Tech Flex. Topics Covered in this Issue:
|
|
- Clifton McGee
- 6 years ago
- Views:
Transcription
1 April 2014, Issue IV Tech Flex Topics Covered in this Issue: Benefits: Insurers Offering Spousal Coverage Must Offer Same-Sex Spouse Coverage IRS Opines on Correcting Health FSA Reimbursement Errors Comments Provided by IRS on HCFSA Carryover and HSA Eligibility Payroll: Supreme Court Holds Severance Pay Subject to FICA If No Legislation is Enacted Hawaii May Suspend Use of Payroll Card Nebraska Amends Wage Statement Rules Various States to Increase Minimum Wage
2 INSURERS OFFERING SPOUSAL COVERAGE MUST OFFER SAME- SEX SPOUSE COVERAGE Health and Human Services has announced that, beginning with plan or policy years beginning on or after January 1, 2015, health insurers offering non-grandfathered health coverage for opposite-sex spouses cannot deny coverage to legally married same-sex spouses. The announcement, in the form of a single frequently asked question (FAQ), clarifies final regulations issued in February 2013 that prohibit health insurers offering non-grandfathered group or individual health insurance coverage from employing marketing practices or benefit designs that discriminate on the basis of certain factors, including sexual orientation. The FAQ confirms that insurers must offer coverage to legally married same-sex spouses under the same terms and conditions that apply to opposite-sex spouses, regardless of the jurisdiction in which the policy is offered, sold, issued, in effect, or operated, or where the policyholder resides. As under other provisions of federal law, same-sex spouses will be considered legally married for purposes of this guidance if their marriage was validly entered into in a domestic or foreign jurisdiction that authorizes same-sex marriage. It is important to note that the FAQ does not require an insurer to provide coverage that is inconsistent with a group health plan s eligibility requirements or interfere with a plan sponsor s right to define spouse as it chooses for purposes of plan eligibility. Instead, it prohibits insurers from declining to offer a plan sponsor (or individual in the individual market) the option to cover same-sex spouses if desired. In part the FAQ states as follows: Q: If a health insurance issuer in the group or individual market offers coverage of an opposite-sex spouse may the issuer refuse to offer coverage of a same-sex spouse? No. Federal regulations at 45 CFR (e) provide that a health insurance issuer offering non-grandfathered group or individual health insurance coverage cannot employ marketing practices or benefit designs that discriminate on the basis of certain specified factors. One such factor is an individual s sexual orientation. As CMS has used the terms in this regulation, an issuer is considered to employ marketing practices or benefit designs that discriminate on the basis of sexual orientation if: 2
3 1. The issuers offers coverage of an opposite-sex spouse; and 2. The issuer chooses not to offer, on the same terms and conditions as those offered to an opposite-sex spouse, coverage of a same-sex spouse based on a marriage that was validly entered into in a jurisdiction where the laws authorize the marriage of two individuals of the same sex, regardless of the jurisdiction in which the insurance policy is offered, sold, issued, renewed, in effect, or operated, or where the policyholder resides. This section does not require a group health plan (or group health insurance coverage provided in connection with such plan) to provide coverage that is inconsistent with the terms of eligibility for coverage under the plan, or otherwise interfere with the ability of a plan sponsor to define a dependent spouse for purposes of eligibility for coverage under the plan. Instead, this section prohibits an issuer from choosing to decline to offer to a plan sponsor (or individual in the individual market) the option to cover same-sex spouses under the coverage on the same terms and conditions as opposite sex-spouses. [Emphasis added] For a copy of the HHS announcement please click on the link provided below. Guidance/Downloads/frequently-asked-questions-on-coverage-of-same-sexspouses.pdf IRS OPINES ON CORRECTING HEALTH FSA REIMBURSEMENT ERRORS Recently Harry Beker, Chief Counsel Health and Welfare Branch of the Internal Revenue Service provided his insight via Memorandum regarding three issues pertaining to correction procedures for improper healthcare flexible spending account (HCFSA) payments. Although it is important to note the comments by Mr. Beker were in response to a request for assistance and stipulated that this advice may not be used or cited as precedent, the comments do provide insight as to the IRS view on these matters generally. The three issues addressed and IRS comments in Memorandum are as follows: 3
4 Issue 1: Whether the correction procedures for debit cards provided in the proposed cafeteria plan regulations may be applied to improper payments from a HCFSA. IRS Comments: The correction procedures for debit card payments provided in Proposed Treasury Regulation Section (d)(7)(ii) through (v) as follows may be used to recover improper payments under a HCFSA. (ii) The employer demands that the employee repay the cafeteria plan an amount equal to the improper payment; (iii) If, after the demand for repayment of improper payment (as described in paragraph (d)(7)(ii) of this section), the employee fails to repay the amount of the improper charge, the employer withholds the amount of the improper charge from the employee's pay or other compensation, to the full extent allowed by applicable law; (iv) If any portion of the improper payment remains outstanding after attempts to recover the amount (as described in paragraph (d)(7)(ii) and (iii) of this section), the employer applies a claims substitution or offset to resolve improper payments, such as a reimbursement for a later substantiated expense claim is reduced by the amount of the improper payment. So, for example, if an employee has received an improper payment of $200 and subsequently submits a substantiated claim for $250 incurred during the same coverage period, a reimbursement for $50 is made; and (v) If, after applying all the procedures described in paragraph (d)(7)(ii) through (iv) of this section, the employee remains indebted to the employer for improper payments, the employer, consistent with its business practice, treats the improper payment as it would any other business indebtedness. Issue 2: Whether an employer may alter the order of correction procedures provided in Proposed Treasury Regulation Section (d)(7)(ii) through (v) as outlined above. IRS Comments: The employer may apply the rules from the proposed regulations (ii) through (iv) in any order but the order used must be consistently applied to all HCFSA participants. The employer may only use the correction method (v) after all of the correction methods outlined in (ii) through (iv) have been pursued by the employer. Forgiveness of improper payments as uncollectible business indebtedness should be the exception rather than a routine process. Repeated inclusion in income of improper payments suggests that proper substantiation procedures are not in place or that the payments may be a method of [impermissible] cashing out unused FSA amounts. 4
