Maximize the Impact of the Webinar: Materials and Highlights
Thank you for your interest in the Claims Management 101 webinar! You can access the materials below to answer any questions you may have. Need more guidance? Please feel free to reach out to our dedicated Claims Management team, Valerie Childs, or Daniel Tompkins for further assistance.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
Maximize the Impact of the Webinar: Materials and Highlights
Thank you for your interest in the Medicare 101 webinar! You can access the materials below to answer any questions you may have. Need more guidance? Please feel free to reach out to our dedicated Medicare team, Shane Kelly, or Connor Stanton for further assistance.
We are not a government agency. We are licensed insurance agents who discuss insurance programs such as Medicare Advantage, Medicare Supplements, and Medicare Part D Prescription Drug coverage. Any information we provide is limited to the plans we offer in your area. Please contact Medicare.gov or 1-800-MEDICARE to get information on all of your options.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
Though employment practices liability insurance premiums have been fairly stable, changes in the economy and regulatory enforcement may increase risk for employers.
In fiscal year 2024, the Equal Employment Opportunity Commission (EEOC) filed 110 lawsuits alleging unlawful employment discrimination. In accordance with its Strategic Enforcement Plan for fiscal years 2024-2028, the lawsuits focused on what the agency sees as “persistent forms of employment discrimination, such as recruitment and hiring discrimination and systemic harassment, as well as emerging issues and vulnerable populations.”
The EEOC uses multiple strategies to prevent and remedy employment discrimination, including employer agreements to make workplace changes, and education and training resources. However, threat of litigation remains a key deterrent.
The number of employment-related lawsuits against employers has been rising, and no company is immune. Of the 110 lawsuits filed in fiscal year 2024:
48 allege violations of the Americans with Disabilities Act.
More than 40 allege employer retaliation against employees, such as termination or failure to promote.
13 cases involve a systemic pattern, practice or policy of discrimination.
Seven or fewer allege discrimination based on age or pregnancy; Title VII sex discrimination based on sexual orientation or gender identity; or sexual harassment of teenage workers
According to the EEOC, enforcement of the Pregnant Workers Fairness Act (PWFA) was an emerging issue for the agency this past fiscal year. The PWFA has been in effect since June 2023. It requires employers to provide reasonable accommodations for women who may face limitations due to pregnancy, childbirth or related medical conditions, including lactation.
The agency also expanded its traditional geographic parameters, bringing more cases in parts of the country that have been historically distant from an EEOC office. As a result, more new cases were filed in places like South Dakota, Utah and Wyoming.
Fines and penalties
Antidiscrimination laws are intended to return victims of proven discrimination back to the same or nearly the same position they were in before their claim.
While the EEOC has not reported the total fines assessed for FY24, there is a limit on the amount of compensatory and punitive damages an employee can recover. The limit varies by the size of the employer, as outlined below:
Employer size
Limit on compensatory/punitive damages
15-100 employees
$50,000
101-200 employees
$100,000
201-500 employees
$200,000
More than 500 employees
$300,000
Another compensatory strategy the EEOC uses is to require the employer to place the employee in a specific job and/or provide back pay and benefits commensurate with the role they would have had if discrimination had not occurred. The employer must also stop the proven discriminatory practices and implement strategies to prevent future discrimination.
Insurance can protect your organization in a discrimination claim
Employment practices liability insurance (EPLI) can help if one of your employees accuses you of unlawful employment discrimination. Even if you’re absolved of any wrongdoing in the end, the costs of defending against a lawsuit can be significant.
Some insurance providers add EPLI coverage as an endorsement to your primary businessowners policy. Others issue it as a stand-alone policy.
What EPLI covers
Most EPLI policies cover the investigatory and legal expenses associated with employee claims of:
Sexual harassment
Discrimination
Wrongful termination or discipline
Failure to fulfill an employment contract
Negligent evaluation or failure to hire or promote
Denial of reasonable career opportunities
Wrongful infliction of emotional distress
Mismanagement of employee benefit plans
EPLI policies also reimburse you for judgments and settlements against you. However, they will not cover punitive damages or any civil or criminal fines.
