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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.
To pass nondiscrimination testing, employers may want to consider safe-harbor plans.
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 ACAs 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 wont 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 Courts 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. Heres 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.
The establishment of a national clearing house for brokers to cut through the red tape of state-by-state licensing is one step closer to reality.
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.
The U.S. Senate bill that would take broker compensation out of the medical loss ratio equation hasn't moved in the more than two months since it was introduced. Not surprising given recesses and outings by top administration officials to discuss broader issues, like the budget, in front of Senate committees. But what are the chances of this bill gaining any ground in the 113th Congress?
Employee benefits lawyers analyze the new health care reform rules, including the five requirements all wellness programs must have.
The Departments of Labor, Treasury and Health and Human Services issued what are being called final rules on employment-based wellness programs, and advocacy groups immediately weighed in on the changes, which were required under the Affordable Care Act.
With health care appeals, a plan administrator can simply grant the appeal .
Although the Supreme Court could issue a broad ruling in Hollingsworth that would decide the constitutionality of all state laws banning recognition of same-sex marriage, a narrow ruling limited to Proposition 8 is expected.
Two businesses, a construction firm from southwestern Illinois and an auto-parts maker in southeastern Indiana, are scheduled today to ask the U.S. Court of Appeals in Chicago for an order barring enforcement.