Regulation

Most employers that sponsor self-funded group health plans, and insurers of fully-insured group health plans, will need to file and pay by July 31 their first round of federal comparative effectiveness research fees imposed under the ACA.

Despite the ACA’s employer mandate delay, a variety of key provisions still go into effect for employers in January, 2014.

The decision impacts the application of more than 1,000 federal laws, including those affecting benefits administration such as certain sections of the Internal Revenue Code and ERISA.

An exemption allowing religious groups to avoid covering the cost of birth control as required by the U.S. Affordable Care Act won’t be expanded, the Obama administration said.

Earlier this week, the U.S. Supreme Court issued two decisions that will greatly benefit employers in future cases.

The Supreme Court handed down two significant Title VII decisions this week giving pro-business groups a clear victory, and dividing predictably along partisan lines.

The Supreme Court’s decision striking down the federal Defense of Marriage Act is being hailed as a huge victory for same-sex couples, but the ruling makes benefits administration for employers even more complicated than before.

As plan sponsors continue to work through Affordable Care Act compliance, there has been some confusion about what types of plans are being sponsored. Here’s a look at the basics of these plans.

Stephen M. Saxon, chairman of the Groom Law Group, says little is getting done on important retirement issues in Washington because of the mandated government budget cuts known as sequestration.

The decision holds that the federal court may only review “whether the arbitrator (even arguably) interpreted the parties’ contract, not whether he got its meaning right or wrong” in contemplating class arbitration.