http://www.infinisource.net/Rss/Rules-Regulations.ashx Rules-Regulations - News & Review 10 In the past, administering debit cards for Section 132 Transportation Plans was like driving the German Autobahn. Few limitations existed beyond some general regulations issued before the advent of debit cards. http://www.infinisource.net/news/stories/new_review20061211-2.asp 11 Dec 2006 Our communications increasingly take electronic form. Recognizing this reality, IRS recently published final regulations on the use of electronic media for providing employee benefit notices and making employee benefit elections and consents. http://www.infinisource.net/news/stories/new_review20061106-2.asp 06 Nov 2006 The Department of Labor (DOL) finalized its Form 5500 regulations in late July, pushing back the deadline for electronic-only filings another year and providing a preview of things to come. The major difference between the Proposed Regulations issued last year and the Final Regulations is that the electronic-only filing requirement has been delayed for an additional year. It is now effective for plan years that begin on or after January 1, 2008. This regulation impacts all plan sponsors of ERISA welfare and pension benefit plans, including group health plans. Recall, that while Technical Release 92-01 exempted Cafeteria Plans from 5500 filing, the requirement still exists for the component plans offered through a Cafeteria Plan (e.g., group health plans). http://www.infinisource.net/news/stories/new_review20060804-5.asp 04 Aug 2006 Infinisource, Inc. is urging its COBRA administration clients to do a blanket mailing of the new COBRA General Notice. This mailing will ensure clients’ COBRA program is up-to-date with the 2004 DOL Final COBRA Notice Regulations and providing the most protection possible. http://www.infinisource.net/Infinisource/stories/blanket1.asp 14 Dec 2004 Making a grand entrance into the required COBRA notice stage is the Termination Notice. Prior to the Final Notice Regulations, released May 2004, a Termination Notice was not required. These new rules have made it a required notice causing many to scramble to include this notification prior to the new plan year, which could be as early as November 26, 2004. http://www.infinisource.net/Infinisource/stories/term1.asp 20 Oct 2004 The General Notice (formerly referred to as the Initial Notice) never got much of a spotlight until the Final COBRA Notice Rules & Regulations were released in May 2004 by the Department of Labor (DOL). Most discussions and lawsuits revolved around the Qualifying Event Notice. This notification seemed to be the forgotten stepchild in what was important under COBRA. However, the rules added a lot of weight to the General Notice. http://www.infinisource.net/Infinisource/stories/cobra1.asp 15 Sep 2004 The 2004 Final Notice Regulations did not change the requirements regarding the covered employee or Qualified Beneficiary’s responsibility to notify the administrator of specific events. It did add a new notice should an individual request COBRA coverage based upon these events and not be eligible – the Notice of Unavailability. http://www.infinisource.net/Infinisource/stories/regs6.asp 16 Aug 2004 Summer is upon us, along with thoughts of sun, sand, fun and compliance with the Final Notice Regulations released by the Department of Labor (DOL) on May 26, 2004. Employers need to comply with the new rules on the first day of the plan year that begins after November 26, 2004. Infinisource reviewed its notices upon release of the 2003 Proposed COBRA Regulations and a majority of the required obligations were already met at that time. With the release of the final rules, Infinisource has had COBRA experts and legal counsel reviewing everything and steps have already begun to become compliant prior to the specified date. http://www.infinisource.net/Infinisource/stories/regs5.asp 14 July 2004 New COBRA notices, minimum standards for timing and contents of notices, procedure requirements, clarifications and model notices filled the pages of final rules regarding requirements for COBRA notices. The Department of Labor (DOL) released the final regulations on May 26, 2004. http://www.infinisource.net/Infinisource/stories/regs4.asp 16 June 2004 On May 26, 2004, nearly 18 years after COBRA was enacted, the Department of Labor (DOL) released final notice rules that are almost one year after the proposed regulations were published. COBRA was enacted in 1986 and the IRS did not release final regulations until 1999 and 2001. Those regulations did not include any guidance on what notices should include or any type of model notice for employers to use to comply with the regulations. Many complaints pushed the DOL to give more guidance on what should be incorporated in continuation notices. http://www.infinisource.net/Infinisource/stories/regs3.asp 26 May 2004 Employers have struggled with the meaning of gross misconduct when it comes to COBRA regulations since the employer law was ratified in 1986. It appears that struggle will continue since the IRS has decided it won't issue a formal definition for the term. http://www.infinisource.net/Infinisource/stories/gross1.asp 27 Feb 2004 The US Department of Labor’s Employee Benefits Security Administration (EBSA) announced additional time for employers to comply with upcoming final regulations on COBRA notice provisions. Originally, the proposed regulations stated that after regulations were in their final form they would be effective and applicable as of the first day of the first plan year that occurs on or after January 1, 2004. http://www.infinisource.net/Infinisource/stories/regs2.asp 19 Sep 2003 On May 28, 2003, the DOL issued proposed regulations to clarify and, in some cases, expand obligations for providing notices required under COBRA, and issued model general (initial) and COBRA Continuation Coverage Election (Qualifying Event) notices. http://www.infinisource.net/Infinisource/stories/regs1.asp 20 Jun 2003 Eighteen years after COBRA was enacted, the Department of Labor this morning released proposed regulations for notice requirements. The proposed rules set minimum standards for the timing and content of notices required under continuation coverage provisions and establishes standards for the distribution of notices. The regulations also provide two model notices. http://www.infinisource.net/Infinisource/stories/notice1.asp 29 May 2003