Your premium for adequate EPLI coverage will depend on your industry, number of employees and recognized risk factors, including previous employment practices lawsuits.
EPLI policies exclude liabilities covered by other insurance policies, such as workers’ compensation.
Understand your responsibilities and policy restrictions
As EEOC claims continue to rise, you may see changes in EPLI policy requirements, exclusions and limits. When you purchase or renew your policy, review all expectations and details with your insurance professional.
Many EPLI policies require you to notify your insurance company as soon as you learn of the potential for an employment dispute. Do not wait for a formal lawsuit. If you do, your EPLI coverage may be denied.
Include limits to your EPLI coverage in your annual budget. EPLI policies can have deductibles of $25,000 to $50,000 or more. If you face a lawsuit, you’ll need to pay this amount before the policy coverage will take over.
Most EPLI policies cover the types of discriminatory violations listed above. However, they often do not cover wage claims. If an employee files a lawsuit related to unpaid salary, overtime, bonuses or commissions, your EPLI policy might not respond.
EPLI policies often require you to use the insurance provider’s preferred legal counsel for claims. When this is the case, you may want to retain your own independent counsel to ensure full consideration and protection of your interests.
If you are concerned about wage and hour claims, you may be able to “endorse” your EPLI policy, meaning add a clause to cover such claims. This will come at an added cost. Talk to your insurance professional about the value of such coverage.
If your business is under pressure to reduce head count and conserve resources, you may face additional employment practices risks. This makes it even more important to put discrimination, wage and hour protocols, and layoff decisions at the top of your risk management considerations.
Need more information?
For support on this topic contact OneGroup HR Consulting at HR Consulting at [email protected]. They can provide best practices on reassignment, including planning, training, communication, and compliance.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
Managing Workers’ Compensation Claims and Ensuring Workplace Safety
In many parts of the United States, winter weather means an increase in workers’ compensation claims. Blizzards, winter storms, snow, sleet, ice and freezing temperatures can lead to various occupational and workplace injuries and illnesses. According to the Bureau of Labor Statistics, there were 20,460 occupational injuries related to snow, ice and sleet in 2017, the most recent year for which statistics are available.
While winter weather hazards can affect any worker, those who work outdoors are most at risk. They include construction workers, first responders, recreation workers and utility workers.
Most common winter workers’ compensation claims
Many of the common winter workers’ compensation claims fall into one of these categories:
Slips, trips and falls: These incidents are a leading cause of death for workers, according to the National Safety Council. The likelihood of these injuries increases when there is ice or snow on the ground. Some common hazards associated with workplace slips and falls include snow and ice on parking lots, stairs, walkways, floors, roadways and sidewalks.
Cold-stress injuries: According to the Occupational Safety and Health Administration (OSHA), cold stress occurs when a person’s skin temperature is driven down and their internal body temperature drops too low. Serious cold-related illnesses and injuries may occur when the body is unable to warm itself. Some can even be permanent or fatal. Cold temperatures, high winds, dampness and cold water all contribute to cold stress. Common cold-stress illnesses and injuries include trench foot, frostbite and hypothermia.
Winter driving: Winter weather can cause hazardous driving conditions. This can increase in workers’ compensation claims related to auto and vehicle accidents.
Snow shoveling and snow removal: Injuries and illnesses include strains and sprains, harm from using equipment, dehydration and even heart attacks, according to OSHA.
Winter workplace injuries don’t just have detrimental effects on the health and safety of employees. They can also increase workers’ compensation claims and costs, increase general liability insurance costs, increase employee absences due to work injuries and lower productivity.
Prevention strategies are key
Fortunately, employers can implement risk management and safety strategies to minimize risk and prevent injuries from snow, ice, storms and other winter weather hazards. These solutions and prevention tools include employee communication and education, safety campaigns, and plans and procedures to be followed during cold weather, snows and storms.
Here are some tips to develop a complete winter workplace safety strategy:
Communication and education
Implement a winter weather communications strategy to advise employees of hazardous weather events.
