Employee Benefits and Executive Compensation

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December 12, 2012

Between November 26 and December 7, 2012, the government published a flood of proposed and final regulations relating to the Patient Protection and Affordable Care Act (“PPACA”), more commonly known as the health care reform law. This Client Alert provides an overview of the new regulations.

Client Alert
November 30, 2012
November 27, 2012
2012-2013 “To Do” lists
Client Alert
October 31, 2012

Nonqualified Deferred Compensation arrangements that provide for payments based on the execution of a release of claims may need to be amended for compliance with Internal Revenue Code Section 409A by December 31, 2012.

Client Alert
October 26, 2012

This year, retirement plans subject to the Employee Retirement Income Security Act (“ERISA”) were subjected to two new fee disclosure requirements.  First, the Department of Labor (“DOL”) required every “covered service provider” of an ERISA retirement plan to furnish the plan’s fiduciaries with a service and fee disclosure document by July 1, 2012 (the “Service Provider Disclosures”). Second, the DOL required qualified defined contribution retirement plans to disclose plan, investment and fee information to participants by August 30, 2012 (the “Participant Disclosures”).

Client Alert
October 19, 2012
2013 COLA Chart
Client Alert
October 8, 2012

Under the Patient Protection and Affordable Care Act (“PPACA”), employers generally will pay a penalty if they fail to offer affordable health coverage to a full-time employee after a 90-day waiting period.

Client Alert
October 8, 2012

Beginning last year, the Patient Protection and Affordable Care Act of 2010 (“PPACA”) changed the annual election period for Medicare Part D coverage which now begins on October 15 and concludes on December 7.

Client Alert
August 31, 2012
Three employee benefit attorneys author Health Care Benefits chapter for 2012 Chief Executive Legal Guide.
Article
August 17, 2012

Under health care reform, insurance companies are sometimes required to issue rebates to policyholders. These rebates are connected to the insurer’s “medical loss ratio” and are generally known as “MLR Rebates.” With few exceptions, employers are not free to use MLR Rebates however they choose. This Client Alert explains the special rules that employers must follow regarding MLR Rebates.

Client Alert
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