Health & Welfare Plans Newsletter

September 23, 2020

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View job as Human Resources Section Manager for Miami-Dade County Human Resources Section Manager

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Polsinelli
Chicago IL / Dallas TX

View job as Management and Program Analyst - Recent Graduates for Centers for Medicare & Medicaid Services [CMS] Management and Program Analyst - Recent Graduates

Centers for Medicare & Medicaid Services [CMS]
Telecommute / Woodlawn MD

View job as Participant Service Associate for July Business Services Participant Service Associate

July Business Services
Telecommute / Waco TX

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[Guidance Overview]

Almost Paradise: Health Coverage in Hawaii

"Hawaii requires that plans covering individuals in the state be approved for issue in the state.... [E]mployees in Hawaii may need to be subject to different eligibility terms than employees in the continental US.... [The Hawaii Prepaid Health Care Act (PHC)] requires that employee-only coverage cannot cost the employee more than 1.5% of the employee's monthly wages.... [T]he PHC also requires employers to contribute at least 50% towards the cost of coverage." Icon to read more

HUB International

[Guidance Overview]

California Expands Family and Medical Leave Entitlements

"The new law requires California employers with as few as five employees to provide family and medical leave to their employees effective January 1, 2021. SB 1383 also expands the scope of 'family members' for whom employees can take leave and the protected reasons for taking leave." Icon to read more

Morgan Lewis

[Guidance Overview]

New FFCRA Paid Leave Rule -- Big Deal or No Big Deal?

"The new rule clarifies that to be eligible to take any FFCRA paid sick or family/medical leave, a person must be an active employee. Not only that, but the employee's FFCRA qualifying event must be the ONLY reason why the person cannot work.... On the off chance an employer is currently letting furloughed or reduced hour employees take FFCRA leave for hours that they would not usually be at work, they will have to stop (or not get reimbursed). " Icon to read more

MZQ Consulting, LLC

Leasing Healthcare Employees? Don't Overlook the Benefits Traps, Part 2

"In the context of employee leasing, a self-funded group health plan is most likely to be deemed a MEWA if the employees are not respected as common law employees of the lessor. While the facts and circumstances of the arrangement are most likely to drive the determination on this point, the parties to the arrangement should ensure that the agreement clearly reflects the intent that the lessor be treated as the common law employer of the leased employees." Icon to read more

Bradley

Upcoming Deadline iconOctober 14 Is the Last Day to Provide Medicare Part D Notice of Creditable (or Non-Creditable) Coverage

"[E]mployers offering group health plans with prescription drug coverage are required to disclose to all Part D-eligible individuals who are enrolled in or were seeking to enroll in the group health plan coverage whether such coverage was 'actuarially equivalent,' i.e., creditable.... This notice is required to be provided to all Part D eligible persons, including active employees over age 65." Icon to read more

Fraser Trebilcock

Exceptional Usefulness and Quality iconPotential Impact of California v. Texas Decision on Key Provisions of the ACA

"[A] table summarizes the major provisions of the ACA, illustrating the breadth of its changes to the health care system, and public attitudes towards those changes. If all or most of the ACA is struck down, many of these provisions could be eliminated. Due to differences in populations and policies across states, the potential repeal of the ACA would play out differently from state to state." Icon to read more

Henry J. Kaiser Family Foundation

[Opinion]

Telehealth Should Be Expanded -- If It Can Address Today's Health Care Challenges

"Uptake of telehealth is likely to persist to some degree. The main question is how to integrate this modality into the health care system such that it achieves promised goals and improvements. [The authors] argue that policies supporting continued adoption and integration must be deliberate and focus on measurable improvements to clear, systemic shortcomings in health care." Icon to read more

Shantanu Agrawal and Tejal Gandhi, via Health Affairs Blog

Benefits in General

[Official Guidance]

IRS Announces Tax Relief for Hurricane Sally Victims

"Victims of Hurricane Sally that took place on Sept. 14 now have until Jan. 15, 2021, to file various individual and business tax returns and make tax payments ... Individuals and households who reside or have a business in Baldwin, Escambia, and Mobile counties qualify for tax relief.... [C]ertain deadlines falling on or after Sept. 14, 2020, and before Jan. 15, 2021, are postponed through Jan. 15, 2021." Icon to read more

Internal Revenue Service [IRS]

Selected Discussions
on the BenefitsLink Message Boards

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Wrong EIN Used on Form 5558

"Company started 3 new welfare plans effective 1/1/2019. Extensions were filed timely, but it was just discovered that the wrong sponsor/EIN was used on all three. The Sponsor/EIN of our existing plan (501) was copied over and not corrected when the extensions were filed. The correct plan numbers were used on the extensions (502/503/504). I am ready to file the 5500-SFs, but unsure how to fix this error. Should I go ahead and file with the wrong EIN and then amend with the correct EIN? Or should I file with the correct EIN and wait for the late filing letter? I hesitate to use line 4 since there are no previous returns/reports filed. Other options?" Icon to read more

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ACA Employer Mandate 2021
HUB International

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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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