5 Issue 3: In cases in which all other correction procedures have been exhausted and the employer treats the improper payment as a business indebtedness, whether the amount of a forgiven improper payment is reported by the employer to the employee on Form W-2 or Form IRS Comments: The improper payment should be reported by the employer to the employee as wages on a Form W-2 and is reportable in the taxable year of the employee in which the indebtedness is forgiven. The amount is subject to withholding for income tax, Social Security, Medicare and the Federal Unemployment Tax Act. For a copy of Memorandum please click on the link provided below. COMMENTS PROVIDED BY IRS ON HCFSA CARRYOVER AND HSA ELIGIBILITY The Chief Counsel Health and Welfare Branch of the Internal Revenue Service, Harry Beker via Memorandum provided comments regarding issues pertaining to healthcare flexible spending account (HCFSA) carryovers and eligibility to receive or make contributions to a health savings account (HSA). Although it is important to note the comments by Mr. Beker were in response to a request for assistance and stipulated that this advice may not be used or cited as precedent, the comments do provide insight as to the IRS view on these matters generally. Background: In general, for any month an individual is covered under a high deductible health plan and has no impermissible coverage, that individual is eligible to make and receive contributions to an HSA. Impermissible coverage is any plan that pays benefits prior to the HDHP deductible being met with the exception of dental, vision or preventive expenses. Coverage under a full-purpose health HCFSA is considered impermissible coverage. However, participation in a limited-purpose flexible spending account, which only reimburses dental, vision and preventive expenses or a post deductible fullpurpose HCFSA (only pay expenses once the HDHP deductible is met), is not considered impermissible coverage. Notice allows a cafeteria plan to provide for a carryover of up to $500 of HCFSA unused funds to use in the following plan year. Consequently, an individual who was eligible to make or receive contributions to an HSA may become ineligible to do so as the carryover funds would constitute impermissible coverage. 5
6 Memorandum addresses the following seven issues regarding the up to $500 HCFSA carryover and its impact on an individual s eligibility to make or receive contributions to an HSA. Issue 1: May an otherwise HSA eligible individual receive or make contributions if the participant is in a general purpose HCFSA solely as a result of a carryover of unused amounts from the prior year? IRS Comments: An individual who is covered under a full-purpose HCFSA is not an eligible individual for purposes of making or receiving contributions to an HSA. This includes an individual who has coverage in full-purpose HCFSA solely as the result of a carryover of unused amounts in a HCFSA from the prior year. Issue 2: May an otherwise HSA eligible individual who participates in a fullpurpose HCFSA solely as a result of a carryover of unused amounts from the prior year make or receive contributions to an HSA for any month after the carryover amounts have been exhausted? IRS Comments: An individual who is covered by a full-purpose HCFSA, even solely as a result of a carryover, is not an HSA eligible individual for the entire HCFSA plan year regardless of when the carryover balance is exhausted. Issue 3: May an individual who participates in a full-purpose HCFSA and elects in the following year to participate in HSA-compatible coverage, such as a LFSA or a post-deductible HCFSA, elect to have the carryover amounts carried over to the HSA-compatible coverage? IRS Comments: There is no requirement that the unused amounts in the full-purpose HCFSA only be carried over to a full-purpose HCFSA. Consequently, an individual who enrolls in HSA-compatible coverage may carryover the amounts to the HSA-compatible coverage. However, the carryover amounts may not be carried over to non-health FSA or another type of cafeteria plan benefit. Issue 4: May an individual who participates in a full-purpose HCFSA and elects in the following year to participate in HSA-compatible coverage and elects to have the carryover amounts carried over to the HSA-compatible coverage also receive or make contributions to an HSA in the following year? IRS Comments: Yes, an individual who participates in a full-purpose HCFSA and elects in the following year to participate in HSA-compatible coverage and elects to have the carryover amounts carried over to the HSA-compatible coverage is eligible to make and receive HSA contributions assuming the individual meets all the other requirements of HSA eligibility. 6
7 Issue 5: May a cafeteria plan that offers both a full-purpose HCFSA and an HSAcompatible health FSA automatically treat an individual who elects coverage in a HDHP plan for the following year as enrolled in the HSA-compatible health FSA and carryover the funds to the HSA compatible health FSA? IRS Comments: Yes, a cafeteria plan that offers both a full-purpose HCFSA and a HSA-compatible HCFSA may automatically treat an individual who elected an HDHP for the following year as enrolled in the HSA-compatible HCFSA and carryover the amounts to the HSA-compatible HCFSA. Issue 6: May a cafeteria plan provide that an individual may decline the carryover to the following year and retain eligibility to make and receive HSA contributions? IRS Comments: Yes, a cafeteria plan may allow an individual prior to the beginning of the following year to decline or waive the carryover amount for the following year and therefore make and receive HSA contributions assuming the individual is otherwise HSA eligible. Issue 7: If an individual elects to carry over unused amounts from a full-purpose HCFSA to a HSA-compatible HCFSA, how do the uniform coverage rules, which require the maximum reimbursement from a heath FSA to be available at all times during the period of coverage, apply during the run-out period of the full-purpose HCFSA? IRS Comments: During the run-out period for the full-purpose HCFSA, the unused HCFSA amounts may be used to reimburse any eligible medical expenses incurred prior to the end of the full purpose HCFSA. Any claims covered by the HSA-compatible HCFSA must be timely reimbursed up to the amount elected for the HSA-compatible HCFSA. Any claims in excess of the elected amount may be reimbursed after the runout period when the amount of any carryover is determined. For a copy of Memorandum please click on the link provided below. 7