Create a winter weather safety manual and distribute it to all workers.
Educate employees on the risks of slips and falls during winter.
Consider creating winter storm contingency plans to minimize travel in hazardous conditions. One option is remote work.
Make sure outdoor workers know how to recognize the signs of cold stress.
Safe snow and ice removal
Hire a snow removal company to clear parking lots, sidewalks, stairs and walkways.
Use safe ice and snow melting techniques.
Be aware of the hazards of shoveling snow.
Safety campaigns
Develop a winter safety awareness campaign to communicate procedures and plans.
Use highly visible signage such as caution and warning signs in hazardous areas, indoors and outdoors.
Promote safe operations of all winter equipment, including plows and snowblowers.
Winter weather safety gear and clothing
Make sure outdoor employees wear appropriate clothing and other protective equipment during cold weather.
Be aware of OSHA requirements for providing personal protective equipment for workers. Protective winter gear may fall into this category.
Equipment and vehicles
Ensure that workplace vehicles and heavy equipment are inspected and properly working for winter weather conditions.
Equip vehicles with emergency safety and weather kits.
Make sure drivers are properly trained to operate vehicles in winter weather conditions.
Remember that the common cold, influenza and other communicable illnesses associated with the winter are not covered under workers’ compensation. Train your employees to practice excellent hygiene during winter to avoid lost work time due to preventable communicable disease. Vaccinations are also important. You may wish to provide flu shots on site.
Your human resources department or safety manager can consult with various resources to create and implement winter safety plans and programs. These may include the National Safety Council, OSHA or your insurance provider. By taking a proactive approach to winter safety and risk management, you can protect your workers and create a safe work environment regardless of the weather.
Contact Us
To learn more about unique public sector risks and how to address them, contact our OneGroup Municipality team.
Matt Maguire, Regional President, North Country at [email protected].
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
Insights from Our Recent OSHA Recordkeeping and Reporting Webinar
As we kickoff the new year, it’s crucial for employers to grasp the fundamentals of OSHA recordkeeping requirements. During our recent OSHA Recordkeeping and Reporting webinar, OneGroup’s Vice President of Risk Management, Megan Coville, delved into the essential aspects of OSHA recordkeeping, severe incident reporting, and electronic data submissions. Here are the key takeaways:
OSHA Recordkeeping Requirements
Most employers are mandated to maintain OSHA injury and illness records, with some exceptions for small employers and low-hazard industries. There are three primary OSHA forms that employers must maintain: the OSHA 301 Incident Report, the OSHA 300 Log, and the OSHA 300A Annual Summary. Employers need to record work-related injuries and illnesses that result in days away from work, restricted work, job transfers, medical treatment beyond first aid, or meet other specified criteria outlined in the OSHA 300 Log Recordability Flowchart.
Severe Incident Reporting
Employers must report to OSHA within 24 hours any work-related inpatient hospitalizations, amputations, or losses of an eye. Work-related fatalities must be reported to OSHA within 8 hours, or if they occur within 30 days of a work-related incident. Failure to report severe incidents can result in significant fines.
Electronic Reporting
Large employers who have 100 or more employees and certain sized high-hazard industries are required to report an array of information to OSHA by March 2nd. This data is to be electronically reported through the OSHA Injury Tracking Applicaiton (ITA) and may include information off of all OSHA forms (301, 300, 300A).
Staying Compliant
The OSHA recordkeeping and reporting requirements can be complex, but employers have resources available to ensure they are compliant with the most up to date changes. If you have any questions about your company’s obligations, please feel free to reach out to our dedicated risk management team.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
Navigating Medicare can be complex, but understanding key election periods is crucial for making informed decisions about your healthcare coverage.
Making the right Medicare choices can significantly impact your healthcare and financial well-being. While many people think Medicare changes can only be made once a year, there is actually more flexibility in timing than you might realize. Knowing when and how you can make changes to your plan is essential. Here’s a breakdown of some key Medicare election periods:
Initial Enrollment Period (IEP)
The Initial Enrollment Period is the first opportunity for most people to sign up for Medicare. It begins three months before you turn 65, includes your birthday month, and extends three months after. During this seven-month window, you can enroll in Medicare Part A (hospital coverage) and Part B (medical coverage).
