Proposed Regulations Expanding Health Reimbursement Accounts (HRA) Released

The IRS and U.S. Departments of Treasury, Labor and HHS have proposed new regulations for Health Reimbursement Accounts (HRAs), which could expand opportunities for employees and their families to access affordable, quality healthcare.

The proposed regulation would increase the flexibility and use of HRAs by:

• Allowing HRAs to reimburse employees for individual insurance premiums
• Allowing employers to offer standalone HRAs of up to $1,800 if certain conditions are met.

These proposed changes would become effective January 1, 2020.

More information to come. If you have questions on how these regulations may impact your plan, give us a call at (520) 721-4848.

IRS Issues New Guidance on Qualified Small Employer HRAs

On Oct. 31, 2017, the Internal Revenue Service (IRS) issued Notice 2017-67 to provide comprehensive guidance on a variety of topics regarding qualified small employer health reimbursement arrangements (QSEHRAs). Small employers that do not maintain group health plans may establish QSEHRAs for their employees, effective for plan years beginning on or after Jan. 1, 2017. Unlike other health accounts, QSEHRAs can be used to reimburse employees for their health insurance premiums. (more…)

Is Your Business at Risk for Fair Labor Standards Act Fines?

The new overtime rule, which every employer must comply with by Dec 1, 2016 more then double the current white collar exemption salary threshold to $47,476 per year or $913 a week.  These new requirements will have a large impact on employers, since it will require them to review employees’ exempt status and update overtime polices in order to comply with the FLSA overtime rules.

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10 EEOC Tips for your Small Business

The (EEOC) is an independent federal agency created by Congress in 1964 to eradicate discrimination in employment. The Commission enforces various statutes that prohibit employment discrimination on the basis of race, color, sex, national origin, religion, retaliation, age, and disability or protected veteran status.

The EEOC has the authority to investigate charges of discrimination filed against employers who have a statutory minimum number of employees. HR can help avoid costly penalties by following the tips published by the EEOC.

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