8 SUPREME COURT HOLDS SEVERANCE PAY SUBJECT TO FICA On March 25, 2014, the United States Supreme Court ruled in United States v. Quality Stores, Inc., ET AL unanimously in favor of the Internal Revenue Service (IRS) that severance pay is subject to the Social Security (FICA) withholding tax. The issue of whether severance pay is subject to FICA withholding has been the subject of conflicting decisions in the lower courts for a number of years. Background: The Internal Revenue Code ( Code ) defines wages in substantially the same way for purposes of income-tax withholding and for purposes of FICA in Code Sections 3401 through Sec and Code Sec. 3121(a), respectively. In general, the term means all remuneration for employment, including the cash value of all remuneration (including benefits) paid in any medium other than cash. The Supreme Court declared in this case that Congress intended a uniform definition of wages for purposes of FICA, Federal Unemployment Tax Act (FUTA), and income tax withholding. Code Sec. 3121(a) was subsequently amended to carry a so-called de-coupling rule, namely that nothing in the income tax withholding regulations which provides for an exclusion from wages for withholding purposes shall be construed to require a similar exclusion from wages for FICA purposes. In 2002, the Court of Federal Claims held that severance pay was not subject to FICA taxes. However, in 2008, the Court of Appeals for the Federal Circuit reversed and held that the severance pay involved in the taxpayer's various downsizing programs was subject to FICA tax. In 2012, the Court of Appeals for the Sixth Circuit reached a contrary decision in U.S. v. Quality Stores. In that case, a retail store operator (Quality), which had an involuntary chapter 11 bankruptcy petition filed against it, made severance payments to its terminated employees which were not attributable to the rendering of any particular employment service. Quality withheld federal income tax and the employees' share of FICA tax and paid the employer's share of FICA tax, but later filed for a refund. The bankruptcy court concluded that the severance payments were not wages for FICA purposes, the district court affirmed and then the Sixth Circuit affirmed. The IRS filed a petition for rehearing en banc, but it was denied. The IRS then appealed to the Supreme Court. On October 1, 2013, the Supreme Court granted certiorari over the Quality Stores case to decide the matter. While the cases were pending, many employers filed refund claims with the IRS for FICA previously paid on severance. Based upon the Supreme Court ruling the request 8
9 for refund will likely be denied. As a result of the Supreme Court ruling, employers may need to evaluate whether FICA was paid appropriately with respect to any severance payment made based upon the strength of lower court decisions during the pendency of the case. Certain types of FICA underpayments can be corrected without payment of interest or penalties if an amended Form 941-X is filed, and the tax is paid, by the end of the month following the calendar quarter in which the error is discovered. Employers that failed to pay FICA on severance pay should discuss with a tax advisor whether the underpayment can be treated as an error that was discovered when the Supreme Court issued its decision, which would enable them to file a Form 941-X by April 30, IF NO LEGISLATION IS ENACTED HAWAII MAY SUSPEND USE OF PAYROLL CARD On April 3, 2014, the State of Hawaii Department of Labor and Industrial Relations (DLIR) issued an amended notice amending the declaratory ruling issued on or about April 13, 2006, administratively allowing the use of payroll, pay or debit cards for the payment of wages to employees. The department is suspending the allowance of this payroll practice as based on an April 2006 Declaratory Ruling effective on September 1, The amended notice stated that the department is putting covered employers on notice that as of September 1, 2014, unless legislation to the contrary requires otherwise, allowance pursuant to the requirements contained in the April 2006, guidelines for the use of a payroll card shall be suspended effective September 1, Consequently, the use of payroll cards may continue until September 1, 2014 under the April 2006 rules or until new legislation regarding payroll cards is enacted and becomes effective. Note: The House and Senate committees have passed different versions of a payroll card bill. A conference committee has been formed to resolve their differences and a conformed bill is expected to be voted upon within the next few weeks. It is important to note that the original Notice was issued on March 20, 2014 and would have suspended the use of payroll cards effective May 1, 2014, however, the Amended Notice extends the effective date before employers are required to cease using payroll cards to September 1, As background, the practice currently allowed of paying employees via payroll, pay, or debit card is not expressly provided for an allowed method for the payment of wages. However, in April of 2006, the DLIR issued guidance via a Declaratory Ruling permitting paycard use for the payment of wages, subject to several conditions, including that employee participation is voluntary and in writing, and that the employee is entitled to one free withdrawal each pay period. 9
10 The DLIR stated in the Amended Notice that the April 13, 2006 Declaratory Ruling may or not be beyond the authority of the past Administration. The department notes that legislation on point, specifically House Bill 1814, of the 2014 Regular Session is currently being deliberated; therefore, the department is delaying any administrative action pending legislative action and potential review by the Governor is completed. For a copy of the Amended Notice, April 2006 Payroll Card Rules and the current version of HB 1814 please click on the links provided below. Amended Notice: Debit-Cards-eff pdf April 2006 Payroll Card Rules: HB 1814: NEBRASKA AMENDS WAGE STATEMENT RULES The state of Nebraska has now amended its rules via House Bill 560 (HB 560) on wage statements so that employers are now required to furnish employees with wage statements on each regular payday. Previously, wage statements were only required to be provided upon written request from an employee. Under the newly enacted law, wage statements must include the following information: (1) The identity of the employer. (2) The hours for which the employee was paid. However, employers do not have to provide information on hours worked for employees who are exempt from overtime under the Federal Fair Labor Standards Act unless the employer has established a policy or practice of paying to or on behalf of exempt employee s overtime, or bonus or a payment based on hours worked. (3) The wages earned by the employee. (4) The deductions made for the employee. 10
11 The statements can be provided by mail or electronically, or made available at the employee s normal place of employment during employment hours. HB 560 was approved on April 2, 2014 and is effective 30 days after adjournment of the legislative session which occurred on April 17, For a copy of HB 560, please click on the link provide below. VARIOUS STATES TO INCREASE MINIMUM WAGE The states of Connecticut, Minnesota and West Virginia have enacted legislation to increase the minimum wage as follows. Connecticut: The governor of Connecticut, Daniel P. Malloy has signed into law legislation that increases the minimum wage over the next three years from its current level of $8.70 per hour as follows: January 1, 2015 January 1, 2016 January 1, 2017 $9.15 per hour $9.60 per hour $10.10 per hour Minnesota: On April 14, 2014, Governor Mark Dayton signed a bill into law raising Minnesota s minimum wage for the first time since The bill (HF2091/SF1775), which passed in the House and Senate last week, phases in the new minimum wage over the next several years as shown below: Provision Previous Law New Minimum Wage Law Large Employer Wage $6.15/hour $8.00/hour on August 1, 2014 $9.00/hour on August 1, 2015 $9.50/hour on August 1,
