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August 5, 2010
Retirement Plan Fee Disclosure Continuum
The DOL’s Employee Benefit Security Administration has been working on a multi-faceted approach to ensure adequate fee disclosures payable by retirement plans. The first prong came in the form of Schedule C reporting requirement; these requirements took effect for the 2009 plan year. The second prong relates to fee disclosure to plan sponsors. On July 16, 2010, the DOL issued interim final regulations addressing fee disclosure matters by service providers. Later this year, the DOL is expected to issue regulations relating to disclosure to participants.
COBRA Subsidy Expired
The COBRA premium assistance subsidy, enacted as part of the American Recovery and Reinvestment Act (“ARRA”) in February, 2009, ended May 31, 2010, and has not been reinstated. Therefore, individuals who are involuntarily terminated after May 31, 2010, do not qualify for the subsidy. However, individuals who qualified for the subsidy on or before May 31, 2010 may continue to pay reduced premiums for the full subsidy period (15 months), as long as they are not eligible for another group health plan or Medicare.
More HIPAA Privacy Rules Proposed
The American Recovery and Reinvestment Act of 2009 (ARRA) included a law known as the Health Information Technology for Economic and Clinical Health (HITECH) Act. The HITECH Act made several changes to the HIPAA privacy and security rules.
August 3, 2010
HRB 13 - Expanded 1099 Reporting Requirements for 2012 and Call for Public Comment
HRB 12 - Break Time for Nursing Mothers
July 26, 2010
HRB 11 - Internal Claims and Appeals, and External Review Process
July 15, 2010
HRB 10 - Preventive Health Services
July 12, 2010
HRB 9 - New Model Notices Issued
MHPAEA: Welcomed Non-enforcement Guidance
The Mental Health Parity and Addiction Equity Act of 2008 (MHPAEA), enacted on October 3, 2008, expanded the Mental Health Parity law, enacted in 1996. Since the issuance of the interim final MHPAEA regulations earlier this year, many insurers have expressed concern about the practice of having two different payment standards for outpatient services, specifically, a co-pay, for example, for office visits, and a co-insurance for all other services.
FMLA Broadened for Parents
The Family and Medical Leave Act was enacted in 1993 to provide time off and job protection in the event that an employee has a serious health condition, or to attend to a serious health condition of a family member, defined as a spouse, parent, son or daughter, as well as for the birth or adoption of a child. The law applies to employers employing 50 or more employees.