The document provides information about pre-retirement planning for UT employees, including eligibility for UT retiree health benefits, basic and optional coverage options, how UT Select works with Medicare, employment after retirement, and resources for additional information. It also summarizes eligibility requirements and benefits for the Teacher Retirement System of Texas (TRS), including membership, service credit, retirement tiers, and how to calculate retirement benefits. The presentation includes an agenda, eligibility criteria, coverage options, dependent eligibility, special circumstances like employment after retirement, and contacts for questions.
Faculty Benefits Information Session June 2012Christina Logan
This document provides information about faculty benefits and separation from employment at a faculty information session in June 2012. It outlines timelines and deadlines around final pay, insurance coverage, retirement benefits, and incentive pay. It also describes options for continuing insurance coverage through COBRA and converting life insurance. Resources are provided for retiree insurance eligibility, TRS and ORP retirement, and transferring between state agencies with or without a break in coverage. A calendar of upcoming events is included to assist with career coaching, job searching, and signing separation agreements.
Emeritus Faculty Presents Pre-Retirement Series "Common Retirement Qustions f...tatetomika
This document provides information for UAMS employees preparing for retirement, including the retirement clearance process, benefits after leaving employment, health insurance options, accessing retirement savings accounts, Social Security and Medicare details, and considerations for long-term care. Employees are advised to notify their supervisor and HR at least one month before their planned retirement date. An exit interview is recommended to discuss benefit changes and retirement savings distribution. Retiree health insurance eligibility and costs vary depending on years of service and coverage. Resources for contacting benefits vendors and scheduling consultations are also listed.
Affordable Care Act - Healthcare Reform Briefing for CareermindsCareerminds
2014 and Beyond – What’s Next in Employer Sponsored Healthcare Plans
Next year will be a significant year for employer sponsored health care. With the onset of numerous benefit and eligibility mandates as well as the introduction of public medical exchanges, employers are taking a closer look of the healthcare benefits they traditionally offer employees in the US. Join us to learn about the changes in the health insurance market. We will discuss how these changes impact employer strategies and how employers will interact with the public exchanges. Beyond the employer impact we will address how the changing market will impact employees who are subject to the individual mandate beginning in 2014.
By the end of this webcast participants will be able to:
• Identify key changes HR and Benefits functions to know and do as a result of these changes
• Identify key changes required for 2014
• Discuss emerging healthcare cost trends
• Understand how employers will interact with the public exchanges
• Review emerging employer strategies including the interworkings of private exchanges
ABOUT THE PRESENTER:
Jennifer Calhoun Mohl is a Partner and senior consultant in Mercer’s Philadelphia health and benefits practice. She assists clients with various consulting assignments, including the design, administration, financing, and regulatory compliance of health and welfare benefit plans for both active and retiree populations. In addition, Jennifer serves as a relationship manager on client assignments that involve multiple Mercer offices and multiple lines of business.
In addition, Jennifer has assisted with the implementation and operations of benefit programs, including communications, outsourcing and call center support. Recently, she has served as the lead health and benefit strategist on client assignments involving multiple lines of business – with a particular focus on mergers and acquisitions.
Jennifer serves as one of Mercer’s National Health and Benefits spokeswomen. She has been quoted in various periodicals including, Managed Care Report, O&P Business News, The Philadelphia Inquirer, Philadelphia Business Journal, Money Magazine and has been featured on Money Matters Today on CN8.
Prior to joining Mercer in 1999, Jennifer began her consulting career with Towers Perrin in 1994. She was also a legislative intern in Washington for the New York State legislature with a particular focus on employment issues including the 1993 National Healthcare Initiative spearheaded by (at time first-lady), Hillary Clinton. Jennifer received a BS in Industrial and Labor Relations at the New York State School of Industrial and Labor Relations at Cornell University.
The document provides information for UAMS employees preparing for retirement, including notifying HR of retirement plans, benefits after leaving employment such as health insurance and access to retirement savings, applying for Medicare and Social Security, and considerations for long-term care insurance and savings. Employees are instructed to schedule meetings with benefits consultants to discuss retirement options from various retirement plans and health insurance offerings.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
What Does Health Care Reform Mean for You? G&A Partners
Damon Thompson of G& A Partners examines the Patient Protection and Affordable Care Act (PPACA) that was signed into law on March 23, 2010.
G&A Partners is a comprehensive human resource outsourcing provider.
