health coverage for all New Yorkers. Every New York resident would be eligible to enroll, regardless of age, income, wealth, employment, or other status. There would be no premium, deductibles, or co-pays. Coverage would be publicly funded." (Physicians for a National Health Program)


Voluntary Benefits Option: Adding Benefits Without Increasing Costs   [Advert.]

Sponsored by Lorman and BenefitsLink.com

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!


The ACA Small Business Tax Credit Makes Good Business Sense
"[This analysis finds] that more than 3.2 mil.lion small businesses, employing 19.3 mil.lion workers across the nation, will be eligible for this tax credit when they file their 2011 taxes. In total, these small businesses are eligible for more than $15.4 bil.lion in credits for the 2011 tax year alone, an average of $800 per employee." (FamiliesUSA)

Restricted Health Insur.ance Enrollment Periods As an Alternative to Individual Mandates
"[Healthcare Town Hall] recently ran a poll on the best course of action to reduce adverse selection if the PPACA individual mandate is struck down by the Supreme Court. The number one answer was 'use limited enrollment windows to reduce the occurrence of people joining a plan only when they become sick.'" (Healthcare Town Hall)

Benefits in General; Executive Compensation

Executive Travel on Corporate Aircraft: Strategies for Regulatory Compliance and Tax Efficiency
"This newsletter describes in plain English the basic requirements and strategies for dealing with the myriad rules presented with respect to executive and guest travel on company aircraft, and recommends as a solution the adoption of a carefully drafted executive aircraft use policy." (McDermott Will & Emery)

A Review of Employee Benefits Trends and Results Among 'The Principal 10 Best' Companies
"During the recent economic challenges, [companies named by The Principal Financial Group to a list of 'The Principal 10 Best Companies'] maintained robust benefits packages, with more of them increasing rather than decreasing retirement contributions during the past 10 years. Some shifted health insur.ance expenses onto employees, but a majority absorbed the cost themselves. Investing in wellness programs is a significant trend, driven by concern about the steadily rising cost of health care and hence the cost of health insur.ance. Another concern was how the changing health policy landscape will affect what benefits they can offer and what those benefits will cost." (Harvard Business Review)

Press Releases



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Jeanette Hull, News Editor
David Rhett Baker, J.D., Editor and Publisher
Lois Baker, J.D., President
Holly Horton, Business Manager

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