12 Small Employer Wage $5.25/hour $6.50/hour on August 1, 2014 $7.25/hour on August 1, 2015 $7.75/hour on August 1, Day Training Wage (18 and 19 years old) Youth Wage (Under 18 years old) Indexed to Inflation $4.90/hour No youth wage No inflationary increases $6.50/hour on August 1, 2014 $7.25/hour on August 1, 2015 $7.75/hour on August 1, 2016 $6.50/hour on August 1, 2014 $7.25/hour on August 1, 2015 $7.75/hour on August 1, 2016 Indexing begins January 1, 2018 For additional information, please click on the fact sheet link below. West Virginia: West Virginia Governor Earl Ray Tomblin has signed legislation increasing the state minimum wage in two stages as follows from its current level of $7.25 per hour as follows: January 1, 2015 January 1, 2016 $8.00 per hour $8.75 per hour The law also increases the training wage paid to new employees under the age of 20 hired after January 1, 2015 to $6.40 per hour for the first 90 days of employment. If the federal minimum wage or training wage is higher than the state amounts, then federal law will apply. Please contact ADP National Account Services for further information at: th Ave. West Suite 600 Lynnwood, WA Phone: (425) Fax: (425) ADP National Account Services does not make any representation or warranty that the information contained in this newsletter, when used in a specific and actual situation, meets applicable legal requirements. This newsletter is provided solely as a courtesy and should not be construed as legal advice. The information in this newsletter represents informational highlights and should not be considered a comprehensive review of legal and compliance activity. Your legal counsel should be consulted for updates on law and guidance that may have an impact on your organization and the specific facts related to your business. **Please note that the information provided in this document is current as of the date it is originally published.** 12
Health Flexible Spending Arrangement (health FSA) Carryovers and Eligibilty for a Health Savings Account (HSA)
CLICK HERE to return to the home page Office of Chief Counsel Internal Revenue Service memorandum Number: 201413005 Release Date: 3/28/2014 CC:TEGE:EB:HW: POSTN-105229-14 UILC: 125.00-00, 223.00-00 date:
More informationTECH FLEX. In the announcement increasing the mileage rates, IRS Commissioner Doug Shulman stated the following:
JULY 2008 TECH FLEX ISSUE VII The topics covered in this issue are: Benefits: IRS Increases Mileage Reimbursement Rates Further HSA Guidance Released by IRS CMS Releases Updated Medicare Part D Notices
More informationTech Flex. Topics Covered in this Issue:
June 2012, Issue VI Tech Flex Topics Covered in this Issue: Benefits: IRS Provides Health FSA Salary Reduction Contribution Limit Guidance Summary of Benefits and Coverage Calculator Released Payroll:
More informationHealth Flexible Spending Account Issues
Health Flexible Spending Account Issues Larry Grudzien Attorney at Law ABOUT LARRY Lawrence (Larry) Grudzien, JD, LLM is an attorney practicing exclusively in the field of employee benefits. He has experience
More informationTech Flex December 2015 SPECIAL EDITION, Volume XIII NATIONAL ACCOUNT SERVICES
Tech Flex December 2015 SPECIAL EDITION, Volume XIII NATIONAL ACCOUNT SERVICES Topics Covered In This Issue Appropriations and PATH Acts Enacted into Law: o Permanent Transit Parity o ACA Cadillac Tax
More information4/13/16. Provided by: Zywave W. Innovation Drive, Suite 300 Milwaukee, WI
4/13/16 Provided by: Zywave 10100 W. Innovation Drive, Suite 300 Milwaukee, WI 53226 Email: marketing@zywave.com Design 2015 Zywave, Inc. All rights reserved. Table of Contents Introduction... 3 Plan Design
More informationSUMMARY PLAN DESCRIPTION PAYCHEX BUSINESS SOLUTIONS, LLC. FLEXIBLE BENEFITS CAFETERIA PLAN
SUMMARY PLAN DESCRIPTION PAYCHEX BUSINESS SOLUTIONS, LLC. FLEXIBLE BENEFITS CAFETERIA PLAN Revised effective September 1, 2018 1 PLAN HIGHLIGHTS Based on current tax laws, the dollars you elect to have
More information1/5/16. Provided by: The Lank Group Winterthur Close Kennesaw, GA Tel: Design 2015 Zywave, Inc. All rights reserved.
1/5/16 Provided by: The Lank Group 2971 Winterthur Close Kennesaw, GA 30144 Tel: 770-683-6423 Design 2015 Zywave, Inc. All rights reserved. Table of Contents Introduction... 3 Plan Design and Coverage
More informationHealth Flexible Spending Account Issues Presented by: Larry Grudzien
Health Flexible Spending Account Issues Presented by: Larry Grudzien We re proud to offer a full-circle solution to your HR needs. BASIC offers collaboration, flexibility, stability, security, quality
More informationSection 125 Cafeteria Plans Overview
Provided by Sullivan Benefits Section 125 Cafeteria Plans Overview A Section 125 plan, or a cafeteria plan, allows employees to pay for certain benefits on a pre-tax basis. Specifically, employers use
More informationCLICK HERE to return to the home page
CLICK HERE to return to the home page IRS Notice 2013-54 Application of Market Reform and other Provisions of the Affordable Care Act to HRAs, Health FSAs, and Certain other Employer Healthcare Arrangements
More informationIRS Issues New Proposed Cafeteria Plan Regulations
IRS Issues New Proposed Cafeteria Plan Regulations The IRS recently issued new proposed regulations governing the operation of cafeteria plans under Section 125 of the Internal Revenue Code. These regulations
More informationPaying Premiums for Individual Health Insurance Policies Prohibited
Brought to you by BBG, Inc. Innovative Health Plan Solutions/Intelligent Cost Management Paying Premiums for Individual Health Insurance Policies Prohibited Due to the rising costs of health coverage,
More informationTech Flex. November 2010, Issue XI. Topics Covered in this Issue: Benefits: Payroll: Leave:
November 2010, Issue XI Tech Flex Topics Covered in this Issue: Benefits: 2011 Pension Contribution Limits Released Further Health Care Reform Guidance Released California Amends Insurance Code Payroll:
More informationWhen Will They Stop Changing the Rules for Employee Benefits?
When Will They Stop Changing the Rules for Employee Benefits? Presented by: Daniel Kopti National Practice Employee Benefits Compliance Advisor Wells Fargo Insurance Services USA, Inc. January 10, 2017
More informationTech Flex. Topics Covered in this Issue:
December 2009, Issue XII Tech Flex Topics Covered in this Issue: Benefits: COBRA Premium Subsidy Extension Enacted into Law Senate Health Care Reform Update 2010 Medical Mileage Rate Announced by IRS Transportation
More informationTech Flex. Topics Covered in this Issue:
March 2010, Issue III Tech Flex Topics Covered in this Issue: Benefits: Health Care Reform Enacted COBRA Premium Subsidy Temporarily Extended DOL Releases Guidance on Premium Subsidy Temporary Extension
More informationThe Top 10 Funding Issues For HSA Account Owners And Employers
The Top 10 Funding Issues For HSA Account Owners And Employers National Consumer Driven Healthcare Summit September 14, 2006 Presenter Christine L. Keller Groom Law Group, Chartered www.groom.com Health
More informationAmeren Health Savings Account Program
Ameren Health Savings Account Program Amended January 1, 2016 Ameren Health Savings Account Program 1 Ameren Health Savings Account Program Table of Contents SECTION PAGE Purpose... 3 Program Eligibility...
