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Associated Benefits and Risk Consulting - Compliance

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Do you know which benefits you offer are continue-able?

One of the compliance obligations that comes with offering employee benefits is the requirement to offer certain participants in certain plans the opportunity to continue coverage for some period of time in certain circumstances when coverage would otherwise have been lost. But which employers have to offer continuation? On which plans? When? To whom? For how long? The answers to these questions depend on several factors.

Coming up with a COVID-19 vaccination strategy that works for your business

In addition to COVID-19’s deadly impact on our population, it has also hit many businesses hard. Not only have there been customer declines and governmental shut-down orders, but employers have had to manage through a myriad of COVID-related employee absences. Fortunately, hope may be on the horizon, as the U.S. Federal Drug Administration (FDA) is approving vaccines for wide distribution. However, with hope comes challenge, as businesses now need to decide whether and how they will make employee vaccinations part of their COVID response planning.

The Families First Coronavirus Response Act - Will it stay or will it go?

The Families First Coronavirus Response Act (FFCRA), passed in March of 2020, provides up to 80 hours of emergency paid sick leave (EPSL) and up to 12 weeks of expanded Family and Medical Leave Act leave (EFMLA) to eligible employees. Although certainly not easy for businesses to administer, the FFCRA has provided many employers and their workers with vital additional paid leave options for pandemic-related absences including time off due to COVID-19 related exposures and illnesses and to take care of children whose schools or daycares were closed due to the pandemic. The FFCRA is set to expire on December 31, 2020.