Product Support Consultant

ftwilliam.com, part of Wolters Kluwer Legal & Regulatory Telecommute / Madison WI

Plan Compliance Analyst (Administrator)

RPA Telecommute / Falls Church VA

Compliance Consultant (Defined Benefit experience)

Ascensus Telecommute

Client Coordinator

The Retirement Plan Company (TRPC) Telecommute / Brentwood TN

Quality Assurance Manager

Nova 401(k) Associates Telecommute / Houston TX / Dallas TX / Scottsdale AZ

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[Guidance Overview]

Massachusetts Paid Family and Medical Leave Benefits Become Available on January 1, 2021

"Action items for employers: [1] Determine whether you qualify for a PFMLA exemption, and if so, submit your application. [2] Calculate the number of your covered employees ... make appropriate payroll withholdings; ensure timely completion of quarterly filings. [3] Review your company's policies on medical and family leave to ensure compliance ... [4] Prominently hang the PFMLA poster in your physical workspace and provide translated posters ... [5] Provide written notice to your Massachusetts employees about PFMLA benefits available and retain an acknowledgement of their review of the notice." 

Choate Hall & Stewart LLP

[Guidance Overview]

"The CARES Act requires group health plans to provide first-dollar coverage of COVID-19 vaccines within 15 business days after the vaccine receives an 'A' or 'B' rating from the United States Preventive Services Task Force or receives a recommendation from the Advisory Committee on Immunization Practices of the CDC.... [G]roup health plans and insurers must pay the full cost of COVID-19 vaccines regardless of whether administered in- or out-of-network." 

McAfee & Taft

[Guidance Overview]

"[E]mployers must be prepared to implement the new Maine Earned Paid Leave Law (EPL), effective January 1, 2021. The EPL law requires employers with more than 10 employees in Maine, for more than 120 days in any calendar year, to permit eligible employees to earn one [1] hour of earned time for every 40 hours worked, up to a maximum of 40 hours per year." 

Berry, Dunn, McNeil & Parker, LLC

"The most difficult disqualifying coverage issue is the health FSA because participants can reimburse pre-deductible expenses for both the employee and the spouse. The result is that if either spouse is enrolled in a general purpose health FSA, neither spouse is HSA-eligible. They can still be covered by an HDHP, but they cannot make or receive HSA contributions." 

ABD Insurance & Financial Services

"Investment decisions for retirement plans ... Benefits for laid off or furloughed employees  ... Benefits notifications for separating employees ... Changes to COVID-19-related benefits strategy." 

Hall Benefits Law

"As we come out of the initial shock of the COVID-19 crisis, it's time to get proactive again. That means helping employers to take a hard look at benefits utilization, headcounts and permanent changes to employment policies." 

Corporate Synergies

Press Releases

The SPARK Institute Appoints New Governing Board SPARK Institute

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Most Popular Items in the Previous Issue

COVID-19 Relief for Health Plans: How Long Does It Last? Mercer

2021 Health Plan Compliance Calendar (PDF) VCG Consultants

Questions Remain After New York DOL Releases Proposed Regs Interpreting the New York Paid Sick Leave Law Goldberg Segalla