Page 4 - AUG 2013 COPE

ISSUE YOUR
08 EMPLOYEE BENEFITS &
Industry Trends PPACA COMPLIANCE
RESOURCE
AUG 2 01 3

More and more employers are becoming anxious about compliance concerns surrounding their em-
ployee benefits—specifically health care insurance. Don’t wait until the last minute, be pro-active
and sign up for one of the many employer seminars/webinars facilitated by Salus Group.

(continued from front cover) Upcoming Events—Health Care Reform Meetings/Webinar
2013, the DOL an- PEOPLE ARE this issue
PEOPLE ARE
nounced mandated RAVING ABOUT IT
September 10, 2013—Moon Chapter of Credit Unions PPACA Events for CUs with RAVING ABOUT IT IMPORTANT NEWS P.1
changes to the qualifying
50+ FTEs. Muskegon Community College. 6—8 PM KYC —Keeping You Compliant P.2
2
event COBRA notice. Employee benefits compli-
(4) SBCs and updated SPDs ance services from Salus Compliance Question of the Month P.3
Group—Compliance Over-
must be provided to par- September 13, 2013—Oakland County Chapter of Credit Unions PPACA Events for sight Program for Employers Industry Trends & Upcoming EventsP.4
ticipants at open enroll- CUs with 50+ FTEs. Genisys CU, Auburn Hills, MI. 8:30 AM (COPE).

ment. COPE is a unique program
October 1-2, 2013—MCUL HR & Trainers Institute, Soaring Eagle Casino & Resort available to only Salus Group
What Is Next For Employers with ACA?
clients which combines sever-
IF YOU ARE A al important and time- What Is Next For Employers with ACA?
IF YOU ARE A
PARTICPANT IN OUR consuming services to free Other than unexpected announcements 1, 2013 . (For Salus Group clients on
PARTICPANT IN OUR
COPE PROGRAM, THESE Click here for more information, registration and other new dates and times. you of the hassle and devote like the one on July 3rd which delays out COPE program, this notice will be
COPE PROGRAM, THESE
more time you’re your busi-
REQUIREMENTS WILL BE ness. the reporting aspects of ACA for large provided to you and/or delivered to
REQUIREMENTS WILL BE
PROVIDED TO/FOR YOU. Services in the COPE pro- employer groups, we should all be your employees by September 15th).
PROVIDED TO/FOR YOU.
gram include: thinking about the following mandates (2) New-Hire Wait Period Change—in
New-Hire Wait Period Change
Preparation of, and updates and strategies. order to comply with ACA, plans re-
COPE Issue 7 AUG 2013 A Salus Group Publication © Copyright 2013 All Rights Reserved to, your Health & Welfare Plan newing on 01/01/2014 and after must
Document/SPD.
Marketplace Notice to Employees
(1) Marketplace Notice to Employees have a new-hire wait period of no
Distribution of mandates no- — this is the notice that was due on more than 90 days. This means, your
tices to employees March 1, 2013 and was postponed. new hire wait period must be one of
COBRA services for employ- On July 18th the Department of La- the following: (a) date of hire; (b) first

ers who must offer COBRA
What Do You Think About COPE? Administration of all carrier bor (DOL) released it model ver- of the month following date of hire; (c)
What Do You Think About COPE?
31st day following date of hire; (d) first
sions of this notice along with its
business written by Salus
Group deadline. There are two (2) ver- of the month following 30 days follow-
We are confident you will like the new name, the new format and added infor- sions of the notice—one for employ- ing date of hire; (e) 61st day following
Consolidated billing of all in-
mation. Your comments and suggestions are always welcome. surers through Salus Group ers offering health coverage and the date of hire; or (f) 91st day follow-
another for those who will not offer ing the date of hire. In addition to
Let us know. Send your comments and suggestions to Jim Fournier, Compli- ...and much more. coverage. Along with the model changing this with your carrier, your
ance Officer, at Salus Group, COPE@thesalusgroup.com . The largest advantage to COPE versions was the announcement plan documents must be updated as

is the preparation and mainte- that the appropriate notice must be well).
nance of your mandated plan delivered to employees (both full- (3) New COBRA Notice—a new COBRA
New COBRA Notice
document for Health and Wel- time and part-time) no later than notice for a qualifying event becomes
fare Plans.
September 30, 2013. In addition, effective on 01/01/2014. On May 18,
(continued on back cover)
This is not a new requirement, this notice must be given to all new- (continued on back cover)
but enforcement of ly-hired employees (both full-time

CONTINUED ON BACK and part-time) beginning on October
CONTINUED ON BACK