Disclosure Requirements for Plans Subject to Erisa and Sec Rules
Pillsbury Winthrop Shaw Pittman LLP
This summary discusses how to comply with ERISA and SEC disclosure requirements for a 401(k) plan that includes an.
New Federal Law Mandates Coverage for Some Mastectomy-Related Surgery
Rosenman & Colin LLP
As you may be aware, late this year, Congress enacted the Women's Health and Cancer Rights Act which requires hea.
Time To Update Your Cobra Notices
Burns & Levinson LLP
The Federal Consolidated Omnibus Budget Reconciliation Act of 1985, commonly known as COBRA, requires group health plans of employers with 20 or more employees to offer employees and their families continued medical coverage after the employment relationship ends, under certain circumstances. For the first time since 1985, the U.S. Department of Labor has issued final rules regarding COBRA obligations. These requirements are in addition to the longstanding regulations issued by the Department of the Treasury. We have summarized some of the significant features of the new final regulations for your convenience.
Information Needs for Dividing Retirement Benefits
Robert Rosenthal P.C.
Copy of decree or document dividing retirement benefit when entered. (Drafts may be helpful.) Name, date of birth.
How to Obtain Employee Benefit Documents from the Labor Department
United States Department of Labor-Office of the Solicitor
This guide describes the employee benefit plan documents and other materials available from the public disclosure room.
COBRA Update
Rosenman & Colin LLP
The Sixth Circuit recently held that giving a COBRA notice to an employee is not sufficient notice with respect to .
New COBRA Guidance Requires Employers To Overhaul Notices And COBRA Procedures
Susan L. Letney and Sonia Macias Steele of Littler Mendelson, P.C.
Just over one year ago, the Department of Labor issued proposed COBRA regulations that contained dramatic changes to the content of COBRA notices as well as the manner in which notices were required to be issued. On May 26, 2004, the DOL finalized those regulations. The final regulations are substantially similar to the proposed regulations and will require prompt action by employers that sponsor health plans.
The SPD--Does Yours Make the Grade?
Gallivan, White & Boyd, P.A.
The importance of an accurate, up-to-date and comprehensive summary plan description (SPD) cannot be emphasized en.
Employee Benefits Alert, December 1998
Warner Norcross & Judd LLP
This alert contain articles covering the following: Do You Want to Eliminate 401(k) Plan Testing?; New Cafeteria Plan Rules Delayed; DOL Elevates Scrutiny of 401(k) Fees to Higher Level; Tight Deadline for Reconstructive Surgery Notice and; Automatic 401(k) Contributions Approved by the IRS.
IRS Issues New "Safe Harbor" Pension Distribution Notice
Bodman LLP
The Internal Revenue Code requires pension plan administrators to inform plan participants of the income tax optio.
Cobra Election Notices May Be Sent To All Beneficiaries at Their Common Residence
Bodman LLP
In a published opinion letter the Pension and Welfare Benefits Administration has said that a single COBRA election.
Temporary Regulations Issued on Mental Health Parity
Rosenman & Colin LLP
As we reported in our December, 1997 Newsletter, the Mental Health Parity Act of 1996 ("MHPA"), which ame.
Corporate Fiduciary Liability Claims In The Post-Enron Era
David Gische and Jo Ann Abramson of Troutman Sanders LLP
Since the spectacular collapse of Enron Corporation this past year, it is impossible to open the newspaper without reading about another corporate scandal or the latest "largest corporate bankruptcy in history." The television and print media have reported endlessly on how high-flying companies such as Enron, WorldCom, Global Crossing, and Qwest have misled the public about their record-breaking growth and earnings in an effort to inflate share price and maintain analysts' ratings.
HR's Role in HIPAA Security Compliance
Philip L. Gordon of Littler Mendelson, P.C.
Suffering "HIPAA Privacy Rule fatigue," many human resources and benefits professionals have passed the compliance baton for the HIPAA Security Rule to their colleagues in the Information Technology (IT) Department. Letting IT grapple on its own with the HIPAA Security Rule most likely will mean that your organization will not meet the April 21, 2005, compliance deadline for covered health plans with annual receipts exceeding $5 million, or even the April 21, 2006 compliance deadline for covered health plans falling below that threshold.
COBRA Rules Set To Change
David T. Barton and Catherine L. Dehlin of Quarles & Brady LLP
On May 28, 2003, the Department of Labor published proposed rules that will modify an employer's obligations under COBRA. The proposed rule establishes minimum standards for the timing and content of notices under COBRA. It also includes model notices that replace and augment the forms previously published by the Department.