Can a participant receive a reimbursement from an HSA or FSA for alcohol and drug treatment?
March Question of the Month: Why did an FSA claim get denied for stockpiling?
Just because it’s an eligible expense, doesn’t mean the claim is automatically approved. Stockpiling isn’t allowed. Here’s what it is and how to avoid it.
Mailing Initial COBRA Notices prevents future finger pointing
Making the effort to properly mail Initial COBRA Notices not only thwarts the “I didn’t know” defense, it can also stave off lawsuits and costly penalties. Here’s the scoop.
No yawning allowed: plan documents & SPDs are riveting…and required
While the topic may seem a bit of a snooze, ignoring plan document and SPD requirements in alphabet soup programs could be a wake up call in the form of potential penalties.
The muddy waters of COBRA and a global world
Our world is increasingly connected – domestic companies owned by global corporations, employees working in other countries. When an employee terminates, who gets COBRA? Find out.
Question of the month: Do I have to offer COBRA to an employee I fired for misconduct?
Our alphabet soup expert explains why you just may want to offer COBRA to an employee who may not deserve it.
Question of the month: Can we double dip on our DCAP?
Is it possible for spouses to both utilize Dependent Care Assistance Plans to lower care expenses? It’s our question of the month.
Have employees in Seattle? What employers need to know about the new Transit Benefits Ordinance.
The Seattle City Council just passed an ordinance required employers to offer a Qualified Transportation Plan. Regardless of where you are based, if you have employees working in Seattle, you need to read this.
Is an HRA a COBRA eligible benefit?
Just because your plan document says the HRA is not available to terminated employees, it doesn’t necessarily mean it’s following the rules.
It’s tricky business: Leaves of Absence for Health FSA Participants
How you handle Leaves of Absence for Health FSA participants is particularly complicated due to the potential risks to the employer. Here’s how your company can cope with this tricky situation.