The IRS and DOL are busy with providing relief in many areas which directly affects many compliance requirements for employee benefits.  These changes have been constant and confusing!

• Have you considered how the changing workforce, furloughs, layoffs, reduction in force, reduction of hours can potentially affect a client’s ALE status, the requirement to offer benefits during the variable hour employee’s measurement period, and the affordability of benefits?
• Can you keep up with the recent COBRA changes when COBRA is triggered when plans should be offered and the extension of election and payments of COBRA benefits?
• Are you recommending the best way the COBRA premiums can be subsidized?  Are you sharing how a part-time employee can pay for COBRA premiums under a Section 125 plan?
• Pre-tax accounts, health FSA, DCA, and commuter accounts are all affected in some way. Have you thought through how to manage the new rules surrounding life events, new mid-year FSA enrollments, claim period extensions, and leave of absence rules?