For more great HR webinars and training visit www.gnapartners.com.
The document provides information about the Affordable Care Act (ACA) and enrolling in health insurance plans. It explains that the ACA provides protections like coverage for pre-existing conditions. It also outlines the essential health benefits all plans must cover. The document then gives steps for enrolling including determining income level and whether to enroll on or off the exchange. It details how subsidies work and how to calculate them. Finally, it describes the different metal-tiered plan levels (catastrophic, bronze, silver, gold, platinum) and their coverage and cost-sharing structures.
Faculty Benefits Information Session June 2012Christina Logan
This document provides information about faculty benefits and separation from employment at a faculty information session in June 2012. It outlines timelines and deadlines around final pay, insurance coverage, retirement benefits, and incentive pay. It also describes options for continuing insurance coverage through COBRA and converting life insurance. Resources are provided for retiree insurance eligibility, TRS and ORP retirement, and transferring between state agencies with or without a break in coverage. A calendar of upcoming events is included to assist with career coaching, job searching, and signing separation agreements.
Emeritus Faculty Presents Pre-Retirement Series "Common Retirement Qustions f...tatetomika
This document provides information for UAMS employees preparing for retirement, including the retirement clearance process, benefits after leaving employment, health insurance options, accessing retirement savings accounts, Social Security and Medicare details, and considerations for long-term care. Employees are advised to notify their supervisor and HR at least one month before their planned retirement date. An exit interview is recommended to discuss benefit changes and retirement savings distribution. Retiree health insurance eligibility and costs vary depending on years of service and coverage. Resources for contacting benefits vendors and scheduling consultations are also listed.
Affordable Care Act - Healthcare Reform Briefing for CareermindsCareerminds
2014 and Beyond – What’s Next in Employer Sponsored Healthcare Plans
Next year will be a significant year for employer sponsored health care. With the onset of numerous benefit and eligibility mandates as well as the introduction of public medical exchanges, employers are taking a closer look of the healthcare benefits they traditionally offer employees in the US. Join us to learn about the changes in the health insurance market. We will discuss how these changes impact employer strategies and how employers will interact with the public exchanges. Beyond the employer impact we will address how the changing market will impact employees who are subject to the individual mandate beginning in 2014.
By the end of this webcast participants will be able to:
• Identify key changes HR and Benefits functions to know and do as a result of these changes
• Identify key changes required for 2014
• Discuss emerging healthcare cost trends
• Understand how employers will interact with the public exchanges
• Review emerging employer strategies including the interworkings of private exchanges
ABOUT THE PRESENTER:
Jennifer Calhoun Mohl is a Partner and senior consultant in Mercer’s Philadelphia health and benefits practice. She assists clients with various consulting assignments, including the design, administration, financing, and regulatory compliance of health and welfare benefit plans for both active and retiree populations. In addition, Jennifer serves as a relationship manager on client assignments that involve multiple Mercer offices and multiple lines of business.
In addition, Jennifer has assisted with the implementation and operations of benefit programs, including communications, outsourcing and call center support. Recently, she has served as the lead health and benefit strategist on client assignments involving multiple lines of business – with a particular focus on mergers and acquisitions.
Jennifer serves as one of Mercer’s National Health and Benefits spokeswomen. She has been quoted in various periodicals including, Managed Care Report, O&P Business News, The Philadelphia Inquirer, Philadelphia Business Journal, Money Magazine and has been featured on Money Matters Today on CN8.
Prior to joining Mercer in 1999, Jennifer began her consulting career with Towers Perrin in 1994. She was also a legislative intern in Washington for the New York State legislature with a particular focus on employment issues including the 1993 National Healthcare Initiative spearheaded by (at time first-lady), Hillary Clinton. Jennifer received a BS in Industrial and Labor Relations at the New York State School of Industrial and Labor Relations at Cornell University.
The document provides information for UAMS employees preparing for retirement, including notifying HR of retirement plans, benefits after leaving employment such as health insurance and access to retirement savings, applying for Medicare and Social Security, and considerations for long-term care insurance and savings. Employees are instructed to schedule meetings with benefits consultants to discuss retirement options from various retirement plans and health insurance offerings.
