Interested in the steps plan sponsors need to take to comply with the RxDC rules? Learn these steps and how they fit into the larger picture of healthcare transparency laws in this compliance QA.

Question We switched to a new health Flexible Spending Account (FSA) third-party administrator (TPA). The new TPA deactivated one of our employee’s FSA debit card because of $20 in unsubstantiated expenses, stating this was an Internal Revenue Code requirement. Our prior TPA told us expenses under $25 did not need to be substantiated and that…

Question We are considering moving from a fully-insured to a level-funded group health plan. What should we be thinking about from a compliance perspective? Summary Often considered a hybrid approach, level-funded plans provide the stability of fixed premiums (similar to fully-insured plans) along with the ability to share in a degree of cost savings (a…

Question Our company uses the look-back measurement method to identify full-time employees. I recently hired an employee who was expected to work full-time hours. We offered her medical insurance coverage and she accepted. Since then, however, she dropped to part-time hours. What should I do about her benefits? Summary If an employee who is initially…

Question When is COBRA continuation coverage required, and what are some common missteps to avoid? Summary The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) grants individuals the right to continue employer-sponsored health insurance coverage for a limited period after experiencing qualifying events such as a job loss or reduction in work hours. Despite its…