Explore effective health care cost-cutting procedures and learn how to implement the best choice for your company.
As the cost of providing health coverage has skyrocketed, employers have searched for strategies to control their employee benefits budget. One increasingly popular strategy is an opt-out incentive program for employees. Such programs provide employees with an incentive, often in the form of cash payment, to decline employer-provided health coverage. Employees electing these opt-out incentives may or may not have alternative coverage available to them. Although such programs may seem simple enough, they are rife with multiple 'compliance landmines' that can trip up unwary employers. This material helps employee benefits and human resources professionals understand the compliance problems that can arise from opt-out incentive programs. You will learn how to spot problem spots in existing programs as well as tips for developing compliant and effective programs.
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Why Lorman?
Over 36 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
The Rise of Opt-out Incentives
- Market Data
- Litigation Risks
- Minimum Participation Requirements/Adverse Selection
Compliance Concerns With Opt-out Incentives
- Affordable Care Act
- Medicare/Tricare
- HIPAA Special Enrollment
- Section 125/FSAs
- Fair Labor Standards Act
- Tax Issues
- Collective Bargaining
- State Law Issues
Designing an Opt-out Incentive Program
- Eligibility Criteria
- Cash Incentives and Alternatives
- Documentation Requirements
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Why Lorman?
Over 36 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
OnDemand Course
This course was last revised on January 29, 2019.
Call 1-866-352-9540 for further credit information.
- CA MCLE 1.0
- Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.0 CLE hours of participatory credit.
- CT CLE 0.5
- 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: 0.5 CLE credit(s).
- MO CLE 1.2
- This course qualifies for self-study CLE credit in Missouri.
- NJ CLE 1.2
- This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.2 hours of total CLE credit.
- RI CLE 1.0
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.0 hours of CLE credit.
- VT CLE 0.75
- This self-study program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 0.75 hour(s) of CLE credit. Please note: Attorneys may only claim 12 credits per compliance period in this format. This course is considered "Non-Moderated Programming without Interactivity".
- WA CLE 1.0
- This program has been approved by the Washington State Board of Continuing Legal Education for 1.0 hours of A/V credit under the Law & Legal Procedure category.
- WV MCLE 1.2
- This program has been approved by the West Virginia State Bar MCLE Commission for 1.2 MCLE hours.
HR Certification Institute 1.0
- This E-Learning program has been approved for 1.0 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
SHRM 0.75
- 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 0.75 PDC(s) for the SHRM-CP or SHRM-SCP.
To earn each credit Lorman offers through the OnDemand learning platform, you need to watch 100% of the program. Also, for certain credits you will need to fulfill additional requirements which will be displayed on the "credits" tab when viewing the course.
- Those applying for AIA and HRCI must view 100% of the program and answer the questions following the program.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
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More Program Information
Why Lorman?
Over 36 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
Eric N. Athey
McNees Wallace & Nurick LLC
- Partner in the Lancaster, Pennsylvania office of McNees Wallace & Nurick, LLC
- Practice emphasizes all aspects of employee benefits law and labor & employment law
- Conducts regular seminars and workshops for employers on compliance issues relating to employment law and benefits law
- Written multiple articles available at www.palaborandemploymentblog.com
- Admitted to practice before all federal and state courts in Pennsylvania
- J.D. degree, University of Pittsburgh; B.A. degree, Franklin & Marshall College; M.S. degree, University of Massachusetts at Amherst
- Can be contacted at 717-581-3708 or [email protected]
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More Program Information
Why Lorman?
Over 36 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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