General Enrollment Period (GEP)
If you missed your Initial Enrollment Period, the General Enrollment Period offers another chance to sign up. It runs from January 1 to March 31 each year, with coverage starting on July 1. However, enrolling during this period may result in late enrollment penalties.
Special Enrollment Periods (SEPs)
Special Enrollment Periods are available for individuals who experience certain life events, such as moving to a new area, losing employer coverage, or qualifying for Medicaid. These periods allow you to enroll in or make changes to your Medicare plan outside of the standard enrollment periods.
Annual Enrollment Period (AEP)
The Annual Enrollment Period occurs from October 15 to December 7 each year. During this time, you can make changes to your Medicare Advantage (Part C) or Medicare Prescription Drug (Part D) plans. Any changes made during AEP will take effect on January 1 of the following year.
Why Understanding Election Periods Matters
Knowing when you can make changes to your Medicare coverage ensures you don’t miss out on important benefits and helps you avoid potential penalties. By staying informed about these election periods, you can make timely decisions that best suit your healthcare needs.
At OneGroup, we’re here to provide you with the resources and support you need to navigate your Medicare options confidently. Our Medicare specialists can help you understand when and how to enroll in Medicare Parts A & B, explore Medicare Advantage Plans and Medicare Supplement Plans for additional benefits like dental, vision, and hearing services, and provide professional guidance every step of the way to ensure you make the best choices for your healthcare needs.
For more information
Click here to get in touch OneGroup’s Medicare team for more information.
We are not a government agency. We are licensed insurance agents who discuss insurance programs such as Medicare Advantage, Medigap, and Medicare Part D Prescription Drug Coverage. Any information we provide is limited to those plans we do offer in your area. Please contact Medicare.gov or 1-800-Medicare to get information on all of your options.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
What rates are change and how to manage reimbursements.
As of January 1, 2025, the standard mileage rates for the use of a car (also vans, pickups or panel trucks) are:
14 cents per mile driven in service of charitable organizations; the rate is set by statute and remains unchanged from 2024.
70 cents per mile driven for business use, up 3 cents from 2024.
21 cents per mile driven for medical purposes or moving purposes for qualified active-duty members of the Armed Forces, the same amount as in 2024.
These rates apply to electric and hybrid-electric automobiles, as well as gasoline and diesel-powered vehicles. The IRS provides additional info here.
The IRS says the standard mileage rate for business use is based on an annual study of the fixed and variable costs of operating an automobile. The rate for medical and moving purposes is based on the variable costs.
Employees, those who are self-employed and others use the IRS rates to calculate tax-deductible expenses, such as operating a vehicle for business, charitable work or medical purposes, or moving. The rate is also used by the federal government and many businesses to reimburse employees for work-related mileage when they use their personal vehicles.
How to manage employees’ mileage reimbursements
Employers may set a mileage reimbursement rate that is more or less than the IRS rate, but many businesses opt to use the rate the IRS sets.
Whichever you choose, consider how state and local laws may impact your compliance obligations concerning employee reimbursements. Nearly a dozen states, plus the District of Columbia, have laws governing employee expense reimbursements:
California
Illinois
Iowa
Massachusetts
Minnesota
Montana
New Hampshire
New York
North Dakota
South Dakota
Washington
Local wage theft laws could apply, too. For example, in Seattle, business expenses are included in employee compensation.
And if you have a written policy on employee expense reimbursements, you could be legally bound to follow that policy. In other words, if you stray from your policy, you could face legal liability.
As a best practice, take time to:
Review your policy and make sure it explains the types of activities that generally are eligible for reimbursement. For instance, normal commuting time is not generally eligible for mileage reimbursement. But an employee running a special errand for work using their own vehicle would be.
Educate your employees about your policy on mileage reimbursements. Make sure they understand how reimbursements are calculated, the process for requesting a reimbursement, and the timing and method of payment.
