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EPIC RPS
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Merkley Retirement Consultants
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Retirement Combo Plan Administrator Heritage Pension Advisors, Inc.
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July Business Services
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BPAS
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Defined Benefit Specialist II or III Nova 401(k) Associates
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The Pension Source
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BPAS
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Distributions Processor - Qualified Retirement Plans Anchor 3(16) Fiduciary Solutions, LLC
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DWC ERISA Consultants LLC
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-- An attorney subscriber
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Search the News Archive
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18 Matching News Items |
| 1. |
McGraw Wentworth
June 18, 2012
"[This issue provides an] annual review of health plan trends and actions employers are taking to keep health plan costs in check. The factors contributing to rising costs are complicated. Some factors can be influenced by employers, while others can't. Employers can take steps to achieve health plan budgets. This Advisor reviews local and national data on how employers are keeping health plan costs in check."
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| 2. |
McGraw Wentworth
Dec. 19, 2014
"[This article] explains the impact of Section 79 on employer-sponsored group term life plans, voluntary life plans, discriminatory life plans and the potential tax consequences for your employees... Each section details potential tax consequences for each situation ... [and explains] how to calculate tax liability."
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| 3. |
McGraw Wentworth
Nov. 12, 2014
"As it stands today, if an employer offers affordable, minimum value coverage to full-time employees, any employees eligible for that coverage are blocked from receiving subsidies in the Marketplace. However, employees are not required to treat plans without inpatient hospital or physician services as minimum value plans when determining their eligibility for tax credits in the Marketplace. For 2015 only, employees may be able to purchase subsidized coverage, and there will be no penalties assessed for the employer."
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| 4. |
McGraw Wentworth
July 30, 2014
"[E]mployers continue to embrace CDHPs and wellness as long-term cost control strategies.... New options that may become available to the middle market include: Accountable care organizations (ACOs),... Patient-centered medical homes... Reference-based pricing ... [An] employer may offer telemedicine with a low copay, or no copay at all....[S]ome employers are structuring cost-sharing to steer members to outpatient facilities, stand-alone imaging centers and other less costly treatment venues."
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| 5. |
McGraw Wentworth
May 19, 2014
"Employers need to understand Medicaid. Medicaid can offer comprehensive low-cost health coverage to qualifying employees. If a qualifying employee selects Medicaid, employers shift the risk for that employee into a tightly managed, government-funded program. Employers need to be mindful of the strategies they can use to encourage employees to consider Medicaid."
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| 6. |
McGraw Wentworth
Apr. 28, 2014
8 pages. Excerpt: "The final rules clarify that the Section 6055 reporting is meant for [Minimum Essential Coverage (MEC)] only, not for supplemental coverage. Thus the IRS does not require reports for health reimbursement arrangements (HRAs) tied to a medical plan or for onsite clinics, wellness plans or any other medical benefits ancillary to the MEC."
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| 7. |
McGraw Wentworth
Apr. 28, 2014
"[IRS Chief Counsel Memorandum 201413005] addressed the impact of the FSA rollover on HSA contrbutions. The memo covered seven different scenarios related to FSA rollovers and HSA contributions. The good news is that employers can offer options that employees could elect that would not block them from contributing to an HSA if the employer plan offered a year-end FSA rollover."
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| 8. |
McGraw Wentworth
May 24, 2013
"The government previously indicated that it would change the 2014 SBC to eliminate annual maximums on essential health benefits. However, it did not change the template. The FAQs indicate that the SBC should keep the question 'Is there an overall annual limit on what the plan pays.' The SBC answer column should say 'no.' For the second year of applicability, plans may, at their discretion, remove the row with the question regarding annual dollar maximums."
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| 9. |
McGraw Wentworth
Apr. 24, 2013
"Health care reform requires employers to limit their new hire waiting period to 90 days as of the first day of the first plan year beginning on or after January 1, 2014. This limit applies to all group health plans. It is not delayed for grandfathered plans.... The requirement for health plans to provide HIPAA certificates of creditable coverage will be eliminated after December 31, 2014."
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| 10. |
McGraw Wentworth
Apr. 9, 2013
"The government received significant feedback indicating that employers should have the option to choose a single [Qualified Health Plan] to offer employees. In 2015, employers using a federally facilitated Exchange will have two options within the SHOP. The first option allows employers to select a single QHP. The second option allows employers to choose the metal tier and allow employees to select any QHP in that tier."
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