Welfare Benefit Plan ERISA News
January 2015

Undocumented Worker Can Cause Health
Plan Problems
"Employers know that since the 1980s they have been required to check the lawful work status of employees that they hire through the I-9 process. Employers also know that Immigration and Customs Enforcement (ICE) can audit their workplaces, as can the Department of Labor, and impose fines and other sanctions for failure to comply with those requirements. However, employers may not realize other collateral consequences that can occur if an undocumented employee is hired." Read the full article.
IRS Releases 2015 Version of Publication 15-B
(Employer's Tax Guide to Fringe Benefits)
The IRS has released the 2015 version of Publication 15-B (Employer's Tax Guide to Fringe Benefits), with information for employers on the dollar limits and tax treatment of various fringe benefits, including:
  • Accident and Health Benefits
  • Achievement Awards
  • Adoption Assistance
  • Athletic Facilities
  • De Minimis (Minimal) Benefits
  • Dependent Care Assistance
  • Educational Assistance
  • Employee Discounts
  • Employee Stock Options
  • Employer-Provided Cell Phones
  • Group Term Life Insurance Coverage
  • Health Savings Accounts
  • Lodging on Your Business Premises
  • Meals
  • Moving Expense Reimbursements
  • No-Additional-Cost Services
  • Retirement Planning Services
  • Transportation (Commuting) Benefits
  • Tuition Reduction
  • Working Condition Benefits
Being Proactive v. Reactive -
ACA's Prohibition on Discrimination in
Group Health Insurance
"Back in 2010, the ACA enacted a new rule prohibiting insured group health plans from 'discriminating' (on the basis of eligibility or provision of benefits) in favor of highly compensated individuals (called 'HCIs'). This rule generally became effective January 1, 2011 for calendar year plans; however, there is and has been an enforcement delay pending issuance of IRS regulations. We've heard through the grapevine that this is a 'high priority' item for the Service, but to date we've seen nothing. ...
Our recommendation is to be proactive now–this means adopting policies and practices that comply with the basic guidance we have to better position the organization to comply with the expected rules." Read the full article.
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© 2017 ERISAPros, LLC, All rights reserved. Information on ERISAPros' website, its newsletter, “News & Views,” and its blog, “ERISA Wonk,” is published as a general informational source. Information and articles are general in nature and are not intended to constitute legal or tax advice in any particular matter. Blog posts and comments reflect the personal views of their respective authors - not those of ERISAPros. Transmission of this information does not create an attorney-client relationship. ERISAPros, LLC is not a law firm and is not giving legal or tax advice. It does not warrant and is not responsible for errors or omissions in the content on its website or in its newsletters. ERISA is a complicated and confusing law. Summary Plan Descriptions (SPDs), Wrap Plan Documents, and Form 5500s require review and updating by qualified ERISA compliance professionals.


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