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June 2024
Lewandowski v. Johnson and Johnson -Chapter Three
Chapter Three: Where Oh Where is the Plan Document – Summary Plan Description…
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May 2024
Lewandowski v. Johnson and Johnson -Chapter Two
Chapter Two: The Judge Letters, Memorandum on Dismissal – We’ve only just begun…
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April 2024
Lewandowski v. Johnson and Johnson - the beginning of a new ERA
Lewandowski v. Johnson & Johnson
Chapter One: The Beginning of a New Era
Prescription Drug Fiduciary and Document Claims Are Here to Stay -- Time to Study, Learn, Prevent and Succeed -
January 2024
Updated 2024 Health and Welfare Plan Limits
EZ ERISA is pleased to announce the updated Health and Welfare Plan Limits for 2024! Additional limits and limits for prior years can be found on the IRS website.
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May 2023
To Wrap Or Not To Wrap? That is the Question
EmployersandPlanAdministratorsofemployeebenefitsplanssubjecttothe EmployeeRetirementIncomeSecurityActof1974,asamended(“ERISA”)facesubstantiallegalandfinancialrisksforfailingtomaintainacompliantPlanDocumentandtoprovideplanparticipantswithacompliantSummaryPlanDescription(“SPD”).ManyEmployersandPlanAdministratorsmistakenlybelievethatotherdocumentssuchastheinsurancecertificateofcoveragearesufficienttosatisfyERISA’sPlanDocumentandSPDrequirements.Thisisrarelytrue.WhatdoessatisfytherequirementsofERISA,however,iswhatiscommonlyreferredtoasa“WrapDocument.”ThisarticleexplainsthebasicsofthePlanDocumentandSPDrequirementsandarticulateswhythecreationofawell-designedWrapDocumentcanlessentheburdenimposedbytheseimportantlegalduties.
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February 2023
The Stolen Laptops - HIPAA Horror Story #27
Areyoureadyforyourclient’sreaction? Twoweeksago,anEZERISAPartnercalledusinapanic.OneoftheirclientshadthreeHumanResourceemployeesintownvisiting.TheywereatthelocalDenny’senjoyingtheirmorningcoffeeandbreakfast.WhentheywenttoleaveforthemeetingwithourPartner,theynoticedthepassengersidewindowwasbrokenandpapershadbeenthrowneverywhere.Theirlaptopsandbriefcaseshadbeenstolen,includingalloftheiremployeeopenenrollmentdata!
AHIPAAemergency?... -
January 2023
HIPAA Policies Are Not Optional
YouHaveHandbookandPoliciesforHolidays,ButNoHIPAAPolicytoProtectYourEmployee’sHealthInformation?Huh?
Allemployerswhosponsorgrouphealthplans,regardlessofwhethertheyareself-fundedorfullyinsured,havesubstantialobligationsundertheHealthInsurancePortabilityandAccountabilityActof1996(“HIPAA”).Complyingsimplyisn’toptional,andthefailuretodosomayresultinsignificantexposureandsubstantialliability.
Mostbusinesseshaverulesandprotectionsinplaceintheformofanemployeehandbookthatdetailtherelationshipbetweentheemployerandtheiremployees.Whythendosomanyplansponsorsignoreanessentialcomponentofthatrelationshipbyfailingtoprovidepoliciesandrulesregardingtheuseanddisclosureofprotectedhealthinformation(“PHI”)underHIPAA?
IsitbecauseemployersandtheirHumanResourcestaffdonotknowthatPHImustbeprotectedunderyourgrouphealthPlan?Isitthecost,timeanddifficulty?Allofthatcanbesolved.
ThisarticleexplainsthecriticalneedforaHIPAApolicythatworksforyourgrouphealthplan,coveredemployeesanddependents,andunderscorestheneedforgrouphealthplansponsorstohaveappropriateHIPAApoliciesandprocedures,aswellasBusinessAssociateAgreements,inplacetocomplywiththeHIPAArequirementsandreducetheirexposure.
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