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1. Employee Benefits: Is It A New Era?HRA, HSA and FSA Administration (with a little Continuation of Coverage info thrown in) Presented by: Trey Tompkins To: The Middle Georgia Association of
Health Underwriters
Thursday February 10, 2011
Macon, Georgia
2. Employee Benefits: Is It A New Era?
3. What’s New About It? PPACA
ARRA and Georgia Continuation
Medicare Secondary Payer Reporting
The Extension of the Bush Tax Cuts
DOL Enforcement Activity Under the Obama Administration
4. PPACA Topics Section 125 Eligible Dependents
FSA Eligible Expense Rules
Health FSA Annual Limits
Application of Section 105(h) Non-Discrimination Rules to Insured Plans
Simple Cafeteria Plans
HRA and HSA Outlook
5. Section 125 Eligible Dependents Effective As of March 30, 2010
Coverage can be provided on a tax free basis for the employee’s child who is under the age of 27 as of the end of the taxable year (calendar year)
Cafeteria Plan Documents may require amendments in order to allow this pre-tax treatment of premiums paid for coverage of these children
Even if the child is not a tax dependent (no income or support limits apply)
6. Section 125 Eligible Dependents This rule is different from the coverage mandate found in PPACA
The coverage mandate is effective for Plan Years beginning on or after September 23, 2010
Coverage mandate only extends until 26th birthday
Grandfathered plans are exempt from coverage mandate only for children who have other group coverage available through the child’s employer Extension to Health FSAs is made clear by IRS Notice 2010-38.Extension to Health FSAs is made clear by IRS Notice 2010-38.
7. Health FSA Eligible Expense Rules
Over-The-Counter Medications
Reimbursement for Expenses of Children
8. Over-The-Counter Medications Only medicines and drugs that are prescribed are reimbursable
Effective January 1, 2011
Effect of New Rules on Debit Card Purchases
Previously applicable limitations applicable to FSA reimbursements regarding medicines and drugs remain in effect
9. New OTC Medication Rules
Rule Only Applies To Medicines and Drugs – Not Other OTC Items
A Medicine or Drug is Generally Something That a Person Eats, Drinks, or Rubs on Their Body (Trey’s Rule)
10. Reimbursable OTC Items OTC Items That Are Not Medicines Or Drugs
Bandages
Contact Lens Cleaning Supplies
Crutches
Blood-Sugar Test Kits
Reading Glasses
Condoms
11. Prescription Requirements A Written or Electronic Order That Satisfies the Legal Requirements For a Prescription in the State in Which the Expense is Incurred
Must Be Issued by Someone Legally Authorized To Issue a Prescription In That State
A General Recommendation From A Physician Is Not Sufficient
12. Effective Date of New OTC Rules January 1, 2011 Effective Date of Rule Applies Regardless of FSA Plan Year
Rule Applies Regardless of Plan’s Provisions For 2 ˝ Month (or Less) Grace Period
OTC Expenses Incurred During 2010 But Not Claimed Until 2011 Can Be Reimbursed
13. New OTC Rules and Their Effect on Debit Card Purchases
The new OTC rules extend to FSA Debit Cards
IRS provided 15 days of transitional grace at the beginning of 2011 for IIAS Systems
The grace extension did not modify the general rule that OTC drugs are ineligible
Beginning, January 16, IIAS Systems are required to decline all OTC drug purchases
Cards are not required to reject OTC Drugs at qualifying pharmacies (90% of sales at location are for eligible items) but post transaction substantiation is required IRS Notice 2010-59IRS Notice 2010-59
14. Other Limitations on FSA Reimbursements of OTC Drugs They Must Be Legally Procured
Re-Importation Prohibited
Medicinal Marijuana Prohibited
Must Not Be A Toiletry or Cosmetic
Toothpaste, Shaving Cream, Deodorant, Lotions
Moisturizers, Lipsticks, Shampoos, Perfumes
Mixed Use Cosmetic Items: Retin-A, Minoxidil
Must Be Allowed Under Terms of the Plan
Plans Can Exclude All OTC Drugs for Administrative Simplicity
15. Extended Coverage ForNon-Dependent Children
the IRS has formally indicated that the exemption for health coverages provided to children under age 27 extends to FSAs
This rule is not expressly found in PPACA or HCERA
Plan Documents may require amendment in order for this benefit extension to be available
The change does not apply to HSAs Extension to Health FSAs is made clear by IRS Notice 2010-38.