More information4/13/16. Provided by: KRA Agency Partners, Inc. 99 Cherry Hill Road, Suite 200 Parsippany, NJ Tel:
4/13/16 Provided by: KRA Agency Partners, Inc 99 Cherry Hill Road, Suite 200 Parsippany, NJ 07054 Tel: 973-588-1800 Design 2015 Zywave, Inc. All rights reserved. Table of Contents Introduction...3 Plan
More informationQualified Small Employer Health Reimbursement Arrangements. This notice provides guidance on the requirements for providing a qualified small
Part III - Administrative, Procedural and Miscellaneous Qualified Small Employer Health Reimbursement Arrangements Notice 2017-67 PURPOSE This notice provides guidance on the requirements for providing
More informationPRE-TAX HEALTH ACCOUNTS:
PRE-TAX HEALTH S: A Breakdown SIDE-BY-SIDE COMPARISONS OF 3 HEALTH S PROVIDED BY PRIMEPAY BENEFIT SERVICES FSA HRA HSA FLEXIBLE SPENDING HEALTH REIMBURSEMENT HEALTH SAVINGS PRE-TAX HEALTH S: A BREAKDOWN
More informationTech Flex. Topics Covered in this Issue:
May 2013, Issue V Tech Flex Topics Covered in this Issue: Benefits: Guidance Released on Required Exchange Notices COBRA Model Election Notice Modified SBC Guidance and Template Provided Further ACA Guidance
More informationTech Flex. December 2014, Volume XII NATIONAL ACCOUNT SERVICES
Tech Flex December 2014, Volume XII NATIONAL ACCOUNT SERVICES Topics Covered In This Issue Benefits: IRS Updates Guidance on Transportation Benefits and Electronic Media 2015 Medical Mileage Rated Announced
More informationTHE SIXTH CIRCUIT RULED THAT SEVERANCE PAYMENTS ARE NOT SUBJECT TO FICA TAXES
THE SIXTH CIRCUIT RULED THAT SEVERANCE PAYMENTS ARE NOT SUBJECT TO FICA TAXES Pirrone, Maria M. St. John s University ABSTRACT In United States v. Quality Stores, Inc., 693 F.3d 605 (6th Cir. 2012), the
More informationFREQUENTLY ASKED QUESTIONS COBRA continuation premium reductions
FREQUENTLY ASKED QUESTIONS COBRA continuation premium reductions These FAQs are not intended as a substitute for legal or compliance advice, and employers and groups should consult legal counsel for specific
More informationHealth Reimbursement Arrangement (HRA) Plan Checklist DO NOT USE THIS CHECKLIST IN LIEU OF THE PLAN DOCUMENT.
Health Reimbursement Arrangement (HRA) Plan Checklist DO NOT USE THIS CHECKLIST IN LIEU OF THE PLAN DOCUMENT. 1. Adopting Employer (Enter primary adopting Employer here. Enter other members of affiliated
More informationSection 125 Cafeteria Plan Summary Plan Document (SPD)
Section 125 Cafeteria Plan Summary Plan Document (SPD) As Adopted By Employer: LANDRUM PROFESSIONAL EMPLOYER SERVICES, INC. AND IT S AFFILIATES fast answers fast payments web self-service Copyright 2015
More informationLOYOLA MARYMOUNT UNIVERSITY FLEXIBLE BENEFITS PLAN AND ALL SUPPORTING FORMS HAVE BEEN PRODUCED FOR WAGEWORKS, INC.
LOYOLA MARYMOUNT UNIVERSITY FLEXIBLE BENEFITS PLAN AND ALL SUPPORTING FORMS HAVE BEEN PRODUCED FOR WAGEWORKS, INC. Copyright 2014 SunGard All Rights Reserved LOYOLA MARYMOUNT UNIVERSITY FLEXIBLE BENEFITS
More informationSection 125 Cafeteria Plan Summary Plan Document (SPD)
A Division of TASC Section 125 Cafeteria Plan Summary Plan Document (SPD) As Adopted By Employer: EMPLOYERS RESOURCE MANAGEMENT COMPANY This sample form Section 125 Cafeteria Plan Summary Plan Document
More informationNORTH PARK COMMUNITY CREDIT UNION SECTION 125 PLAN AND ALL SUPPORTING FORMS HAVE BEEN PRODUCED FOR BENEFIT PLANNING CONSULTANTS, INC.
NORTH PARK COMMUNITY CREDIT UNION SECTION 125 PLAN AND ALL SUPPORTING FORMS HAVE BEEN PRODUCED FOR BENEFIT PLANNING CONSULTANTS, INC. Copyright 2015 SunGard All Rights Reserved NORTH PARK COMMUNITY CREDIT
More informationMaintaining Your Plan
Maintaining Your Plan Explanation of Qualifying Benefits Your Section 125 Premium Only Plan (POP) saves money for you and your employees by reducing payroll taxes. It works by making one simple adjustment
More informationAnswers to Frequently Asked Questions for Registered Domestic Partners and Individuals in Civil Unions
Answers to Frequently Asked Questions for Registered Domestic Partners and Individuals in Civil Unions The following questions and answers provide information to individuals of the same sex and opposite
More informationFlexible Spending Account (FSA)
Flexible Spending Account (FSA) Confirmation Form 3880 (11/2016) Page 1 of 7 The following form collects the critical information WageWorks needs to prepare and properly service your program for the upcoming
More informationFirst Choice Health Network, Inc. Flexible Benefits Summary Plan Document
Effective September 1, 2010 First Choice Health Network, Inc. Flexible Benefits Summary Plan Document www.myfirstchoice.fchn.com Table of Contents Introduction to FCH s Cafeteria Plan (Section 125)...
