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Transamerica Retirement Solutions
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Pension Consultants, Inc.
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HRAs: The Middle Child of Healthcare Benefit Accounts
July 17, 2014 WEBCAST
(Alegeus Technologies, LLC)

Hot Topics for Advisors and Plan Sponsors
July 23, 2014 WEBCAST
(Wagner Law Group P.C.)

Top 3 To-Dos Before Open Enrollment
July 24, 2014 WEBCAST
(Health Partners America)

Legal Risks of Telecommuting
July 28, 2014 WEBCAST
(Clear Law Institute)

Future of Wellness Programs
July 31, 2014 WEBCAST
(Bass, Berry & Sims)

Does Your Employee Handbook Violate the Law?
August 6, 2014 WEBCAST
(Clear Law Institute)

Classifying Employees as Exempt Under Wage and Hour Laws
August 12, 2014 WEBCAST
(Clear Law Institute)

IRA Contributions
August 14, 2014 WEBCAST
(Ascensus)

2014 Ethics Case Studies Two
September 23, 2014 WEBCAST
(McKay Hochman Co., Inc.)

Executive Compensation National Institute
November 13, 2014 in IL
(ABA Joint Committee on Employee Benefits)

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[Official Guidance]

Text of Updated EEOC Enforcement Guidance on Pregnancy Discrimination and Related Issues
"The [EEOC has] issued Enforcement Guidance on Pregnancy Discrimination and Related Issues, along with a question and answer document about the guidance and a Fact Sheet for Small Businesses.... Among other issues, the guidance discusses ... [the] requirement that parental leave (which is distinct from medical leave associated with childbearing or recovering from childbirth) be provided to similarly situated men and women on the same terms[.]" [Editor's note: The guidance includes requirements for employer-provided health insurance.] (U.S. Equal Employment Opportunity Commission [EEOC])  

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[Guidance Overview]

New EEOC Guidance Expands Protections and Requires Accommodations for Pregnant Employees, and Reaffirms Rights for Fathers
"The EEOC's guidance is groundbreaking, and its impact will affect the manner in which employers provide accommodations to their employees. Clearly, the impact of the Guidance is felt most by employers in its requirement that they now are required to provide reasonable accommodations (including light duty and leaves of absence) for all pregnant employees, regardless of whether they are defined as 'disabled' under the the ADA." (FMLA Insights)  

[Guidance Overview]

EEOC's Enforcement Guidance on Pregnancy Takes Two Controversial Positions
"[T]he EEOC acknowledged the recent Supreme Court decision in Burwell v. Hobby Lobby Stores, Inc., which held that private, closely held corporations could refuse to provide contraception coverage if it violated their religious beliefs. The EEOC, however, reiterated its position that all other employers may be liable for violating Title VII if they deny contraceptive coverage." (Fox Rothschild LLP)  

[Guidance Overview]

EEOC Pregnancy Discrimination Enforcement Guidance Implicates Contraception Coverage Concerns
"[T]he Guidance provides that employers violate Title VII by providing health insurance that excludes coverage for prescription contraceptives, whether the contraceptives are provided for birth control or medical purposes.... [In] order to comply with Title VII, employer provided health plans must cover prescription contraceptives on the same basis as other prescription drugs, devices and services that are used to prevent the occurrence of medical conditions other than pregnancy: if an employer provided health plan covers preventive care for vaccinations, physical examinations and prescription drugs to prevent high blood pressure or to lower cholesterol levels, then prescription contraceptives must also be covered." (Jackson Lewis)  

[Guidance Overview]

Can Offers of Group Health Plan Coverage Under Section 4980H Qualify as 'Bona Fide Fringe Benefits' for Service Contract Act Purposes?
"If an offer of group health plan coverage for ACA purposes is determined to be a benefits mandate ... the coverage would not count toward the [Service Contract Act's (SCA's)] $3.71/hour fringe benefit requirement. Small employers that are not subject to the ACA's employer shared responsibility requirements will have a competitive advantage over the other two employer cohorts, since they will have no Code Section 4980H exposure.... Why is it that, when an employer offers only group health plan coverage as the SCA bona fide fringe benefit, the contribution is treated as being provided by the employer, but where a similarly situated employee is offered a choice between group health plan coverage and cash, the contribution is treated as being provided by the employee?" (Mintz Levin)  

