What does a company need to consider when deciding whether to “pay” the penalties or “play” by providing coverage to employees?
How do controlled-group relationships affect a company’s obligation to provide health coverage under the “employer mandate”?
Can an employer reimburse employees for their individual health coverage premiums instead of offering a health plan?
What happens to COBRA under health care reform now that everyone can get coverage on the exchanges?
How are employers with a partly unionized workforce affected by the employer mandate?
How does a company deal with employees who have irregular hours, employees who come and go, and employees who change status from benefits-eligible to non-benefits-eligible positions?
Does HIPPA apply to health plans as well as to medical providers?
How does HIPPA apply to a group health plan?
Who are “business associates” and what are their obligations under HIPAA?
What is a wellness plan?
How can an employer make sure its wellness plan complies with the various rules and regulations?
What is an example of what an employer can do safely? What is on the edge?
Why is the recent EEOC v. Honeywell International case important for employers that sponsor wellness plans?
Why are most health and welfare benefits subject to ERISA?
What does that mean for employers that sponsor them?
How can an employer be prepared for a Department of Labor audit of its benefit plan?
How does Medicare interact with employer-sponsored group health plans?
What is your experience in this area of law?
How did you decide to go into the legal profession?
What is the most rewarding aspect of your practice?
Where did you go to law school, and what was the impact your school had on your legal education?
Do you practice in other areas of the law?
Talk about Gray Plant Mooty’s practice group in this area