Scott Ruth
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- Scott Ruth
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Section 125(g)(2) of the Internal Revenue Code indicates that such an arrangement may be discriminatory if such credits can be used for any type of health coverage (medical, dental, health FSA, etc.) and the plan includes highly compensated emplo…
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You probably must continue to offer COBRA coverages. The traditional distinction between "core" and "noncore" coverages has been eliminated from the regulations. And the general rule is if you have a group health plan you must offer COBRA coverage…
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The starting point for the answer in your case is "What does your plan or insurance contract say?" and "What have you communicated to your employees about this?" You should particularly look to the SPDs and FMLA paperwork given to participants when…
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This will depend on who designated you the "contact/ombudsman." If you were designated by the Privacy Officer, you have the duties and responsibilities of the Privacy Officer for whatever tasks have been delegated to you. If you are to be the po…
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For what purpose are you "bridging service"? If you are talking retirement plans, there are specific and often complex ERISA rules about crediting service for rehires. It also depends on the purpose under the plan for which you are crediting serv…