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[Official Guidance]
Text of IRS Rev. Proc. 2020-32: 2021 Inflation-Adjusted Amounts for Health Savings Accounts (HSAs) (PDF)
"For calendar year 2021, the annual limitation on deductions under Section 223(b)(2)(A) for an individual with self-only coverage under a high deductible health plan is $3,600. For calendar year 2021, the annual limitation on deductions under Section 223(b)(2)(B) for an individual with family coverage under a high deductible health plan is $7,200.... For calendar year 2021, a 'high deductible health plan' is defined under Section 223(c)(2)(A) as a health plan with an annual deductible that is not less than $1,400 for self-only coverage or $2,800 for family coverage, and the annual out-of-pocket expenses ... do not
exceed $7,000 for self-only coverage or $14,000 for family coverage."
Internal Revenue Service [IRS]
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[Guidance Overview]
COBRA in the Time of COVID-19
"Employers will have to consider how to address the potential lag in premium payments. For fully-insured health plans, the insurance carrier might require full payment of the COBRA premium by the employer so that coverage does not lapse altogether ... For self-funded health plans, employers might continue to pay claims and seek recoupment from the COBRA participant if coverage is retroactively terminated, or they might consider pending claims until the premiums are received. Pending claims might become challenging if the Outbreak Period lasts for several months."
Foley & Lardner LLP
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[Guidance Overview]
School's Out: The Use of Paid Leave for Summer Child Care
"[E]ligible employees of qualifying employers who are tasked with returning to work or teleworking but cannot send their children to their summer 'place of care' are eligible for expanded family leave. However, an employee generally will not be eligible for leave if another parent, guardian, or usual child care arrangement is available to provide the necessary care."
Fox Rothschild LLP
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[Guidance Overview]
COVID-19 Supplemental Paid Sick Leave Docks in Long Beach, California
"On May 19, 2020, Long Beach, California enacted a law requiring supplemental paid sick leave for COVID-19 purposes. Like San Jose, Long Beach enacted an urgency ordinance that takes effect immediately, plus an identical 'regular' ordinance that will come back to the city council for a second, final reading at a future council meeting.... The Long Beach ordinance has no current 'end' date; rather, the city manager must report to the city council and mayor every 90 days, and the city council will determine whether and when the law will sail away and no longer apply."
Littler
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Trends in Parental and Family Leave Benefits
"[E]mployers are taking a closer look at their total benefits packages to understand what is driving prospective employees' wants and needs, particularly relating to parental leave. State and local laws are also changing quickly, creating a regulatory maze that can be difficult to navigate.... [Results of a] survey specific to parental leave benefits [provide] a sense of what employers are currently doing and considering in this space."
Milliman's Healthcare Town Hall
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BenefitsLink Health & Welfare Plans Newsletter, ISSN no. 1536-9595. Copyright 2020 BenefitsLink.com, Inc. All materials contained in this newsletter are protected by United States copyright law and may not be reproduced, distributed, transmitted, displayed, published or broadcast without the prior written permission of BenefitsLink.com, Inc., or in the case of third party materials, the owner of those materials. You may not alter or remove any trademark, copyright or other notices from copies of the content.
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