Encourage employees to use a mileage-tracking application. This will make it easier to log miles.
Invest in software that automates expense tracking and calculates mileage reimbursements based on a rate you set. This could save you and your employees the headache of manually tracking mileage.
Decide whether a fixed and variable rate plan or a flat vehicle allowance is right for your business.
Whichever reimbursement method you choose, make sure you do your homework on applicable state and local laws.
Need more information?
For support on this topic contact OneGroup HR Consulting at HR Consulting at [email protected]. They can provide best practices on reassignment, including planning, training, communication, and compliance.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
Maximize the Impact of the Webinar: Materials and Highlights
Thank you for your interest in the OSHA Recordkeeping and Reporting webinar! You can access the materials below to answer any questions you may have. Need more guidance? Please feel free to reach out to our dedicated Risk Management team, [email protected], or [email protected] for further assistance.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
New laws provide employers with greater flexibility in their reporting obligations.
On Monday, December 23, 2024, President Biden signed into law two bills, H.R. 3797 (the “Paperwork Reduction Act”) and H.R. 3801 (the “Employer Reporting Improvement Act”), which will positively impact applicable large employers (“ALEs”) and other entities required to furnish forms 1095-B or 1095-C to individuals.
Background
Under the Affordable Care Act, ALEs (i.e., employers who have employed an average of 50 or more full-time equivalent employees in the prior year) must file forms 1094-C and 1095-C with the IRS and furnish forms 1095-C to full time employees. In addition, sponsors of self-funded plans must furnish forms to covered individuals. The furnishing deadline is generally March 1 of each year.
Further, the IRS issues a penalty letter (Letter 226J) when an employee of an ALE receives a premium tax credit for Marketplace coverage and the ALE reports the employee as full-time without a qualified reason as to why affordable health insurance was not offered. An ALE’s response to Letter 226J is generally due 30 days from the date of Letter 226J. If the ALE does not respond timely to Letter 226J or any reminder letter, the IRS will assess the amount of the proposed penalty and issue a notice and demand for payment.
Summary of the New Laws
The Paperwork Reduction Act considers employers to meet their requirement to furnish form 1095-B or 1095-C to employees if the following conditions are met:
The employer or reporting entity (e.g., insurance carrier) provides a clear, conspicuous, and accessible notice that any individual who is otherwise required to receive the form 1095-B or 1095-C can request a copy, and
The employee can request a copy of the form, which the employer or reporting entity must provide no later than the later of:
January 31 of the year following the calendar year for which the return was required to be made, or
30 days after the date of such request.
The Paperwork Reduction Act is effective for calendar year 2024 forms that are required to be furnished to employees in 2025.
The Employer Reporting Improvement Act allows employers to provide form 1095-B or 1095-C to individuals electronically if they have consented to receive it electronically. It also allows employers to use an individual’s date of birth, in lieu of a social security number, if the social security number is not available when completing the forms, except when reporting the employee on form 1095-C.
In addition, the Employer Reporting Improvement Act provides employers more time to respond to IRS ESRP letters. In many cases, employers are given approximately 30 days to respond to an initial ESRP letter from the IRS; however, the new law requires the IRS to give employers 90 days to respond to the initial letter before the IRS can take any action against the ALE. This gives employers significantly more time to review Letter 226J and gather the necessary data to prepare an appeal. The law applies to assessments proposed in taxable years beginning after the enactment of the law, so initial Letters 226J sent after December 23, 2024. It will not extend the deadline for Letters 226J already sent to employers before December 23, 2024.
Finally, the Employer Reporting Improvement Act established a 6-year statute of limitations, beginning from the date the forms 1094-C and 1095-C were required to be filed (or the date they were filed if filed after the filing deadline) for the IRS to seek an ESRP. This portion of the law is effective for the 2024 tax year forms (which are due in 2025) and beyond.
