ERISA can be a complicated law to navigate, especially for companies that dont have access to internal resources who understand the inner workings and compliance issues of 401(k) plans. Pay close attention to these 10 items to avoid catching the eye of the DOL.
Employers today face continuing challenges when it comes to managing Family and Medical Leave Act and Americans with Disabilities Act regulations. These laws seek to protect employees who may need to be absent from work for a period of time due to a disability or health condition.
Its almost the end of National Disability Employment Awareness Month, but employers fully acknowledge the importance of disability insurance and absence management programs for employees. New research reveals how employers are using absence management programs and disability insurance benefits to help their employees get back to work.
For the third time in recent months, the Equal Employment Opportunity Commission has launched legal action against a private employer, claiming discrimination on the part of the companys wellness program.
Alongside the IRS announcement last week to increase contribution caps to 401(k) plans, the Department of Labor issued guidance that will ease plan sponsors abilities to offer annuities as part of their retirement plans.
Earlier this year, the Employee Benefits Security Administration at the U.S. Department of Labor, outlined initiatives to educate and protect 401(k) plan participants. Along with those initiatives comes an increased risk of a DOL audit for companies that dont take the necessary steps to ensure their benefit plans are compliant and being properly administered for their employees.
The Pension Protection Act of 2006 has helped to reduce costs and limit liabilities for multiemployer plans. But the landmark legislation will sunset at the end of the year, which has many stakeholders and consultants predicting future retirement uncertainty for the more than 10 million participants in multiemployer plans across the nation.
The IRS has released long-awaited final regulations that clarify market rate of return issues for cash balance and other hybrid plans. The new rules, effective for the first plan year that begins on or after Jan. 1 2016, sponsors of hybrid plans a clearer path forward.
The Sixth Circuits ruling in Moyer makes clear that administrators of ERISA-governed plans with contractual time limits on when a participant must initiate judicial review of a denial of benefits should err on the side of caution.
Commentary: Consider that employers nationwide spend billions of dollars to give their employees access to medical care and other important insurance coverage. While most businesses offer health and welfare benefits to remain competitive for talent, they end up creating a valuable by-product in the process.
Commentary: Open enrollment time means employer clients will be reviewing fee disclosures. Columnist John Ludwig discusses several steps plan sponsors should take when reviewing the disclosures for accuracy and to determine if fees are fair and reasonable.
Ever since final rules under the Affordable Care Act dictated that outcomes-based wellness programs must offer reasonable alternatives to employees unable to achieve the programs health benchmarks, employers have continued to worry over the effectiveness of their health improvement efforts.
Despite the ever-changing world, ERISA remains strong and steady. The average American worker is far better off because of ERISA, which has held up remarkably well over the past four decades.
The case, EEOC v. Orion Energy Systems, serves as a reminder for advisers and their employer clients, when putting together a wellness plan, to pay careful attention to how the EEOC defines liability.
The White House Friday proposed two rules in response to the Supreme Courts Hobby Lobby decision earlier this summer that will allow women to receive contraception coverage if an employer refuses to offer it for religious reasons.