Extension to Health FSAs is made clear by IRS Notice 2010-38.
16. Health FSA Annual Limits $2,500 Annual Limit on Annual Salary Reduction Contributions to Health FSAs
Effective January 1, 2013 (not a Plan Year rule)
Indexed for Inflation (as measured by CPI-U)
17. Section 105(h) Non-Discrimination Rules and Insured Plans The rules do not apply to grandfathered plans
Section 105(h) prohibits discrimination in favor of Highly Compensated Individuals for self-insured medical plans
Discrimination is prohibited with regards to eligibility and with regards to benefits
18. Section 105(h) Penalties For self insured plans, the penalty is taxation of the benefits received by HCIs
For fully insured plans, the employer is subject to a civil action to compel it to comply
For each day it is out of compliance, the plan i is subject to a $100 penalty per individual discriminated against
19. Section 105(h) Non-Discrimination Rules and Insured Plans Highly Compensated Individual are any employees that are:
one of the five highest paid officers
A shareholder who owns more than 10% of stock
Among the highest paid 25% of all employees (other than excludable employees)
20. Section 105(h) Eligibility Test In order to pass this test, the plan must benefit
70% of all employees, or
80% or more of all eligible employees if 70% are eligible to participate, or
Employees belonging to a classification that is not considered discriminatory by the IRS
21. Section 105(h) Eligibility Test Classifications that are not discriminatory if:
The classification is reasonable (job categories, geography, nature of compensation), and
Pass the objective Safe Harbor Percentage Test or a subjective Facts and Circumstances Test
22. Section 105(h) Benefits Test In order to pass this test, the plan must
Provide all of the same benefits to all non highly compensated participants as are provided to any highly compensated participant
The required contribution for all participants must be the same
Benefits can not vary based on age, years of service or compensation levels
Disparate waiting periods are also prohibited
23. Section 105(h) Non-Discrimination Rules and Insured Plans Enforcement of rule was indefinitely suspended by IRS and DOL pending issuance of formal regulations (12/22/2010)
Most legal analysts do not expect regulations to be issued until 2012 and then not to be effective until 2013
24. Executive Reimbursement Plans Executive Reimbursement Plans as they were marketed prior to PPACA appear to be dead
Despite the enforcement delay Exec-U-Care (Lincoln Financial’s Product) is suspended indefinitely except for grandfathered plans
Lincoln Financial is hoping to release a retooled program that is compliant with PPACA later this year
Completely Gratuitous Disclaimer: Admin America is not affiliated with Lincoln Financial
25. Simple Cafeteria Plans New kind of Cafeteria Plan for small employers that avoids most non-discrimination tests that have historically been problematic for those employers
Available beginning January 1, 2011
Requires minimum employer contribution to all participants (except HCEs and Key Employees)
26. Simple Cafeteria Plans Eligibility Available to employers with less than 100 employees
Count includes affiliated entities
No employees are excluded from count
Count is based on average number of employees on business days in two prior years
Employer can qualify by having less than 100 employees in either of the two prior years
27. Simple Cafeteria Plans Eligibility Available to employers with less than 100 employees
New employers base their counts on the average number of employees they reasonably expect to have on the business days during the current year
Employers that were once eligible and grow remain eligible until the year after they average more than 200 employees
28. Simple Cafeteria Plans Contributions Contributions can come in one of two types
a uniform percentage (of at least 2% of the employee’s compensation for the plan year)
an employer match that equals or exceeds the lesser of
6% of the employee’s compensation
twice the employee’s salary reduction contributions
The same method must be used for all participants
If the first method is used, additional contributions can be made by employers (and this can be done in favor of HCEs)
29. Simple Cafeteria Plans Eligibility Rules Employers can exclude certain types of employees from the plan
Those with less than 1000 hours of service during the prior year
Those under 21 years of age
Those with less than one year of service
Those covered under a collective bargaining agreement
30. Simple Cafeteria Plans Benefits Employers utilizing Simple Cafeteria Plans are exempt from the following non-discrimination tests
Section 105(h) tests for self funded plans
25% Key Employee Concentration Test
Section 129 Dependent Care Benefit relate 55% average benefits test and 5% Owners Test
Section 79 Group Term Life Insurance Tests
31. ARRA and Georgia Continuation Topics Expiration of the Subsidy
Georgia’s Changing Continuation Period
Continuation for Individuals Over Age 60
Proposed State Legislation
32. The End of the ARRA Subsidy ARRA’s 65 % COBRA premium subsidy was available to individuals who lost coverage due to involuntary termination of employment on or before May 31, 2010
The maximum length of the subsidy is 15 months
Therefore, the subsidy should end for almost everyone no later than August 31, 2011
33. The End of the ARRA Subsidy It is possible that terminations before May 31, 2010 that did not result in a loss of coverage until a later month could have coverage subsidized beyond August 31, 2011
Employers can claim the subsidy through their payroll tax returns (Form 941) as late as in their 4th Quarter 2011 filing (January 2012).