More informationCOMMONLY ASKED QUESTIONS AND ANSWERS ABOUT PARTICIPATION IN A HEALTH SAVINGS ACCOUNT
What is a Health Savings Account (HSA)? COMMONLY ASKED QUESTIONS AND ANSWERS ABOUT PARTICIPATION IN A HEALTH SAVINGS ACCOUNT A Health Savings Account (HSA) is a tax-advantaged medical savings account that
More informationTRACE SYSTEMS INC. FLEXIBLE SPENDING BENEFITS PLAN PLAN DOCUMENT
TRACE SYSTEMS INC. FLEXIBLE SPENDING BENEFITS PLAN PLAN DOCUMENT FLEXIBLE SPENDING BENEFITS PLAN TABLE OF CONTENTS ARTICLE I DEFINITIONS ARTICLE II PARTICIPATION 2.1 ELIGIBILITY... 3 2.2 EFFECTIVE DATE
More informationHealth Care Reform Toolkit Large Employers
Health Care Reform Toolkit Large Employers Table of Contents Introduction... 3 Plan Design and Coverage Issues: 2014 and Beyond... 4 Employer Obligations... 11 Notice and Disclosure Requirements... 19
More informationTech Flex. Topics Covered in this Issue:
January 2014, Issue I Tech Flex Topics Covered in this Issue: Benefits: New Guidance Via FAQs Released Regarding ACA Provisions Proposed Regulations Issued to Amend Excepted Benefit Rules Payroll: IRS
More informationBenefits Leader Your Guide to Health & Welfare Compliance
Benefits Leader Your Guide to Health & Welfare Compliance 4 th Quarter December 2014 Recent Developments in Same-Sex Marriage Laws FEDERAL REGULATORY ACTIONS AFFECT EMPLOYEE BENEFITS Last year in a case
More informationHealth Savings Accounts
Oppenheimer & Co. Inc. Spencer Nurse Executive Director - Investments 500 108th Ave. NE Suite 2100 Bellevue, WA 98004 425-709-0540 800-531-3110 spencer.nurse@opco.com http://fa.opco.com/spencer.nurse/index.htm
More informationCafeteria Plan Basics Employee Benefits Corporation
Cafeteria Plan Basics 2016 Employee Benefits Corporation 2 Jessica Theisen Compliance Advisor, FCS Employee Benefits Corporation The material provided in this webinar is by Employee Benefits Corporation
More informationNewsletter Volume 1, No. 12 December 6, 2005
Highlights 1. FASB to Revisit How Employers Account for Pensions and Other Postretirement Benefits 2. IRS Issues Temporary Regulations that Formalize an Automatic Extension of Time to File Form 5500 3.
More informationCOBRA Provisions of the 2009 Stimulus Bill (The American Recovery and Reinvestment Act of 2009) March 11, 2009
COBRA Provisions of the 2009 Stimulus Bill (The American Recovery and Reinvestment Act of 2009) March 11, 2009 The economic stimulus legislation (The American Recovery and Reinvestment Act of 2009 (( ARRA
More informationAN EMPLOYER S GUIDE TO HEALTH SAVINGS ACCOUNTS (HSAs)
AN EMPLOYER S GUIDE TO HEALTH SAVINGS ACCOUNTS (HSAs) By Larry Grudzien Attorney at Law Updated May 2012 2012 Larry Grudzien, Attorney at Law All Right Reserved QUESTIONS AND ANSWERS PAGE 1 Why should
More informationFrequently asked questions about your HSA
Benefit Extras, Inc. P.O. Box 1815 Burnsville, MN 55337 Phone: (952) 435-6858 (Toll-free 1-866-435-6858) Fax: (952) 435-8435 (Toll-free 1-800-886-8793) www.benefitextras.com Frequently asked questions
More informationEMPLOYEE BENEFITS ALERT
2009 ECONOMIC STIMULUS ACT INTRODUCES COBRA PREMIUM SUBSIDY FOR INVOLUNTARILY TERMINATED EMPLOYEES The American Recovery and Reinvestment Act of 2009 (often referred to as the Economic Stimulus Act ) introduces
More informationSection 125: Cafeteria Plan Common Questions
Provided by New Agency Partners Section 125: Cafeteria Plan Common Questions A Section 125 plan, or a cafeteria plan, allows employers to provide their employees with a choice between cash and certain
More informationSection 125 Premium Only Plan
Voluntary Benefits Program for individuals and their families from United American Insurance Company Section 125 Premium Only Plan Employer Implementation Manual P.O. Box 8080 McKinney, TX 75070 www.unitedamerican.com
More informationSection 125: Cafeteria Plans Overview. Presented by: Touchstone Consulting Group
Section 125: Cafeteria Plans Overview Presented by: Touchstone Consulting Group Introduction Today s Agenda Introduction to Cafeteria Plans Eligibility Rules Qualified Benefits Contributions Participant
More informationThe Affordable Care Act and Dependent Children: Coverage and Taxes
The Affordable Care Act and Dependent Children: Coverage and Taxes Federal Regulations may not be congruent with current State Regulations What employers need to know 2 3 Patrick C. Haynes, Jr. Today s
More informationPREMIUM ONLY CAFETERIA PLAN SUMMARY PLAN DESCRIPTION
PREMIUM ONLY CAFETERIA PLAN SUMMARY PLAN DESCRIPTION August 1, 2009 TABLE OF CONTENTS DEFINITIONS...2 QUALIFIED EMPLOYEE CONTRIBUTIONS...2 ELIGIBILITY...2 ENROLLMENT...2 CHANGES IN COVERAGE...3 TAX SAVINGS...3
More informationHEALTH & WELFARE PLAN LUNCH GROUP
HEALTH & WELFARE PLAN LUNCH GROUP November 2, 2006 ALSTON & BIRD LLP One Atlantic Center 1201 W. Peachtree Street Atlanta, GA 30309-3424 (404) 881-7885 E-mail: john.hickman@alston.com 2006 All Rights Reserved
More informationTHE WILKES UNIVERSITY CAFETERIA PLAN SUMMARY PLAN DESCRIPTION
THE WILKES UNIVERSITY CAFETERIA PLAN SUMMARY PLAN DESCRIPTION Introduction Wilkes University (the Employer ) sponsors the Wilkes University Cafeteria Plan (the Cafeteria Plan ) that allows eligible Employees
More informationWhat Employers Need to Know About Account-Based Plans: Health FSAs, HSAs, HRAs, and QSEHRAs
What Employers Need to Know About Account-Based Plans: Health FSAs, HSAs, HRAs, and QSEHRAs Presented by: Lorie Maring Phone: (404) 240-4225 Email: lmaring@ AGENDA Provide an overview of account-based
More informationSection 125 Overview
Alabama Association of School Business Officials Section 125 Overview Presented By: Mary Nash, Section 125 Compliance Manager American Fidelity Assurance Company Educational Services The information provided
More informationHealthcare FSA Administration with Carryover
Healthcare FSA Administration with Carryover On October 31, 2013, the U.S. Treasury Department and the IRS issued Notice 2013-71, which gives employers who offer a Healthcare Flexible Spending Account
More informationEmployee Benefits Corporation Advanced HSAs P a g e 1. General Presentation Questions. General HSA Questions
Employee Benefits Corporation Advanced HSAs P a g e 1 Advanced HSAs: Prevent This Year's FSA from Disqualifying Next Year's HSA Q&A the following questions were asked during the two webinar sessions in
More informationCafeteria Plan Checklist DO NOT USE THIS CHECKLIST IN LIEU OF THE PLAN DOCUMENT.
