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Health and Welfare Plans

We're Your Comprehensive Health and Welfare Counsel

Healthcare and welfare benefits have become increasingly important and complex, particularly because the Affordable Care Act (ACA) ushered in new regulations requiring guidance. As experts working with employee benefits exclusively, Employee Benefits Law Group is uniquely able to help you navigate this changing landscape.

We offer a full suite of services that ensure your health and welfare benefit plans are effective and compliant.

We help employers, their other advisors and plan fiduciaries design strong and cost-effective employee health and welfare benefit plans. We can help you with all aspects of plans, including design, documentation, compliance and tax issues.

We can help you manage the entire spectrum of employee welfare benefits, including:

  • Major medical plans that are either fully insured or self-insured
  • Other health plans, such as dental, vision, prescription, medical expense reimbursement plans (MERPs) and health reimbursement arrangements (HRAs)
  • Retiree health plans
  • Cafeteria or flex plans, including health flexible spending arrangements (FSAs) and dependent care assistance programs (DCAPs)
  • Group-term life insurance
  • Disability benefits

Options That Work

If you want or need to fund benefits through the use of trusts that qualify either as taxable ERISA trusts, nontaxable voluntary employees' beneficiary associations (VEBAs) or governmental Code section 115 trusts, we can help. We know how to get you IRS and FTB tax exemptions for trusts that qualify as VEBAs, and we have deep understanding of the unrelated business taxable income (UBTI) rules for otherwise tax-exempt trusts.

Compliance Is Paramount

The ACA has statutory requirements that may apply to your employee welfare benefits. We will analyze your offerings to help you to ensure that you're compliant with the complex controlled group rules, common control rules and affiliated service group rules.

"An interesting side effect of the ACA's requirements is that employers are becoming familiar with the controlled group, common control and affiliated service group rules that treat all employees of related employers as if they were employed by a single employer. We assist employers in understanding how these complex rules affect not only their medical plans, but almost all of their other employee benefits as well."

– Ken Ruthenberg, Employee Benefits Law Group Shareholder