This document summarizes aspects of the Affordable Care Act (ACA) for employers, including: how to determine if an employer is an applicable large employer subject to the employer mandate; the employer mandate requirements around offering affordable minimum essential coverage; potential penalties for non-compliance; and other ACA provisions impacting employers. It provides an overview of the employer shared responsibility rules, measurement periods, and affordability safe harbors. It also discusses other ACA topics like the individual mandate, essential health benefits, taxes and fees, and grandfathered health plans.
What Does Health Care Reform Mean for You? G&A Partners
Damon Thompson of G& A Partners examines the Patient Protection and Affordable Care Act (PPACA) that was signed into law on March 23, 2010.
G&A Partners is a comprehensive human resource outsourcing provider.
For more great HR webinars and training visit www.gnapartners.com.
The document provides information about the Affordable Care Act (ACA) and enrolling in health insurance plans. It explains that the ACA provides protections like coverage for pre-existing conditions. It also outlines the essential health benefits all plans must cover. The document then gives steps for enrolling including determining income level and whether to enroll on or off the exchange. It details how subsidies work and how to calculate them. Finally, it describes the different metal-tiered plan levels (catastrophic, bronze, silver, gold, platinum) and their coverage and cost-sharing structures.
This document provides an overview of the Affordable Care Act for employers and individuals. It discusses the individual mandate requiring most Americans to have health insurance beginning in 2014. It also reviews the employer shared responsibility provisions, including the requirements for applicable large employers to offer affordable and adequate coverage to full-time employees or potentially face penalties. Additionally, it explains the operation and purpose of the health insurance exchanges and subsidies available to help make coverage more affordable.
Health Reform Bulletin 122 | 2017 Inflationary Adjustments and moreCBIZ, Inc.
1) 2017 Inflationary Adjustments; 2) Final Rules: Excepted Benefits, Lifetime and Annual Limits, and Short-Term, Limited-Duration Insurance; and 3) Whistleblower and Retaliation Protections
Deductions on section 80 c, 80ccc, 80ccd UGC -NET COMMERCE DIwakar Rajput
This document discusses various tax deductions that can be claimed under Sections 80C, 80CCC, 80CCD, and 80D of the Indian Income Tax Act. Some key deductions include:
1. Section 80C allows deduction of up to Rs. 1.5 lakh for investments/payments such as life insurance premium, PPF, NSC, etc.
2. Section 80CCC provides deduction for annuity premium paid to LIC or other insurers for receiving pension.
3. Section 80CCD allows deduction of up to 10% of salary for employee pension contributions and up to Rs. 1.5 lakh for self-employed individuals.
4. Section 80D allows deduction of
Worldwide benefits-Social Security: Planning Your RetirementCarol Buckmann
The document provides information about Social Security benefits. It discusses that 59 million people receive benefits, including retired workers, disabled workers, widows/widowers, and children of deceased workers. It also summarizes the different types of Social Security benefits like retirement benefits, disability benefits, survivors benefits, and Medicare. The document explains how to qualify for and apply for these different Social Security programs.
The Patient Protection Act introduces several new taxes and penalties related to health insurance. It does not mandate that individuals have insurance but will penalize those who do not starting in 2014. It also penalizes large employers who do not provide insurance or provide inadequate coverage. It provides tax credits to help low-income individuals afford coverage and gives tax credits to small employers who provide coverage. Higher income individuals and high-cost insurance plans will be taxed to help fund the overall plan.
The document summarizes the new administration's plans and debates around repealing and replacing the Affordable Care Act (ACA). Key points include: Republicans want a quick repeal but some caution slowing the process to avoid harming Americans. There are disagreements around refundable tax credits and capping the employee health coverage exclusion. The proposed American Health Care Act would keep some ACA subsidies temporarily and introduce a new tax credit system starting in 2020. Repealing most ACA taxes would reduce revenues by around $600 billion over 10 years. The process of repeal and replace will involve House committees and floor votes before moving to the Senate.
The document summarizes key aspects of the Affordable Care Act for small businesses. It discusses requirements for employers around full-time employee definitions, coverage requirements, taxes, and penalties beginning in 2010 through 2018. Business owners are encouraged to consider how the law affects their business size, employee costs and benefits, and strategies for staying compliant over time.
This presentation highlights the changes required of small businesses to maintain compliance with Health Care Reform regulations. Cathy Harbison, director of operations for employee benefits at Neace Lukens, served as the expert speaker to explain upcoming changes for 2011 – 2014, and the implications for businesses with less than 50 employees.
