This newsletter briefly discusses several recent developments in employee benefits and executive compensation that may be of interest to our clients.
The Internal Revenue Service (IRS), Department of Labor (DOL), and Department of Health and Human Services (HHS) modified the review process for claims for benefits under non-grandfathered health plans once again.
The new health care law, otherwise known as the Patient Protection and Affordable Care Act (PPACA), requires that, beginning after December 31, 2013, "applicable large employers" must provide affordable health coverage to their full-time employees.
The U.S. Department of Labor (DOL) recently issued a request for information (RFI) concerning the use of electronic media to furnish information to participants and beneficiaries of ERISA-covered employee benefit plans.
The U.S. District Court in the Western District of Kentucky recently ruled in favor of plan fiduciaries that adopted a qualified default investment alternative (QDIA) for an employer’s tax-qualified retirement plans.
The Department of Labor ("DOL") has issued a Request for Information ("RFI") to solicit comments and suggestions from employers, plan sponsors and other interested parties regarding the use of electronic media by employee benefit plans to furnish information to participants and beneficiaries in accordance with the requirements of the Employee Retirement Income Security Act of 1974 ("ERISA").
The U.S. Department of Labor (DOL) recently indicated that it may update the rules governing electronic disclosure of benefit plan information (e.g., summary plan descriptions, benefit statements, administrative forms, annual notices, etc.).
The US Court of Appeals for the Seventh Circuit upheld a district court decision in a case reported in our August 2009 Employee Benefits Developments.
In a continuing effort to provide information and guidance to smaller employers, the IRS and the Department of Labor's Employee Benefits Security Administration (EBSA) have jointly issued IRS Publication 4222, entitled 401(k) Plans for Small Business.
The Genetic Information Nondiscrimination Act of 2008 (GINA) generally limits employers' collection and use of genetic information and prohibits employers from discriminating against employees, applicants, and their families on the basis of their genetic information.