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Pentegra
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Retirement Plan Administration Consultant Blue Ridge Associates
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Anchor 3(16) Fiduciary Solutions
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Managing Director - Operations, Benefits Daybright Financial
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Regional Vice President, Sales MAP Retirement USA LLC
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BPAS
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ESOP Administration Consultant Blue Ridge Associates
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BPAS
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Southern Pension Services
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Relationship Manager for Defined Benefit/Cash Balance Plans Daybright Financial
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MAP Retirement
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Retirement Relationship Manager MAP Retirement
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Cash Balance/ Defined Benefit Plan Administrator Steidle Pension Solutions, LLC
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BPAS
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Free Newsletters
“BenefitsLink continues to be the most valuable resource we have at the firm.”
-- An attorney subscriber
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Search the News Archive
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137 Matching News Items |
| 1. |
Spencer Fane
Nov. 2, 2025
"[A] table outlines the new or modified preventive care services that must be covered without cost-sharing beginning January 1, 2026, for calendar year plans."
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| 2. |
Spencer Fane
Oct. 22, 2025
"The deadline by which a plan sponsor must amend its retirement plans depends on the plan type. Here’s a list of the current amendment deadlines by plan type."
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| 3. |
Spencer Fane
Sept. 29, 2025
"As employers and their service providers move into the final stages of implementing the Roth catch-up requirement, [certain] provisions of the final regulations deserve special attention, as they may require changes to the plan document.... The regulations also demonstrate how critical it will be for employers, their legal counsel, and their service providers to coordinate their efforts in order to ensure that the plan document accurately reflects the plan's administration of the Roth catch-up requirement."
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| 4. |
Spencer Fane
Sept. 25, 2025
"Despite vacating provisions in the regulations relating to reproductive health care information, the Purl ruling kept intact regulations at 42 CFR part 2, relating to the protection of SUD Records. This means that, effective February 16, 2026, group health plans must update their policies and Privacy Notices to reflect the stringent protections applicable to certain SUD records[.]"
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| 5. |
Spencer Fane
July 31, 2025
"Although the original House version of the bill provided for extensive health care changes and pharmacy benefit manager (PBM) reforms, the final OBBB contains only a few provisions that affect employee benefit plans.... [1] High-Deductible Health Plan (HDHP) enhancements ... [2] Increased dependent care Flexible Spending Account (FSA) limits ... [3] Tax-deferred savings accounts for children -- 'Trump Accounts'."
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| 6. |
Spencer Fane
Apr. 8, 2025
"Missouri law will now require most private employers to allow all employees to accrue and use sick leave beginning May 1, 2025. While there are still a variety of legal challenges pending to the law, employers should begin preparing now in case the law goes into effect as written. The first sick leave deadline employers are facing is April 15, 2025."
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| 7. |
Spencer Fane
Mar. 20, 2025
"Integrating a wellness program into a compliant group health plan can satisfy some key requirements of ERISA and the ACA, as well as the HIPAA privacy and security requirements. There are, however, some specific non-discrimination rules that apply expressly to wellness programs."
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| 8. |
Spencer Fane
Feb. 2, 2025
"Calendar year plans must cover the following preventive care services without cost-sharing, effective January 1, 2025: [1] Poliovirus Vaccine (expanded coverage).... [2] Anxiety disorder screenings (expanded coverage).... [3] Respiratory Syncytial Virus (RSV) vaccine (new requirement).... [4] Mpox vaccine (new requirement)."
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| 9. |
Spencer Fane
Oct. 21, 2024
"Many of these annual notices must be provided to participants -- including employees eligible to enroll for coverage in the plan -- and beneficiaries -- including COBRA beneficiaries.... [1] Summary of Benefits and Coverage (SBC) ... [2] Summary Annual Report (SAR) ... [3] Women's Health and Cancer Rights Act (WHCRA) Notice ... [4] Medicare Part D Notice ... [5] Children's Health Insurance Program (CHIP) Notice ... [6] HIPAA Notice of Privacy Practices."
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| 10. |
Spencer Fane
Sept. 26, 2024
"Although employers are not required to offer catch-up contributions, if they do, all catch-up eligible participants must be provided the opportunity to make such contributions.... If an employer wants to continue to apply the age 50 catch-up limit for all participants, and not implement the increased catch-up under SECURE 2.0, it should confirm with its plan service provider that such an option is available, particularly if the plan uses the service provider's preapproved plan document."
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