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The Internal Revenue Service (IRS) has updated its list of frequently asked questions (FAQs) on the Affordable Care Act’s employer shared responsibility provisions – also known as the “pay or play” mandate. In particular, questions 55 through 58 provide guidance for employers who may be subject to shared responsibility payments. The FAQs indicate that the […]

On October 20, 2017, the Internal Revenue Service (IRS) released Revenue Procedure 2017-58, which raises the health Flexible Spending Account (FSA) salary reduction contribution limit by $50 to $2,650 for plan years beginning in 2018. The Revenue Procedure also contains the cost-of-living adjustments that apply to dollar limitations in certain sections of the Internal Revenue […]

On October 6th 2017, The U.S. Departments of Health and Human Service (HHS), Treasury, and Labor (the “Departments”) released interim final regulations allowing employers and insurance companies to decline to cover contraceptives under their health plans based on a religious or moral objection. The new rules, which are effective immediatley, scale back Obama-era regulations under […]

This alert addresses the actions taken by the Trump administration last Thursday. First, the Executive Order calling for the expanded availability of association health plans, short-term insurance plans, and health reimbursement arrangements (HRAs). It also covers the President’s announcement that the government will no longer be reimbursing insurance carriers for cost-sharing reduction (CSR) payments made […]

On May 17, 2016, the Equal Employment Opportunity Commission (EEOC) issued final regulations on employer wellness programs in order to coordinate several federal laws, including the Americans with Disabilities Act (ADA) and Genetic Information Nondiscrimination Act (GINA).  As more and more employers implement wellness programs in an effort to control their health care costs, the EEOC […]

New York’s Paid Family Leave Benefits Law (PFLBL) is designed to provide broad paid family leave benefits through the state’s existing Disability Benefits Law for all employees who have worked at least 26 consecutive weeks (or 175 days for part-time employees) for the employer. The law also will provide such employees with the right to […]