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The Patient Protection and Affordable Care Act’s (ACA) requires employers and plan administrators to self-report a variety of failures to comply with group health plan requirements including many related to COBRA, HIPAA, Mental Health Parity, and comparable contributions for health savings accounts (HSAs). The excise tax is $100 a day, per affected individual.

This webinar will:

  • Discuss the violations of federal law that would trigger the excise tax, including:
    • COBRA offers
    • Pediatric vaccine coverage
    • Special enrollment requirements
    • Provide coverage under the Mothers and Newborns Act
    • Mental health parity violations
  • Discuss the ACA violations that would trigger the excise tax, including:
    • Employer contributions to individual medical plans
    • Eligibility waiting periods in excess of 90 days
    • Preexisting medical condition exclusions
    • Failure to extend dependent eligibility coverage until age 26
    • Summary of benefits and coverage failures
  • Discuss the HSA comparable contribution rules, and how the tax is calculated when they are violated
  • Explain how to use IRS Form 8928, when it must be filed, and who will pay the excise tax
  • Describe the situations that would cause the excise tax to be paid by a third-party administrator or insurer
  • Provide best practices on filing Form 8928
  • Discuss the risks of not filing or paying the excise tax
  • Discuss the 30 day window for correcting failures and the “reasonable cause” exception, including the requirement to retroactively fix the failure

This 90-minute basic to intermediate webinar will help employers understand how to avoid triggering the excise tax, and how to pay it in the event a penalty is due.

The Supreme Court ruled in Obergefell v Hodges, that the 14th Amendment requires a state to license a marriage between two people of the same sex, and to recognize a marriage between two people of the same sex when their marriage was lawfully licensed and performed out of state. This ruling raises new questions about providing benefits to individuals who have a same-sex spouse, as well as preventing discrimination based on the sex of an individual’s spouse.

This webinar will:

  • Explain the impact of Obergefell on group benefit plans
  • Discuss the difference regarding states that did not previously recognize same sex marriage and those that did
  • Differentiate between ERISA obligations and obligations under anti-discrimination regulations
  • Provide information on the difference between domestic partners and spouses
  • Discuss best practices for administering enrollment for individuals with same-sex spouses now; and in the future
  • Provide best practices for employers regarding same sex harassment prevention

This 90-minute basic webinar will help employers understand the impact of the decision in Obergefell on employee benefits and other employment issues.  Eligible for 1.5 HRCI credit hours for participation.

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