Producers
Each year on April 2, the International Foundation of Employee Benefit Plans (IFEBP) champions the effort to recognize all those who participate in the employee benefits industry and their hard work. As an IFEBP member, Flexible Benefit Service LLC (Flex) wants to thank you for your business and remind you to participate in the festivities, as well.
Applies to those who have started the enrollment process and experienced an error
Let José walk you through what a Health Savings Account (HSA) is.
This high-level overview shows some things that HSA money can be used for along with maximum contributions for 2014.
Click through the slides below for the details and feel free to share with a friend.
Last week, the Obama administration released several new Affordable Care Act (ACA) guidelines. Of particular note, any individual or small group with a non-ACA compliant plan will be able to keep that plan in place for additional time.
Can people apply for individual health coverage after Mar. 31, 2014?
Only those individuals that experience a qualifying event can sign up for a qualified health plan mid-year after March 31st. Most qualifying events will create a special enrollment period that lasts for 60 days.
Today is the last day of February which means we are only one month away from the end of the first open enrollment period for individual health plans. March 31st is the last day that individuals can sign up for coverage without a qualifying event, but there is one big question that is still looming – Will the open enrollment period get extended to a later date?
When it comes to Health Savings Accounts (HSAs), one of the most common questions we hear is, “Can people aged 65 and older contribute to an HSA?” Many people would answer no to this question, but that is not always the case.
The fact that someone turns 65 does not automatically disqualify him from making contributions to an HSA, but enrollment in Medicare does.
Yesterday, IRS officials made a significant announcement that impacts the Employer Shared Responsibility requirements, also known as the Employer Mandate. New guidance issued by the IRS confirms that a new phased approach will be utilized to implement it.
The new approach has 3 significant changes to the previously written rules: