SEARCH

Showing 818 results found

When Is a Short-Term Disability Plan a Payroll Practice?

… of welfare plans generally covered by ERISA may be exempt from ERISA based on what is known as the “payroll practice” exemption. The payroll practice exemption applies to income replacement programs that an employer pays to employees using the employer’s general assets. Short-Term Disability (STD) plans are welfare benefits that continue all or a percentage of an employee’s salary for up to six months if it is determined that an employee cannot perform their duties due to sickness or injury. STD plans provided through an insurer are subject to ERISA. A self-funded STD plan – also referred …

https://www.epicbrokers.com/insights/when-is-a-short-term-disability-plan-a-payroll-practice/

The COVID-19 Pandemic Didn’t Create a Mental Health Crisis, It Exposed It

If you’ve been operating in the workplace wellness field for any part of the past decade you’ve likely observed firsthand how mental health affects an organization’s culture and its bottom line, particularly in the areas of absenteeism, presenteeism, lost workdays and benefits decisions. Viewpoints from Craig Schmidt Employees have been identifying stress and anxiety in employee wellness and culture surveys for years. Companies have responded with a passive approach to this feedback, a finding that was supported by the results from our Mental Health and Wellbeing Pulse Survey. A passive strategy will no longer work. We need …

https://www.epicbrokers.com/insights/the-covid-19-pandemic-didnt-create-a-mental-health-crisis/

Enforcement Efforts for Mental Health Parity – New Comparative Analysis

… plans, but employers offering a self-funded group health plan should coordinate with their third-party administrator (TPA) to determine compliance responsibilities for this new requirement. Background The Mental Health Parity and Addiction Equity Act (MHPAEA) does not require group health plans to provide mental health or substance use disorder benefits, but if a plan does offer such benefits beyond just preventive services, then parity requirements (including the new comparative analysis requirements) apply. Small fully-insured group health plans must offer essential health benefits (EHBs), which include mental health and substance use disorder benefits, so such plans are subject to …

https://www.epicbrokers.com/insights/enforcement-for-mental-health-parity-new-comparative-analysis/

IRS Notice 2021-15 Provides Guidance on COVID-Related Cafeteria Plan Flexibility

Quick Facts On February 18, 2021, the IRS released guidance clarifying cafeteria plan flexibility allowed in the Consolidated Appropriations Act. The guidance addresses questions related to issues including claims, discrimination testing and election limits Employers with fully-insured group health plans will likely be able to rely on the carrier to show compliance. Cafeteria plan flexibility is optional and applies only to certain timeframes in 2020 and 2021. Plan amendments must be made no later than the last day of the first calendar year beginning after the end of the plan year in which the amendment is effective. On February …

https://www.epicbrokers.com/insights/irs-notice-2021-15-covid-related-cafeteria-plan-flexibility/

New DOL Outbreak Period and Extended Time Frames Guidance

Quick Facts In 2020, the regulatory agencies issued a final rule extending several notice and disclosure deadlines applicable to ERISA benefits during the “Outbreak Period” as defined by the National Emergency. The rule was valid during the National Emergency for up to 12 months. Although the National Emergency remains in place, the expiration of the 12-month period was February 28, 2021. To avoid complete expiration of the final rule the agencies implemented a “Disregarded Period,” stating that if during the National Emergency a participant or plan sponsor is subject to a statutory deadline for a notice or disclosure subject …

https://www.epicbrokers.com/insights/new-dol-outbreak-period-and-extended-time-frames-guidance/

EPIC CIO Named to ACORD Board of Directors

ACORD, the global standards-setting body for the insurance industry, announced its 2021 Board of Directors, which includes the addition of our EPIC Chief Information Officer (CIO), Vlad Yekelchik. Vlad was appointed to the Board because of his experience and passion for insurance. Vlad joined EPIC as CIO in June of 2019 and plays a key role in the EPIC Technology Strategy and Digital Innovation. Prior to joining EPIC, Vlad held various senior leadership positions with leading global banking and insurance organizations. He brings more than 25 years of Information Technology, Security Infrastructure and Application Solutions experience. Most recently, Vlad …

https://www.epicbrokers.com/insights/epic-cio-named-acord-board-directors/

EPIC Announces Leadership Structure Realignment

Positions firm for continued growth and success EPIC Insurance Brokers and Consultants CEO Steve Denton announced organizational and restructuring changes, effective immediately, across the company. The moves are designed to position EPIC to thrive for years to come. Tom O’Neil has been named President of EPIC and will work directly with Denton to grow the business across its entire platform – from Private Client to Large Complex Risk in both Property & Casualty and Employee Benefits. O’Neil previously led the West and Northeast Regions and integrated several large acquisitions that expanded the overall footprint of EPIC. In conjunction with leadership …

https://www.epicbrokers.com/insights/epic-announces-leadership-structure-realignment/

De Minimis Wellness Incentives – Why Wait?

Our clients have been asking us for recommendations for no- and low-cost incentives for their wellness programs for years, and now the Equal Employment Opportunity Commission (EEOC) has come out with proposed guidance for these wellness incentives, suggesting a significant shift for many wellness programs to de minimis incentives only. The alert addresses what type of incentives can be offered without violating the Americans with Disabilities Act (ADA) or the Genetic Information Nondiscrimination Act (GINA), stating that “allowing too high of an incentive would make employees feel coerced to disclose protected medical information to receive a reward or avoid …

https://www.epicbrokers.com/insights/de-minimis-wellness-incentives-why-wait/