Health Insurance Terminology and Technology Tools-06-15Barbara O'Neill
This document provides information about health insurance terminology and technology tools. It defines key terms related to private health plans like HMOs, PPOs, and POS plans. It also defines terms like deductible, copay, coinsurance, out-of-pocket maximum, and premium. The document provides examples of how these costs are calculated based on medical bills and plan details. Additionally, it summarizes government programs like Medicare and Medicaid and other types of supplemental health insurance plans.
"Implementing the Affordable Care Act in Georgia" presented by Dr. Bill Custer on September 23, 2013 at 2014 is Now: Addressing Healthcare Access, Cost & Quality in Georgia.
America's Retirement Safety Net and information for you to understand the social security, medicare and financial needs after retirement. For more topics you can visit our other flipbooks at http://www.ferrettafinancialservices.com/sitemap.htm .
Happy reading:-
Healthcare Reform: Q&A for Business Owners (April 2010)G&A Partners
The passage of President Obama’s Patient Protection and Affordable Care Act (the Act), better known as Healthcare Reform, will have far-reaching implications for individual taxpayers and business alike. Valuable information is being generated and distributed at a breakneck pace by insurance and tax experts, but those materials can be overwhelming for anyone who is not fluent in insurance or tax-speak.
Can my company keep its existing health insurance plan?
As an employer, am I required to provide health coverage for my employees?
When will this new legislation take effect?
As an employer, I find the idea of implementing these changes overwhelming. Where do I start?
My company does not currently provide healthcare for our employees, but in light of this legislation I am considering establishing a plan. Is that the right decision?
We will focus on the elements of the Act that are likely to have the greatest and most immediate impact on small to mid-sized businesses and will take time to answer all your questions.
This document summarizes retirement planning and life assurance provisions for Alzheimer Scotland employees. It discusses key sources of retirement income like state pensions and personal pension funds. It outlines important questions for retirement planning such as saving targets and dates. The document also reviews Alzheimer Scotland's pension plan through NEST, including contribution levels, investment options, and benefits. Employees have life assurance of 3 times salary through Aviva that is paid to nominated beneficiaries upon death.
This document discusses key aspects of the 2010 health care reform legislation, including:
- The two acts that comprise the reform and their goals of expanding coverage and reducing costs.
- Provisions that expand Medicaid eligibility and the number of insured individuals.
- Requirements for qualified health plans being offered on state exchanges beginning in 2014.
- Penalties for individuals and large employers regarding mandatory coverage and requirements to offer affordable plans.
This document summarizes key provisions of the Affordable Care Act that employers need to be aware of now and in 2014. It discusses the individual mandate, health insurance marketplace open enrollment, eligibility for premium subsidies, employer notice requirements, essential health benefits that plans must cover, consumer protections, calculating minimum value of employer plans, defining full-time employees, and penalties for large employers that do not offer adequate coverage. It also provides examples of premium and subsidy amounts in New Jersey and addresses issues like wellness programs, automatic enrollment, auditing, and potential legal protections for employees.
This document provides an overview and summary of the Patient Protection and Affordable Care Act (PPACA). It discusses the status of health care reform including the Supreme Court decision upholding most of the law. Key provisions that took effect in 2011-2013 are outlined. Expected compliance requirements for 2014, such as taxes, fees, employer and individual mandates are summarized. The role of health insurance exchanges is explained. Details are provided on measuring employee hours and status to determine employer responsibilities under the employer mandate.
This document provides a retirement checklist for employees planning to retire from UT Health. It outlines several important steps to take, including contacting benefits representatives and retirement providers, enrolling in health and other insurance benefits as a retiree, and applying for retirement and Medicare if eligible. Key actions are to schedule an appointment with benefits staff at least 6 months before retiring, submit required forms and documentation for retiree health benefits within 31 days of retiring, and contact retirement providers 3-6 months before retiring to discuss distribution options.
New Faculty Benefits Enrollment Checklist FY15Christina Logan
This new employee benefits enrollment checklist outlines the steps a new employee must take to enroll in benefits within 31 days of employment. It explains that full-time employees will be automatically enrolled in basic coverage if no action is taken, while part-time employees will have no coverage. The checklist provides links to documents about available benefits and retirement plans, instructions for calculating costs and completing enrollment forms, and notes deadlines and effective dates for coverage.