34. Georgia’s Changing Continuation Period In the Spring of 2009, Georgia modified its continuation period to match the nine months of subsidy provided to involuntarily terminated employees by ARRA.
When ARRA was extended to 15 months at the end of 2009, Georgia’s Continuation law automatically followed suit for subsidy eligible individuals
35. Georgia’s Changing Continuation Period In June 2010, when eligibility for the Federal COBRA premium subsidy under ARRA expired, Georgia’s Continuation law reverted to its original three month period
For almost everyone…
36. Georgia Continuation forIndividuals Over Age 60 Georgia law provides Continuation Coverage for individuals who lose coverage under the following circumstances after their 60th birthday until they are eligible for Medicare Coverage
Involuntary Termination Not For Cause
Retirement Due To Disability
Death of an Employee (for the Surviving Spouse)
Divorce from an Employee (for the ex-Spouse)
Applicable Premium is 120% of Employer Cost
37. Georgia Continuation forIndividuals Over Age 60 In Cases Where the Employee Loses Coverage Due To Termination of Employment, the Employee Can Also Provide Coverage for His or Her Spouse
The Spouse Does Not Have an Independent Right to Elect Continuation Coverage If The Employee Maintains Coverage
This Apparently Applies Even If The Employee Loses Coverage Due to Medicare Eligibilty
38. Proposed State Legislation House Bill 107 – Continuation for Dependents of State Employees Killed In The Line of Duty
No set limit on continuation period
For dependents covered at the date of death
Sponsored by Speaker Ralston
Passed the House unanimously on Monday (2/7/11)
39. Medicare Secondary Payer Reporting Mandatory electronic quarterly reporting by health plans to CMS regarding coverages provided to individuals who might be eligible for Medicare
Responsibility for filing is with the entity that adjudicates claims
Penalty for non-compliance is $1,000 per day
40. Medicare Secondary Payer Reporting Reporting requirement applies to health plans with 20 or more participants
FSAs are exempt from reporting requirement
HRAs are subject to reporting requirement
CMS had deferred enforcement of reporting requirement several times
Reporting is active for 2011 but further delays are possible – they reporting system is not working properly
41. Bush Tax Cut Extension Topics ARRA’s Parity for Transit Related Benefit was extended for 2011
Employer Sponsored Transportation Fringe Benefit Plans Are Allowed To Provide Higher Benefit Levels for Mass Transit and Van Pooling Reimbursements ($230 per month)
Parking Reimbursements are also capped at $230 per month (but were unaffected by the Bush Tax Cut Extension)
42. Obama AdministrationEnforcement Topics Department of Labor Secretary Hilda Solis
Organized Labor background
Initial emphasis appears to be on wage and hour compliance
ERISA Compliance Audits
DOL is promising more enforcement
Some audits are occuring where DOL is checking for compliance of SPDs of fully insured plans
Issuing 10 Day Compliance Demands as Opposed to Fines for Non-Compliance
43. Admin America Agent Resources Coming in March:
the new and improved www.adminamerica.com
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Our Pathways Quarterly Print Newsletter
Toll Free: 1-800-366-2961
Johana Ramzanali
44. Third Party Resource Recommendations www.nahu.org
www.gahu.org
www.ebia.com
45. 2011 GAHU Annual Convention