Next Steps for Employers
While these new laws are currently effective, it is important to note that none of these changes impact an ALE’s obligation to (1) offer affordable, minimum essential coverage meeting minimum value requirements to its full-time employees, or (2) file forms 1094-C and 1095-C with the IRS by the applicable filing deadline.
ALEs are, however, afforded more flexibility when furnishing these forms to their employees or former employees, and more time is permitted when responding to initial IRS ESRP letters.
Further, while ALEs are given more time to respond to IRS Letters 226J, they should ensure they have a process in place to identify the letters, ensure the letters are routed to the appropriate person at the company, and timely respond to the letters.
Thus, ALEs and other reporting entities such as sponsors of small, self-funded plans should:
Be aware of the changes applicable to using an individual’s birthdate in lieu of a social security number when completing the filing.
Work with their filing vendors to determine whether they can amend current contracts to eliminate the mail furnishing provisions if they do not want to furnish the forms by mail.
If they will be furnishing the forms or notice electronically, work with their filing vendor, payroll provider, or their benefit administration system to notify individuals of how and where to access their form 1095-B or 1095-C.
Ensure they have processes in place to ensure any Letters 226J are appropriately and timely routed to the correct department and responded to timely.
Also, because this does not change an ALE’s obligation to file forms 1094-C and 1095-C with the IRS, they should recall that all forms must be filed electronically for any company that files 10 or more returns with the IRS, which includes most tax forms required to be filed by the company.
This alert was prepared for OneGroup by Barrow Weatherhead Lent LLP, a national law firm with recognized experts on the Affordable Care Act. Contact Stacy Barrow or Nicole Quinn-Gato at [email protected] or [email protected].
The information provided in this alert is not, is not intended to be, and shall not be construed to be, either the provision of legal advice or an offer to provide legal services, nor does it necessarily reflect the opinions of the agency, our lawyers, or our clients. This is not legal advice. No client-lawyer relationship between you and our lawyers is or may be created by your use of this information. Rather, the content is intended as a general overview of the subject matter covered. This agency and Barrow Weatherhead Lent LLP are not obligated to provide updates on the information presented herein. Those reading this alert are encouraged to seek direct counsel on legal questions.
Important compliance updates in 2025 are coming. Are you ready for the upcoming changes?
Medicare Part D Changes
In 2025, there is a new enhanced Part D benefit design that may impact the creditable status of the prescription drug coverage provided under employer sponsored group health plans. Are you prepared to determine your plan’s status as creditable or non-creditable for the upcoming plan year?
Nondiscrimination Testing for Cafeteria Plans and Self-Insured Plans
Avoid potential employee relations and imputed income issues by conducting testing and making any adjustments prior to year-end for §125 cafeteria plans, health and dependent care FSAs, HRAs, and other self-insured plans. Corrections cannot be made after year-end!
HIPAA Privacy Manuals Must be Updated for 2025
As of January 1, 2025, all plans subject to HIPAA Privacy, including self-funded medical plans, health FSAs, and Health Reimbursement Arrangements (HRAs), must include provisions securing rights to privacy regarding reproductive healthcare information. If you have not yet updated your HIPAA Privacy Manual to comply with these new rules, we are here to assist you. For support in ensuring your manual meets the latest requirements, contact OneGroup.
ACA Reporting – the Most Heavily Enforced Provision of the ACA
If you employed an average of 50 or more full-time equivalent employees in the prior calendar year, you’re an applicable large employer (ALE) and are subject to ACA reporting (forms 1094-C and 1095-C). These forms must be filed electronically! Be prepared to e-file for 2024 in the first quarter of 2025.
Form 5500 Applies to Large Health & Welfare Plans
Most small health and welfare plans are exempt from filing a form 5500; however, once a plan has 100 or more employees participating on the first day of the plan year, the plan must file a form 5500 by the last day of the seventh month following the end of the plan year. This applies to all ERISA plans.
Contact Us
At OneGroup, we prioritize keeping you informed of legislation and compliance updates through our comprehensive service model. We work as an extension of your HR team throughout the year, allowing you to focus on your core responsibilities. Reach out to our Employee Benefits team and we’ll be happy to help.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