Dane Rianhard from TriBridge Partners presented this slide via webinar on Affordable Care Act Compliance for 2014 and Beyond. The presentation includes information for small companies, companies with 50 - FTEs and companies with over 100 employees. The deck also includes information on private exchanges.
Business Tax credits for Disability Access and Hiring People with disabilities / veterans / specific target groups in the Work Opportunity Tax Credit (WOTC)
The Blended Retirement System Launch: Questions & Answers milfamln
The new Blended Retirement System goes into effect on January 1, 2018. Speaker Andy Corso will discuss Blended Retirement basics, including identifying the requirements for eligibility to opt into the BRS, requirements for automatic enrollment in the BRS, the opt-in period; enrollment and training requirements, including the factors used to determine if a member is opt-in eligible or automatically enrolled in the BRS, how enrollment status impacts benefits under the BRS, which training course(s) a member must complete, hardship extensions, ROTC/Academy rules, and special treatment of Delayed Entry Program enlistees. Mr. Corso will also cover vesting and account options such as basic rules for starting and stopping TSP contributions and receipt of matching and automatic TSP contributions, the vestment process in retirement savings and retirement benefits, breaks in service, re-entry, and change of component each impact benefits; and continuation pay and lump sum options including the requirements for receiving Continuation Pay, the policies and procedures for requesting a lump sum of retired pay, how a discount rate affects the amount of a lump sum, tools to analyze lump sum options, and the advantages and disadvantages of a lump sum.
This document provides an overview of the Affordable Care Act for employers and individuals. It discusses the individual mandate requiring most Americans to have health insurance beginning in 2014. It also reviews the employer shared responsibility provisions, including the requirements for applicable large employers to offer affordable and adequate coverage to full-time employees or potentially face penalties. Additionally, it explains the operation and purpose of the health insurance exchanges and subsidies available to help make coverage more affordable.
Health Reform Bulletin 122 | 2017 Inflationary Adjustments and moreCBIZ, Inc.
1) 2017 Inflationary Adjustments; 2) Final Rules: Excepted Benefits, Lifetime and Annual Limits, and Short-Term, Limited-Duration Insurance; and 3) Whistleblower and Retaliation Protections
Deductions on section 80 c, 80ccc, 80ccd UGC -NET COMMERCE DIwakar Rajput
This document discusses various tax deductions that can be claimed under Sections 80C, 80CCC, 80CCD, and 80D of the Indian Income Tax Act. Some key deductions include:
1. Section 80C allows deduction of up to Rs. 1.5 lakh for investments/payments such as life insurance premium, PPF, NSC, etc.
2. Section 80CCC provides deduction for annuity premium paid to LIC or other insurers for receiving pension.
3. Section 80CCD allows deduction of up to 10% of salary for employee pension contributions and up to Rs. 1.5 lakh for self-employed individuals.
4. Section 80D allows deduction of
Worldwide benefits-Social Security: Planning Your RetirementCarol Buckmann
The document provides information about Social Security benefits. It discusses that 59 million people receive benefits, including retired workers, disabled workers, widows/widowers, and children of deceased workers. It also summarizes the different types of Social Security benefits like retirement benefits, disability benefits, survivors benefits, and Medicare. The document explains how to qualify for and apply for these different Social Security programs.
The Patient Protection Act introduces several new taxes and penalties related to health insurance. It does not mandate that individuals have insurance but will penalize those who do not starting in 2014. It also penalizes large employers who do not provide insurance or provide inadequate coverage. It provides tax credits to help low-income individuals afford coverage and gives tax credits to small employers who provide coverage. Higher income individuals and high-cost insurance plans will be taxed to help fund the overall plan.
The document summarizes the new administration's plans and debates around repealing and replacing the Affordable Care Act (ACA). Key points include: Republicans want a quick repeal but some caution slowing the process to avoid harming Americans. There are disagreements around refundable tax credits and capping the employee health coverage exclusion. The proposed American Health Care Act would keep some ACA subsidies temporarily and introduce a new tax credit system starting in 2020. Repealing most ACA taxes would reduce revenues by around $600 billion over 10 years. The process of repeal and replace will involve House committees and floor votes before moving to the Senate.
The document summarizes key aspects of the Affordable Care Act for small businesses. It discusses requirements for employers around full-time employee definitions, coverage requirements, taxes, and penalties beginning in 2010 through 2018. Business owners are encouraged to consider how the law affects their business size, employee costs and benefits, and strategies for staying compliant over time.