Cafeteria Plan Checklist DO NOT USE THIS CHECKLIST IN LIEU OF THE PLAN DOCUMENT. 1. Adopting Employer (Enter primary adopting Employer here. Enter other members of affiliated companies in item 16.) 2.
More informationExploring the Benefits of a Health Savings Account (HSA) Khristina Harris October 24, 2014
Exploring the Benefits of a Health Savings Account (HSA) Khristina Harris October 24, 2014 Exploring the benefits of a health savings account (HSA) Exploring the benefits of a health savings account (HSA)
More informationIntroduction Notice and Disclosure Requirements Plan Design and Coverage Issues: Prior to
8/22/13 Table of Contents Introduction... 3 Notice and Disclosure Requirements... 4 Plan Design and Coverage Issues: Prior to 2014... 10 Plan Design and Coverage Issues: 2014 and Beyond... 12 Wellness
More informationHSAs. Health Savings Accounts and 2018 Limits. Questions & Answers
HSAs Health Savings Accounts 2017 and 2018 Limits Questions & Answers What is a Health Savings Account (HSA)? An HSA is a tax-exempt trust or custodial account established for the purpose of paying medical
More informationHealth Care Reform Timeline
Health Care Reform Timeline April 7, 2010 Dear Valued Client, As your employee benefits advisor, we understand that you may have many questions and concerns regarding the recent historic health care reform
More informationTech Flex. January 2011, Issue I. Topics Covered in this Issue: Benefits: Payroll: Leave:
January 2011, Issue I Tech Flex Topics Covered in this Issue: Benefits: Debit Cards May Now Be Used to Buy OTC Medicines and Drugs IRS Announces 2011 Transit/Parking Limits 80% Health Care Coverage Tax
More informationTransitioning to a Health Savings Account and High Deductible Health Plan Offering
Transitioning to a Health Savings Account and High Deductible Health Plan Offering Overview Health Savings Accounts (HSAs) are tax-favored individual trust or custodial accounts that can be contributed
More informationFAQs For Employees About COBRA Premium Reduction Under ARRA (
FAQs For Employees About COBRA Premium Reduction Under ARRA (http://www.dol.gov/ebsa/faqs/faq-cobra-premiumreductionee.html) CONTENTS General Information... 1 Q1: I have heard that the stimulus package
More informationHealth Savings Accounts, Medical Savings Accounts and Long-Term Care Contracts
Health Savings Accounts, Medical Savings Accounts and Long-Term Care Contracts Contents In this module the student will review Health Savings Accounts, Archer Medical Savings Accounts and Long -Term Care
More informationTHE CENTRAL METHODIST UNIVERSITY CAFETERIA PLAN SUMMARY PLAN DESCRIPTION
THE CENTRAL METHODIST UNIVERSITY CAFETERIA PLAN SUMMARY PLAN DESCRIPTION Introduction Central Methodist University (the Employer ) sponsors the Central Methodist University Cafeteria Plan (the Cafeteria
More informationDEPARTMENTS RELEASE FINAL ACA RULES ON MULTIPLE TOPICS
Finalizing the ACA Stew of Rules Integrating Marriage and HRAs Just Kidding: No More Extended Form 5500 Extensions DEPARTMENTS RELEASE FINAL ACA RULES ON MULTIPLE TOPICS On November 18, 2015, the Departments
More informationSUMMARY PLAN DESCRIPTION FRANKCRUM FLEXIBLE BENEFITS PLAN
SUMMARY PLAN DESCRIPTION FRANKCRUM FLEXIBLE BENEFITS PLAN January, 2011 Section TABLE OF CONTENTS Page 1. INTRODUCTION... 1 2. ELIGIBILITY... 2 3. BENEFITS AND COSTS OF COVERAGE... 2 4. ENROLLMENT PROCEDURES...
More informationTech Flex. December 2010, Issue XII. Topics Covered in this Issue: Benefits: Payroll: Leave:
December 2010, Issue XII Tech Flex Topics Covered in this Issue: Benefits: Transit Parity and Tuition Reimbursement Exclusion Extended Transportation Plan Debit Card Requirements Delayed Once Again 2011
More informationGlobal Health Care Update
Global Health Care Update March/April 2014 This bimonthly Update summarizes recent legislative developments and trends related to health care and highlights recently passed and pending legislation that
More informationMCGREGOR INDEPENDENT SCHOOL DISTRICT FLEXIBLE BENEFITS PLAN PLAN DOCUMENT
MCGREGOR INDEPENDENT SCHOOL DISTRICT FLEXIBLE BENEFITS PLAN PLAN DOCUMENT (As Adopted Effective November 1, 1988) (As Amended and Restated Effective October 1, 2003) TABLE OF CONTENTS ARTICLE I -- DEFINITIONS...1
More informationTHE LINDSEY WILSON COLLEGE CAFETERIA PLAN SUMMARY PLAN DESCRIPTION
THE LINDSEY WILSON COLLEGE CAFETERIA PLAN SUMMARY PLAN DESCRIPTION Introduction Lindsey Wilson College (the Employer ) sponsors the Lindsey Wilson College Cafeteria Plan (the Cafeteria Plan ) that allows
More informationSummary Plan Description
Summary Plan Description For the Allegheny College Section 125 Plan Amended and Restated Effective July 1, 2014 This document with the attached documents listed on the final page, constitute the written
More informationHealth Savings Accounts: Innovative Health Care Financing
Health Savings Accounts: Innovative Health Care Financing Would you be interested in a health insurance program that puts you in control of your own health care dollars, while protecting you and your family
More informationFlexible Spending Account (FSA) Guide. Calendar Year 2017
Flexible Spending Account (FSA) Guide Calendar Year 2017 Your cafeteria plan is being administered by: ADP FSA Services Phone: (800) 654-6695 https://myspendingaccount.adp.com 1 HOW DOES A CAFETERIA PLAN
More informationTech Flex. June 2011, Issue VI. Topics Covered in this Issue: Benefits: Payroll: Leave:
June 2011, Issue VI Tech Flex Topics Covered in this Issue: Benefits: Changes to FSA and HSA Rules Proposed Modifications to HIPAA Privacy Rule Proposed IRS Releases 2012 HSA Limits Tax Equity Legislation
More informationHealth. Savings. FAQs. The following are frequently asked questions and answers regarding the Health+Savings Option in the BP Medical Plan.