City of San Diego Enacts Sick Pay Ordinance
"[The ordinance] requires employers to grant up to five days of paid sick leave per year beginning in 2015.... Sick pay will accrue at the rate of 1 hour per 30 hours worked within city limits. The maximum accrual will be 40 hours per year. Accruals of up to 40 hours can carry over into the next year. Sick leave can be taken in a minimum of two-hour increments. Sick leave can be used for the employee's own illness, medical appointments, caring for family members, and taking time off due to domestic violence and related incidents. Generally, medical documentation excusing the absence will be permitted for absences exceeding three days." (Ogletree Deakins)  

Private Health Exchanges: Answers to Some Employer Questions
"What is the difference between the defined contribution model and the traditional cafeteria plan? ... Will defined contribution mean that employees will buy individually owned insurance? ... How can a multiple carrier, 'employee choice' offering be price competitive? Won't risk selection make that type of arrangement more expensive for group plans? ... How can private exchanges provide assistance to employees that go to the public exchanges?" (bswift)  

How Did the ACA Affect Employer-Sponsored Insurance?
"Most people think that the [ACA] has focused on decreasing uninsurance rates by creating health insurance exchanges, providing subsidies for health insurance premiums for these exchanges, and expanding Medicaid.... Less well known is that the ACA also affected the 156 million Americans insured through an employer-sponsored plan." (Healthcare Economist)  

Survey of Health Insurance Marketplace Assister Programs
"More than 4,400 Assister Programs, employing more than 28,000 full-time-equivalent staff and volunteers, helped an estimated 10.6 million people during the first Open Enrollment period. Assistance resources were not evenly distributed across states.... During the first year more than 70% of Assister Programs were supported privately or by a federal safety net clinic program.... Overwhelmingly, Assister Programs report people sought help because they simply do not understand the ACA or health insurance and lacked confidence to apply on their own." (Henry J. Kaiser Family Foundation)  

Text of GAO Report: Medicaid Payments -- Comparisons of Selected Services under Fee-for-Service, Managed Care, and Private Insurance
"[In] the 40 states where GAO compared Medicaid [fee-for-service (FFS)] payments to private insurance, FFS payments were 27 to 65 percent lower than private insurance in 31 states; and in the 23 states where GAO compared managed care payments to private insurance, managed care payments were 31 to 65 percent lower than private insurance in 18 states. Among the three types of [evaluation and management] services analyzed (office visits, hospital care, and emergency care), Medicaid payments generally were lower than private insurance for all three types, but the magnitude of the difference was often largest for emergency care and smallest for office visits." (U.S. Government Accountability Office [GAO])  

[Opinion]

Drugmakers Are Wining and Dining Health Care Providers, and We're All Footing the Bill Through Higher-Cost Meds
"According to the AP, 'Pharmaceutical companies spend an estimated $20.4 billion on these activities each year and then track doctors' prescribing patterns to gauge the return on their investment.' $20.4 billion each year. It makes you wonder if that's part of the 'investment' that pharmaceutical executives refer to when attempting to justify the high prices of their drugs." (America's Health Insurance Plans [AHIP])  

Most Small Business Employees Dissatisfied with Benefits
"Only 12% of small business employees say they are extremely satisfied with their benefits and only 14% say their benefits package meets their current family needs extremely well ... What's more, nearly six in 10 (57%) small-business workers said they're likely to accept jobs with slightly lower compensation but better benefits." (Employee Benefit News)  

Enduring High-Performing Companies Take the Road Less Traveled in Executive Compensation Design
"Enduring high-performing companies often take the road less traveled, designing their executive compensation programs in ways that vary from market norms. Their compensation designs are tailored based on their size and unique business needs, and are longer-term and more return-focused. While generally targeting the market median, these companies reward high performance through more leveraged incentive plan designs, including options, which actually translate to a high return on investment for shareholders." (Towers Watson)  

ERISA Pros Recruits Lindsay Hudgins, J.D. and Lindsay Mahoney, J.D. to its Professional Staff
ERISA Pros

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