This presentation highlights the changes required of small businesses to maintain compliance with Health Care Reform regulations. Cathy Harbison, director of operations for employee benefits at Neace Lukens, served as the expert speaker to explain upcoming changes for 2011 – 2014, and the implications for businesses with less than 50 employees.
Health Insurance Terminology and Technology Tools-06-15Barbara O'Neill
This document provides information about health insurance terminology and technology tools. It defines key terms related to private health plans like HMOs, PPOs, and POS plans. It also defines terms like deductible, copay, coinsurance, out-of-pocket maximum, and premium. The document provides examples of how these costs are calculated based on medical bills and plan details. Additionally, it summarizes government programs like Medicare and Medicaid and other types of supplemental health insurance plans.
"Implementing the Affordable Care Act in Georgia" presented by Dr. Bill Custer on September 23, 2013 at 2014 is Now: Addressing Healthcare Access, Cost & Quality in Georgia.
America's Retirement Safety Net and information for you to understand the social security, medicare and financial needs after retirement. For more topics you can visit our other flipbooks at http://www.ferrettafinancialservices.com/sitemap.htm .
Happy reading:-
Healthcare Reform: Q&A for Business Owners (April 2010)G&A Partners
The passage of President Obama’s Patient Protection and Affordable Care Act (the Act), better known as Healthcare Reform, will have far-reaching implications for individual taxpayers and business alike. Valuable information is being generated and distributed at a breakneck pace by insurance and tax experts, but those materials can be overwhelming for anyone who is not fluent in insurance or tax-speak.
Can my company keep its existing health insurance plan?
As an employer, am I required to provide health coverage for my employees?
When will this new legislation take effect?
As an employer, I find the idea of implementing these changes overwhelming. Where do I start?
My company does not currently provide healthcare for our employees, but in light of this legislation I am considering establishing a plan. Is that the right decision?
We will focus on the elements of the Act that are likely to have the greatest and most immediate impact on small to mid-sized businesses and will take time to answer all your questions.
This document summarizes retirement planning and life assurance provisions for Alzheimer Scotland employees. It discusses key sources of retirement income like state pensions and personal pension funds. It outlines important questions for retirement planning such as saving targets and dates. The document also reviews Alzheimer Scotland's pension plan through NEST, including contribution levels, investment options, and benefits. Employees have life assurance of 3 times salary through Aviva that is paid to nominated beneficiaries upon death.
This document discusses key aspects of the 2010 health care reform legislation, including:
- The two acts that comprise the reform and their goals of expanding coverage and reducing costs.
- Provisions that expand Medicaid eligibility and the number of insured individuals.
- Requirements for qualified health plans being offered on state exchanges beginning in 2014.
- Penalties for individuals and large employers regarding mandatory coverage and requirements to offer affordable plans.
This document summarizes key provisions of the Affordable Care Act that employers need to be aware of now and in 2014. It discusses the individual mandate, health insurance marketplace open enrollment, eligibility for premium subsidies, employer notice requirements, essential health benefits that plans must cover, consumer protections, calculating minimum value of employer plans, defining full-time employees, and penalties for large employers that do not offer adequate coverage. It also provides examples of premium and subsidy amounts in New Jersey and addresses issues like wellness programs, automatic enrollment, auditing, and potential legal protections for employees.
This document provides an overview and summary of the Patient Protection and Affordable Care Act (PPACA). It discusses the status of health care reform including the Supreme Court decision upholding most of the law. Key provisions that took effect in 2011-2013 are outlined. Expected compliance requirements for 2014, such as taxes, fees, employer and individual mandates are summarized. The role of health insurance exchanges is explained. Details are provided on measuring employee hours and status to determine employer responsibilities under the employer mandate.
This document provides a retirement checklist for employees planning to retire from UT Health. It outlines several important steps to take, including contacting benefits representatives and retirement providers, enrolling in health and other insurance benefits as a retiree, and applying for retirement and Medicare if eligible. Key actions are to schedule an appointment with benefits staff at least 6 months before retiring, submit required forms and documentation for retiree health benefits within 31 days of retiring, and contact retirement providers 3-6 months before retiring to discuss distribution options.
