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Live Webinar

90-minute live streaming program
  • September 30
  • 1:00 - 2:30 pm EST

Best Practices for Navigating Employee Benefits After Termination

September 30

Do you know what to do with employee benefits after an employee is terminated?

While many of us are familiar with the benefits that our employer can offer us during employment, many people are less aware of how these benefits will change or become relevant after employment terminates. In this topic, we will cover a broad overview of the different arrangements available after employment terminates related both to retirement and health. This includes COBRA, life and disability insurance, and various retirement plan arrangements.

Learning Objectives

  • You will be able to define key terms applicable to health and retirement plans.
  • You will be able to describe and discuss the various options available for maintaining health and retirement benefits to various audiences.
  • You will be able to explain and identify key differences between various health and retirement plans in order to identify why one is better for a particular situation.
  • You will be able to recognize where and why issues can arise in this area.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Health and Wellness
  • COBRA
    • What: Health Insurance
    • Who: Employee, Dependents
    • Why: Might Be Less Expensive Than Individual Market, Bridging the Gap Between Termination of Employment and Medicare
    • When: Qualifying Event
    • Employer Responsibilities: Initial Notice; Responsibilities to Ongoing COBRA Participants
    • Issues for Retirees and COBRA: Medicare and COBRA
  • Retiree Health Insurance vs. Individual Marketplace
    • Issues With Tax Credits and Savings
    • Eligibility vs. Enrolled
    • Consequences of Dropping Coverage If Enrolled
    • Differences Between Retiree Coverage and Coverage During Employment
  • Retiree HRA
    • Employer Funded Account to Permit Pretax Dollars to Be Used to Pay for Eligible Medical Expenses
    • Pros and Cons
    • Interaction With Other Health Insurance Arrangements
  • Life Insurance
    • Term Life
    • Permanent Life
    • What Are the Considerations for Choosing Between Them?
    • How Do Policies Offered During Employment Differ From Those for PostRetirement?
  • Disability Insurance: Explanation of Each Type and Pros and Cons
    • Long Term Disability
    • Short Term Disability
    • Accidental Death and Dismemberment
Retirement
  • State Sponsored Retirement Plans for Private Employers
    • Current Variations:
    • What Does This Current Trend Mean?
  • IRC 401(k)
    • Money Is Invested
    • Options
    • Limits on Deferrals
    • When Can You Start Receiving Money From the Plan?
  • IRC 403(b) (Tax Sheltered Annuity Plans)
    • Employees of Public Schools, Tax Exempt Employers, Ministers
    • Similar to 401(k) Plans
  • IRC 457
    • State and Local Government Entities
    • Nongovernmental Entities That Are Tax Exempt
  • IRC 409
    • Nonqualified Deferred Compensation
    • When Are These Arrangements Beneficial?
    • Timing Restrictions on Distribution
    • Substantial Risk of Forfeiture
    • Pros and Cons / Comparison Between Nonqualified Arrangements and Qualified Arrangements
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More Program Information

Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

Live Webinar Registration

  • AL CLE 1.5
     
  • This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
     
  • AR CLE 1.5
     
  • This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
     
  • Arizona CLE 1.5
     
  • The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
     
  • CA MCLE 1.5
     
  • Lorman Business Center, Inc. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
     
  • CT CLE 1.5
     
  • Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
     
  • GA CLE 1.5
     
  • This program has been approved by the Georgia Commission on Continuing Lawyer Competency for 1.5 CLE hours.
     
  • HI CLE 1.5
     
  • This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
     
  • IL CLE 1.5
     
  • This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
     
  • ME CLE 1.5
     
  • This course has been approved by the State of Maine Board of Overseers of the Bar. Lawyers who complete this course shall receive 1.5 hours of CLE credit under M. Bar R. 12.
     
  • MS CLE 1.5
     
  • This program has been approved by the Mississippi Commission on Continuing Legal Education for a maximum of 1.5 credit hours.
     
  • MT CLE 1.5
     
  • This program has been approved by the Montana Commission of Continuing Legal Education for a total of 1.5 CLE credits.
     
  • NH MCLE 1.5
     
  • NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
     
  • NJ CLE 1.8
     
  • This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
     
  • NV CLE 1.5
     
  • This program has been approved by the Nevada Board of Continuing Legal Education for 1.5 CLE hours.
     
  • PA CLE 1.5
     
  • This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
     
  • RI CLE 1.5
     
  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
     
  • TN CLE 1.5
     
  • This program has been approved as a distance learning format by the Tennessee Commission on Continuing Legal Education for a maximum of 1.5 hours of credit.
     
  • VT CLE 1.5
     
  • This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
     
  • WA CLE 1.5
     
  • This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
     
  • WI CLE 1.5
     
  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
     
  • WV MCLE 1.8
     
  • This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
     
  • HR Certification Institute 1.5
     
  • This program has been approved for 1.5 recertification credit hours toward general recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
     
  • SHRM 1.5
     
  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
     
  • CPE 1.8 including Personnel/HR 1.8
     
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: https://www.nasbaregistry.org/cpas/complaints. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 1.8 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 1.8 hours. Prerequisite: basic knowledge of employee benefits. Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: Group Internet Based. Please refer to the information in this brochure for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board. Please note: In order to receive CPE credit for this course you MUST use the streaming audio option, as well as enable and complete the required progress checks.
     
  • Lorman Business Center, Inc. is a registered provider for CPA CPE through the State Education Department of New York, Sponsor number: 000640. The following course will carry the subject area of Advisory Services for 1.5 hours.
     

Who should attend?

This live webinar is designed for human resource managers, benefits administrators, controllers, CFOs, presidents, vice presidents, business owners and attorneys.

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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Gabrielle (Gabby) A. Hansen

Gabrielle (Gabby) A. Hansen

Barran Liebman, LLP

  • Associate at Barran Liebman, LLP
  • Enjoys advising clients on a broad range of employment compliance matters
  • She focuses on representing employers in a variety of ERISA and employment matters, proactively working with clients to attain effective and favorable outcomes
  • Knowledgeable about affirmative action plans, which can pose unique and complicated challenges for the employers required to maintain them
  • Assists clients by drafting noncompetes, employment agreements, contracts, and various documents related to health and retirement plans
  • Highly involved in the community, serving on the Business for a Better Portland Associate Board of Directors, and participating as a member of the American Bar Association, Joint Committee on Employee Benefits, Western Pension & Benefits Council, Oregon Women Lawyers, Portland Human Resources Management Association, Society for Human Resource Management, and the Multnomah Bar Association Young Lawyers Section
  • J.D. degree, magna cum laude, Willamette University College of Law; B.A. degree, cum laude, in philosophy and Spanish, University of Portland
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Why Lorman?

Over 32 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 404102
Published 2019
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