Volume 5, Number 11



Health Care Reform Updates

Quick! Check Your Flex



December 31 is the deadline

to amend flex plans to reflect the 2014 contribution limit of $2,500. While most plans were amended long ago, it's a good idea to check your document today to be sure.


Enlighten CCR_Pay or Play
Disallowed Pay or Play Tactics
E is for ERISA

The popular Internet blog, E is for ERISA , published a chart of impermissible employer pay or play strategies. Prominent among the impermissible strategies is reimbursement of employee premiums, whether pre- or post-tax, for insurance purchased through a marketplace. Offering cash as an incentive to a high-risk employee to opt out of the employer's plan is also forbidden.


Contract, Compliance & Research

2015 Contribution Limits

The Society for Human Resource Management


Having trouble keeping track of the new 2015 contribution limits? The Society for Human Resource Management has collected all of the new contribution limits, from health FSAs to adoption, in a single article.




Enlighten Legisl_FAQ

HSA Contributions and Medicare Eligibility


Question: An employee is turning age 65 next month and will be eligible for Medicare. Can we still contribute to his health savings account (HSA)? What about his spouse's HSA?


The Employee: The term "Medicare eligible" is different from being enrolled in Medicare. His HSA eligibility won't end if he is merely eligible for Medicare, but it will end if he enrolls. Since this person will stay employed past age 65, he might want to consider declining Medicare (Part A and Part B) so he can continue to make HSA contributions. AARP has an information piece.

The Spouse: If the employee becomes covered by Medicare (enrolled in either Part A or Part B), he can no longer make contributions to the spouse's HSA. Similarly, the employer cannot make contributions to the spouse's HSA. If the spouse remains covered by an HDHP, then the spouse can open an HSA even if the employee is ineligible.  So, let's say he enrolls in Part A and also is covered for family coverage through the employer plan. The spouse would be able to make HSA contributions to her account on behalf of both spouses. Here's a resource that provides more details.
Enlighten Header_Wellness
Enlighten Wellness_woman
More on Honeywell and the EEOC

Employee Benefits News


After a court in November denied the EEOC's (Equal Employment Opportunity Commission) request for a restraining order and injunction against Honeywell, industry experts have had time to analyze the details of both the complaint and Honeywell's defense.

"The problem, put simply, is that without telling anyone what the rules are, the EEOC has begun to challenge a subset of popular wellness programs, the design of which is expressly sanctioned by the ACA." Click here to read more, and don't miss the link toward the end of the article for some practical advice for the design, communication and administration of wellness programs.

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Client Reminder: More information regarding Health Care Reform and other benefit resources is available on the HR360 website, available to BSG clients under the "Resources" menu of your HR Express website.
BSG subscribes to this service for your benefit. If you would like to learn more regarding this resource, please contact your account management team at BSG.
Additional Tools:
  • Pay or Play Toolkit
  • 2014 Health Care Reform Checklist
  • Performance Review Builder


Click here to view previous articles. 

Click here to view HCTrends library. 












Enlighten is published by The Benefit Services Group, Inc. (BSG®), and is provided free of charge to select BSG client representatives and associates.


By providing links to other sites, BSG does not guarantee, approve or endorse the information or products available at these sites, nor does a link indicate any association with or endorsement by the linked site to BSG.


The preceding is not intended to be and is not offered as legal advice. We are prohibited from the practice of law. Compliance is the responsibility of the employer or Plan sponsor and affected employees who should seek their own legal counsel regarding questions about information presented in this newsletter.


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