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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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122 Matching News Items |
| 1. |
Thompson Publishing Group
Apr. 11, 2001
Excerpt: An attorney who lied to a group health plan about his client's recovery from a third party was found liable to the plan under ERISA by a federal district court and was ordered to reimburse the plan.
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| 2. |
Thompson Publishing Group
Sept. 12, 2000
"A federal district court rejected a California-based group health plan's argument that a New York surcharge on third-party payers violated federal commerce laws because it disproportionately affected out-of-state plans. The court said it did not have jurisdiction over the case because the surcharge had the characteristics of a state tax."
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| 3. |
Thompson Publishing Group
Aug. 10, 2001
"Claims against an employer under a Connecticut COBRA-like law were dismissed by a Connecticut superior court as preempted by the federal COBRA law. The court also held that federal, not state courts, have exclusive jurisdiction over COBRA notice penalty claims." [Thompson v. Bridgeport Hospital (Super. Ct. Conn., June 22, 2001)]
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| 4. |
Thompson Publishing Group
Sept. 8, 2000
"Federal regulatory and statutory language should be modified to clarify that children have special enrollment rights under [HIPAA] due to the issuance of a qualified medical child support order (QMED) or a QMED's expiration under another group health plan, according to final recommendations by the federal Medical Child Support Working Group. However, the group was unable to reach a concensus on how pre-existing condition exclusions should apply when QMEDs are involved."
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| 5. |
Thompson Publishing Group
May 8, 2001
Excerpt: Based upon New York law and group health plan terms, state law continuation coverage extends the group member's coverage and therefore falls under the original ERISA plan, a federal district court found. Therefore, the court held that a covered dependent's state law claims against a group health insurer were preempted by ERISA. The case is Rubin-Schneiderman v. Merit Behavioral Care Corp.
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| 6. |
Thompson Publishing Group Inc.
Feb. 25, 2010
Excerpt: The U.S. Department of Labor (DOL) plans to publish a final regulation in April clarifying the rights and obligations of parties seeking to obtain benefits under a qualified domestic relations order (QDRO). Specifically, the rule will clarify that a domestic relations order (DRO) otherwise meeting the requirements to be a QDRO shall not fail to be treated as a QDRO solely because the order is issued after, or revises, another DRO or QDRO, or because of the time at which it is issued.
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| 7. |
Thompson Publishing Group
Sept. 9, 2003
Excerpt: At a recent conference, the representatives of several major employers discussed their strategies and experiences bringing their group health plans into compliance with HIPAA's privacy rules. Key compliance steps included determining the plan administration functions, identifying the employees who perform these functions and explaining the proper procedures to them.
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| 8. |
Thompson Publishing Group
June 19, 2002
Excerpt: Although it is more 'tolerable' than an outright COBRA subsidy, employer groups are concerned over some 'troublesome' provisions in a tax-credit proposal for COBRA coverage and other health insurance in Senate-approved trade legislation.
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| 9. |
Thompson Publishing Group
May 31, 2002
Fay v. Oxford Health Plan (2d Cir., March 27, 2002). Excerpt: A federal appeals court ruled that a group health plan's denial of coverage for in-home nursing care for an invalid plan participant was reasonable because the plan presented evidence that such nursing care was not the most appropriate treatment option.
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| 10. |
Thompson Publishing Group
Apr. 12, 2002
Excerpt: The recently proposed amendments to HIPAA's privacy rules could ease compliance efforts somewhat for employers, although the major compliance burdens remain unchanged. Among the provisions that plan sponsors would find helpful are a one-year extension for negotiating and finalizing business associate contracts, and a clarification that group health plans may exchange enrollment and disenrollment information with the employer without amending the plan documents.
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