New Faculty Benefits Enrollment Checklist FY15Christina Logan
This new employee benefits enrollment checklist outlines the steps a new employee must take to enroll in benefits within 31 days of employment. It explains that full-time employees will be automatically enrolled in basic coverage if no action is taken, while part-time employees will have no coverage. The checklist provides links to documents about available benefits and retirement plans, instructions for calculating costs and completing enrollment forms, and notes deadlines and effective dates for coverage.
Dane Rianhard from TriBridge Partners presented this slide via webinar on Affordable Care Act Compliance for 2014 and Beyond. The presentation includes information for small companies, companies with 50 - FTEs and companies with over 100 employees. The deck also includes information on private exchanges.
Business Tax credits for Disability Access and Hiring People with disabilities / veterans / specific target groups in the Work Opportunity Tax Credit (WOTC)
The Blended Retirement System Launch: Questions & Answers milfamln
The new Blended Retirement System goes into effect on January 1, 2018. Speaker Andy Corso will discuss Blended Retirement basics, including identifying the requirements for eligibility to opt into the BRS, requirements for automatic enrollment in the BRS, the opt-in period; enrollment and training requirements, including the factors used to determine if a member is opt-in eligible or automatically enrolled in the BRS, how enrollment status impacts benefits under the BRS, which training course(s) a member must complete, hardship extensions, ROTC/Academy rules, and special treatment of Delayed Entry Program enlistees. Mr. Corso will also cover vesting and account options such as basic rules for starting and stopping TSP contributions and receipt of matching and automatic TSP contributions, the vestment process in retirement savings and retirement benefits, breaks in service, re-entry, and change of component each impact benefits; and continuation pay and lump sum options including the requirements for receiving Continuation Pay, the policies and procedures for requesting a lump sum of retired pay, how a discount rate affects the amount of a lump sum, tools to analyze lump sum options, and the advantages and disadvantages of a lump sum.
Uis seminar shortended medicare fpdd 050716Social Jack
United Insurance Services provides Medicare plans and assistance navigating Medicare options. They have over 30 years of experience helping people enroll in Medicare plans. United Insurance offers personalized support for choosing Medicare plans, including online, phone, or in-home appointments. Their presentation reviewed key aspects of Medicare including eligibility, parts A through D, costs, and supplemental plans to fill coverage gaps. They emphasized scheduling an appointment to enroll in a Medicare plan up to 12 months before turning 65 to avoid delays or penalties.
The employees state insurance act,1948
Social insurance of india
The Adakar plan- Workmen’s State Insurance Bill, 1946
A social welfare legislation with the objective of providing benefits to employees- sickness, maternity and employment injury.
Act tries to attain socio-economic justice enshrined in DPSP under part IV of the constitution
What do you offer your employees to keep them satisfied? how do you compare to the market? what areas should you focus on to ensure you become and employer of choice?
The document provides an overview of the history and key components of the Affordable Care Act. It discusses how the Act aims to expand access to health insurance coverage while reducing costs. Key points include establishing health insurance exchanges for individuals and small businesses to purchase plans, expanding Medicaid eligibility, requiring most individuals to have health insurance coverage or pay a penalty, and placing new regulations on health insurance companies. The document also discusses the impact of the Act on various groups like employers, individuals, and government programs.
The document provides an overview of strategies for maximizing Social Security benefits. It discusses filing strategies such as claiming early benefits at age 62 or late benefits at age 70, filing and suspending strategies where one spouse files and suspends to allow the other to claim spousal benefits, and both spouses claiming their own benefits later. The future of Social Security is uncertain as the trust funds are projected to be depleted by 2037, requiring Congressional action to modify benefits and revenues.
Planning Your Dreams: Financial Planning to Secure Your Career and Retirement...ERAUWebinars
This is from a webinar presented by Embry-Riddle Aeronautical University-Worldwide called “Planning Your Dreams: Financial Planning to Secure Your Career and Retirement Goals." The presenters are Dr. Mark Bellnap and members of the ERAU-Worldwide Student Services staff.
9 Immigration Rules, Tips, and Tools to Hire IMG Physicians FastBadmus & Associates
This educational session is designed to take the mystery out of complex immigration rules and provide you with the necessary knowledge, strategies, and training to successfully hire and retain international medical graduates. Learn the the right way to hire H-1B and J-1 physicians FAST so you don’t waste precious time and resources, the legal pitfalls to avoid that can derail your recruitment and cost you time and money, and the little-known tips and tools that will help you eliminate immigration barriers so you can hire the physicians you need.
