Keith R. McMurdy

Yes, the ACA open-enrollment deadline has passed. No, that doesn’t mean employers cannot terminate or change their health plan — because employees can still enroll on the exchange.

Investment committee, benefit committee, annual meetings … Do your clients know what their plan documents promise? Here’s why they should.

Whether being subject to an involuntary EBSA Audit, or undertaking a voluntary correction program, there are certain things a plan sponsor should be looking for (and looking out for) if they are going to have the EBSA nosing around their plans. The EBSA recently held an online seminar about things to anticipate in an EBSA investigation and here are some things that are important to remember. …

This week started out with the much anticipated employer responsibility ruling and first shocked us with the additional employer mandate delay. But there’s much more to the ruling that advisers and plan sponsors need to be aware of in the coming months.

The case at issue is Rochow v. Life Ins. Co. of N. America. His estate sued for a denial of long-term disability benefits as well as profits allegedly made on the benefits.

ERISA permits e-disclosures but employers need to be aware of the rules.

As with other components of the ACA, Congress may have overlooked that ERISA already has something to say about what employees can be charged as a contribution.

With the ACA requiring even more communications to employees, many employers might consider shifting to electronic means for all disclosure notices, but there are many rules here and employers and their advisers should be careful.

Exchange prep, however, will go a long way to help employers prepare for the delayed employer mandate. Figure out whether you are an applicable large employer and if you are, start measuring. Otherwise, you could be left scrambling.

While most employers are focused on the larger 'Obamacare' fines than be levied against a plan, they shouldn't lose sight of a slew of smaller penalties that can really add up.

Last week the Internal Revenue Service confirmed that they will consider a same-sex couple married for federal tax purposes if they were married in a state or foreign country that recognizes same-sex marriage regardless of where the couple resides. Here are additional details on what employers should know about and what action they should take on the recent guidance, stemming from the U.S. Supreme Court’s historic ruling on DOMA in June.

In response to Monday's legal reminder about the Oct. 1 ACA employee communications, we’re bringing you more information on the requirements.

In response to last week’s legal reminder about the Oct. 1 ACA employee communications, we’re bringing you more information on the requirements.

With the recent employer mandate delay, some businesses might be overlooking the requirement to provide a notice to employees about health insurance coverage that may be available through a public exchange. Advisers should remind clients about this important requirement.

This month, Gov. Cuomo announced that health insurance plan rates that will be offered through New York’s Health Benefits Exchange have been approved. There was much made in the press about the individual market rates that will be offered in 2014 and how they are at least 50% lower than current rates. As with understanding penalties, really evaluating the exchanges takes a little deeper review of the figures.

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

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.

Since its passage in 2008, the Genetic Information Nondiscrimination Act has largely just affected HIPAA notice requirements and wellness plans. But this month the EEOC settled its first case under the law and should serve as a reminder to employers about what it really means.

With health care appeals, a plan administrator can simply grant the appeal .

The IRS has proposed rules for the 90 day period between employers offering coverage and deciding when employees will get coverage.