WASHINGTON, D.C. – American workers would receive clear and complete information about fees that could be cutting deeply into their 401(k)-style retirement savings under legislation approved today by the House Education and Labor Committee. Read more
The IRS recently announced the 2010 inflation adjusted amounts for Health Savings Accounts (HSAs) as determined under § 223 of the Internal Revenue Code. May 2009
Annual contribution limitation. For calendar year 2010, the annual limitation on deductions under § 223(b)(2)(A) for an individual with self-only coverage under a high deductible health plan is $3,050. For calendar year 2010, the annual limitation on deductions under § 223(b)(2)(B) for an individual with family coverage under a high deductible health plan is $6,150.
High deductible health plan. For calendar year 2010, a “high deductible health plan” is defined under § 223(c)(2)(A) as a health plan with an annual deductible that is not less than $1,200 for self-only coverage or $2,400 for family coverage, and the annual out-of-pocket expenses (deductibles, co-payments, and other amounts, but not premiums) do not exceed $5,950 for self-only coverage or $11,900 for family coverage
CMS Issues Revised Guidance and Model Disclosure Notices for Part D Eligible Individuals for Use After January 1, 2009
CMS ISSUES REVISED GUIDANCE AND MODEL DISCLOSURE NOTICES FOR PART D ELIGIBLE INDIVIDUALS FOR USE AFTER JANUARY 1, 2009
[Creditable Coverage Guidance and Model Disclosure Notices to be used after January 1, 2009 (Jan. 5, 2009)] For copies:
CMS has posted on its website revised guidance and model disclosure notices that are to be provided to Medicare Part D eligible individuals after January 1, 2009. The revisions reflect CMS's decision to eliminate one of the three model disclosure notices that previously had been made available--the model personalized disclosure notice--and to move the personalized information from this notice into the model creditable and non-creditable coverage disclosure notices. The revised guidance replaces an earlier document that was issued in 2007 .
While no other changes have been made to the substance of the remaining two model notices, they each now include an optional insert that can be completed in order to provide a personalized disclosure notice.
(Individuals may use personalized disclosure notices to demonstrate proof of prior creditable coverage when enrolling in a Part D plan.) The revised guidance recommends that this insert be completed if an individual requests a copy of a disclosure notice. In the alternative, however, a personalized statement of creditable coverage can be provided that contains the elements specified in the revised guidance.
San Francisco Health Ordinance - January 2009 HCSO Update
Expenditure Rates for 2009
Beginning January 1, 2009, the health care expenditure rate for employers with 20 to 99 employees is $1.23 per hour; for employers with 100 or more employees, the rate is $1.85 per hour.
Please note that 2008 expenditures should be calculated using the 2008 rate; in other words, employers should begin using the 2009 rate to calculate the minimum expenditure for the first quarter of 2009 (which would include hours paid from January 1, 2009 through March 31, 2009). Read more
New Jersey Family Leave Act (Effective January 1, 2009)
NEW JERSEY FAMILY LEAVE ACT (N.J.S.A. Title 34:11B-1 to 16.) is administered by the NJ Division of Civil Rights, Department of Law & Public Safety.
This law provides the employee 12 weeks off from work in any period of 24 months in case of birth or adoption of child, or a serious illness of a parent, child or spouse. Employee may take leave intermittently for a family member with a serious health condition when medically necessary or, in the case of birth or adoption of a healthy child, when agreed to by employer and employee.
Coordination of FLA and FMLA Benefits in New Jersey
Coordination of these benefits may sometimes enable an employee to take more than 12 weeks of job protected leave in a 12 month period where the employee qualifies for both own medical leave under FMLA and family leave under FLA
- Any New Jersey employer with 50 employees or more worldwide, including governmental agencies AND an employee that has worked at least 1,000 hours in the previous 12 months.
- Salaried employees who are highest paid 5%, or seven highest paid employees.
- The law provides for unpaid leave, but employers may require that the employee use certain paid leave for this period.
- Birth or adoption of child.
- Serious illness of parent or child (step child, legal ward), parent (step parent or parent-in-law), or spouse.
- Cannot be used for employee’s own serious health condition.
For the duration of the leave, the employee has job protection and maintains health care and benefits under the same terms as if he/she were working.
The employer must notify employees that medical certification is required and when it is due. In case of birth or adoption, employee must notify employer at least 30 days in advance or 15 days in advance for other planned leave. For unforeseen leave, employer can request certification when leave commences.
An employer cannot interfere, restrain, discriminate or deny the exercise of an employee’s rights under this law. Penalties imposed by the Division of Civil Rights range from $2,000 to $5,000 dollars. In addition, an employee who is denied benefits can sue the employer directly to recover compensatory damages. BENEFITS THIS LAW COVERS: • THIS LAW EXCLUDES: PAID OR UNPAID CONDITIONS COVERED: • • • JOB BENEFITS AND PROTECTION NOTIFICATION AND CERTIFICATION UNLAWFUL ACTS AND PENALTIES