Health Savings FAQs The following are frequently asked questions and answers regarding the Health+Savings Option in the BP Medical Plan. Note: Health Savings Account (HSA) tax laws vary by state. You might
More informationFlexible Spending Account. National Benefit Services
National Benefit Services 61 What is a Flexible Spending Account? A Flexible Spending Account (FSA or Cafeteria Plan), allows employees to use tax-free funds to pay for Day Care expenses and eligible Medical/Dental/Vision
More informationDate: April 13, 2009 Code: TECHNICAL LETTER HR/Benefits To: Human Resources Directors Benefits Representatives
Office of the Chancellor 401 Golden Shore, 4 th Floor Long Beach, CA 90802-4210 562-951-4411 E-mail: hradmin@calstate.edu Date: April 13, 2009 Code: TECHNICAL LETTER HR/Benefits 2009-02 To: Human Resources
More informationHealth Savings Accounts
2013 Health Savings Accounts Frequently Asked Questions Gallagher Benefit Services, Inc. HSA FREQUENTLY ASKED QUESTIONS for Employers Basics Q-1: What is an HSA? A-1: A Health Savings Account ( HSA ) is
More informationINTRODUCTION TO CAFETERIA PLANS
INTRODUCTION TO CAFETERIA PLANS Internal Revenue Service Office of Chief Counsel Cafeteria Plans Plan Requirements Employee Deferred compensation Qualified Benefits Cash Requirement Salary Reduction Election
More informationCAFETERIA PLANS. The Essentials of Plan Design and Regulatory Compliance. Presented By Sandra C. Krauer Director, Client Risk Management Services
CAFETERIA PLANS The Essentials of Plan Design and Regulatory Compliance Richard J. Princinsky & Associates, Inc. designs and manages cost-effective, integrated employee benefit programs with a customer
More informationDomestic Partner Benefits
Brought to you by the insurance specialists at Cobbs Allen Domestic Partner Benefits A majority of the nation s largest corporations provide health insurance coverage for domestic partners of their employees.
More informationThe Basics: Plan Design and Regulatory Compliance. Today s Presenter
CAFETERIA PLANS The Basics: Plan Design and Regulatory Compliance Today s Presenter Richard J. Princinsky & Associates, Inc. RJP & Associates, Inc. was founded in 1976 to help employers develop, understand
More informationEmployees Frequently Asked Questions
Principal Health Savings Accounts Employees Frequently Asked Questions BACKGROUND QUESTION Why were health savings accounts (HSAs) created? What are the key advantages of HSAs? ANSWER The state of the
More informationComparison of Healthcare Reimbursement Programs
June 2016 Presented by Lockton Companies L O C K T O N C O M P A N I E S Table of Contents General 1 Eligibility. 3 Contributions 7 Distributions.. 10 Healthcare Reform Implications. 12 Miscellaneous 15
More informationSection 105(h) Nondiscrimination Rules
Provided by Ertel & Company, Inc. Section 105(h) Nondiscrimination Rules Internal Revenue Code (Code) Section 105(h) contains nondiscrimination rules for self-insured health plans. Under these rules, self-insured
More informationIRS Place of Celebration Rule For Same-Sex Marriages Expands Rights and Simplifies Plan Administration
September 3, 2013 If you have questions, please contact your regular Groom attorney or any of the attorneys listed below: Jon W. Breyfogle jbreyfogle@groom.com (202) 861-6641 Elizabeth T. Dold edold@groom.com
More informationAdvanced Cafeteria Plans Employee Benefits Corporation, All Rights Reserved. Copyright 2018 Employee Benefits Corporation
Advanced Cafeteria Plans 2 1 Jessica Theisen, FCS Compliance Advisor Employee Benefits Corporation The material provided by Employee Benefits Corporation in this presentation is for general information
More informationCOBRA Rules: Health FSAs and HRAs
COBRA Rules: Health FSAs and HRAs The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a federal law that requires most employers to provide former employees and dependents who lose group health
More informationSection 125 Overview. A Little Flex Humor. Mary Nash Section 125 Compliance Manager American Fidelity Assurance Company
Section 125 Overview Mary Nash Section 125 Compliance Manager American Fidelity Assurance Company A Little Flex Humor I need my money immediately. Can you fax my check to me today? Can I make copies of
More informationQ&A on Federal Tax Aspects of Health Savings Accounts
Q&A on Federal Tax Aspects of Health Savings Accounts OVERVIEW AND ELIGIBILITY REQUIREMENTS What is a Health Savings Account? A Health Savings Account (HSA) is a tax-exempt trust or custodial account created
More informationNEXT : Eligibility guidelines of a Health Savings Account.
Issue 1 What is a Health Savings Account (HSA)? A health savings account is a special tax-advantaged account owned by an individual where contributions to the account are to pay for current and future
More informationHealth. Savings. FAQs. The following are frequently asked questions and answers regarding the Health+Savings Option in the BP Medical Plan.
Health Savings FAQs The following are frequently asked questions and answers regarding the Health+Savings Option in the BP Medical Plan. Note: Health Savings Account (HSA) tax laws vary by state. You might
More informationHealth Savings Plan and Health Savings Account. Business Rules and Detailed Design Features for 2016
Health Savings Plan and Health Savings Account Business Rules and Detailed Design Features for 2016 i Table of Contents 1. Definition of Terms 1A High Deductible Health Plan 2 1B Health Savings Plan (HSP)
More informationSummary Plan Description. of the. Chenega Corporation 401(k) Profit Sharing Plan
Summary Plan Description of the Chenega Corporation 401(k) Profit Sharing Plan As Restated effective November 1, 2012 with Plan Amendments effective January 1, 2013 This Summary is intended to serve as
More informationIRS Clarifies Adult Child Dependent Coverage and Federal Healthcare Tax Credit for Small Employers
IRS Clarifies Adult Child Dependent Coverage and Federal Healthcare Tax Credit for Small Employers For additional information, please contact your Account Manager or Tony Sorrentino at 402.964.5470 or
More informationTHE CAFETERIA PLAN SUMMARY PLAN DESCRIPTION FOR WHEELING JESUIT UNIVERSITY
THE CAFETERIA PLAN SUMMARY PLAN DESCRIPTION FOR WHEELING JESUIT UNIVERSITY Page 1 of 42 Introduction Wheeling Jesuit University (the Employer ) sponsors the Wheeling Jesuit University Cafeteria Plan (the
More information