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Open Enrollment For 2018: Group Health Plan Design And Administration Tripwires To Avoid Amid Changes To Compliance Obligations

Webinar: ID# 1026287
Recorded On-Demand
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About This Course:
Many employers are gearing up for the annual open-enrollment process, and several new changes will affect plans beginning on or after January 1, 2018.

Plus, small-to-midsize employers in particular have lots of questions about Affordable Care Act (ACA) limits on out-of-pocket (OOP) maximums for 2018, OOP and deductible maximum limits for 2018’s high deductible health plans (HDHPs), and how best to communicate changes in plan design during open enrollment.

And, the questions don’t stop there. If you aren’t careful with ensuring that you’ve included all the applicable notice forms, you could wind up in legal trouble.

Don’t cross your fingers and hope that you’ve met your compliance obligations. Join us for an in-depth webinar that will explain the latest group health plan design and administration tripwires to avoid this open enrollment season.

You’ll learn:
  • How changes to 2018 group health plans should be communicated to the workforce
  • An update on the new disability claims regulations that take effect January 1, 2018, as well as new DOL efforts that might delay these requirements
  • What changes you’ll need to make to your summary of benefits and coverage to comply with the latest ACA template
  • Whether to include a summary plan description (SPD) or summary material modification (SMM) in open enrollment materials
  • Required participant notices to include in open enrollment materials
  • How to tell if a plan will lose grandfathered status for 2018, and what that means for your ACA notice and compliance obligations
  • The latest on preventive care benefits, health flexible savings account contributions, and out-of-pocket maximums
  • High deductible health plan and health savings account limits for 2018
  • Ensuring that initial enrollees get the required HIPAA and COBRA notices
  • How the 21st Century Cures Act impacts federal parity requirements
  • Wellness plan notice requirements concerning HIPAA and the ADA
  • Model notices to follow with respect to COBRA, Medicare Part D,
  • Women’s Health and Cancer Rights Act, and other federal laws
About Your Presenter:

Steven C. Mindy, Esq.
Senior Associate
Alston Bird LLP

Steven Mindy is a senior associate in the Washington D.C. office of Alston Bird LLP, focusing his practice on employee benefits and ERISA litigation related to health and welfare benefits. He also focuses on privacy and security laws and regulations that impact benefit plans. He works extensively on issues related to wellness programs, health savings accounts (HSAs), flexible spending accounts (FSAs), and transportation fringe benefits, including the laws applicable to plans and their service providers when using new technology like mobile devices, apps, and wearables.

Mr. Mindy has extensive experience with HIPAA’s privacy and security requirements. He frequently helps HIPAA covered entities comply with breach and security incident notification requirements under HIPAA and other privacy laws. He also assists HIPAA covered entities and business associates respond to audits and investigations by federal and state agencies that regulate data privacy and security.

Mr. Mindy also has extensive experience with ERISA’s plan asset rules, trust requirements, and prohibited transaction exemptions. Steven frequently advises on issues related to multiple employer welfare arrangements (MEWAs), voluntary employee beneficiary associations (VEBAs), and multiemployer plans. Steven also advises financial institutions, insurance companies, and nonbank trustees on HSA matters, including compliance with the Department of Labor’s fiduciary rule. He uses his prior experience as a federal law enforcement officer to assist clients with criminal and civil investigations.
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Open Enrollment For 2018: Group Health Plan Design And Administration Tripwires To Avoid Amid Changes To Compliance Obligations
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