The document summarizes key aspects of ERISA (Employee Retirement Income Security Act), which protects employee benefits. It outlines requirements for employee benefit plans, including mandatory written plan documents, Form 5500 annual reports, summary plan descriptions, and notices of modifications. It also discusses the Affordable Care Act provisions requiring large employers to offer affordable minimum health coverage or pay penalties, as well as whistleblower protections for employees who report ACA violations.
This document summarizes the key features of PPS Insurance, a mutual insurance company owned by its members. It offers exclusive insurance products to graduate professionals in South Africa. Key benefits include:
1) Members share in company profits through a PPS Profit-Share Account.
2) Coverage for sickness, disability, life, and health needs through various income replacement and lump sum benefits.
3) Benefits are paid regardless of claims history and health status does not impact profit sharing.
2015 City & County of San Francisco New Employee Orientation: Health Benefitssfhss
The document provides an overview of health benefits for a new employee. It summarizes the contact information for the Health Service System (HSS), which administers benefits. It describes the benefits enrollment process, eligible dependents, medical and dental plan options, flexible spending accounts, and other benefits like vision, life insurance, and the employee assistance program.
This document provides information about a health insurance plan being offered to IEEE members by Medimanage and Bajaj Allianz General Insurance.
The key details include Medimanage's role in administering the plan, available coverage options and premium amounts, enrollment process, benefits included, exclusions and limits.
Some highlights are a choice of sum insured from Rs. 2-10 lakhs, coverage for pre-existing conditions, maternity benefits, cashless claims processing, and portability for existing members to enroll within 60 days to avoid waiting periods.
Virginia Tech - New Employee Orientation - Faculty Retirementvt-hr-service-center
The document provides information about retirement plan options for Virginia Tech faculty including the Virginia Retirement System (VRS) pension plans, the VRS Hybrid plan which includes both defined benefit and defined contribution components, and the Optional Retirement Plan (ORP). It describes the eligibility and features of each plan including contribution rates, vesting periods, and benefit calculations at retirement. Employees must make an irrevocable choice between the VRS and ORP plans within 60 days of hire.
This document provides a summary of superannuation and retirement pensions in Australia. It discusses the history of superannuation in Australia from its introduction in 1862 to the present day where assets total over $2 trillion. It also outlines the key rules and concepts regarding superannuation contributions, taxes, investment options, insurance coverage and accessing retirement funds through income streams. The document is intended to help readers understand superannuation and how it relates to planning for retirement.
FSAs can do some heavy lifting for your benefits plan – they allow employees to save pretax dollars for healthcare costs without the price tag of other financial wellness initiatives.
However, many HR professionals lack a deep understanding of the compliance requirements to offer and administer a well-rounded program for their employees. Engage your employees with a financial wellness benefit that works.
Key webinar takeaways:
- How different types of FSAs interact with benefit plans as a whole
- FSA and reimbursement limits for 2018
- Legal implications of offering an FSA to employees
- Best practices for administering a successful FSA benefit plan
R. Dane Rianhard's presentation on the Affordable Care Act; Present for Smith Elliott Kearns & Company at Fountain Head Country Club in Hagerstown Maryland on Tuesday 10/1/2013
Similar to Retirement Planning Information Session (20)
2. Agenda
During today’s presentation we will review…
UT Retiree Health Benefits
Eligibility Criteria
Basic Coverage
Optional Coverage
UT Select & Medicare COB
Employment After Retirement (ORP vs TRS retirees)
Teacher Retirement System of Texas
Membership
Refund of TRS contributions
Service Credit
Grandfathering
Retirement Eligibility Tiers
Retirement Planning
At the conclusion of the presentation, you will have an opportunity to ask
questions.
3. Eligibility for UT Retiree Benefits
“Grandfathered”
If you were employed with UT in a benefits eligible position on
August 31, 2003 you must:
• Meet the Rule of 80 (total of age plus years of state service
credit equals or exceeds 80) or be at least age 55 with (5)
years of state service credit; and
• Have at least (3) years of UT service; and
• Be eligible to retire under TRS, ERS or ORP; and
• Last place of state employment must be with UT
4. If you were employed with UT in a benefits eligible position
on or after September 1, 2003 you must:
• Meet the Rule of 80 (total of age plus years of state
service credit equals or exceeds 80) with at least ten (10)
years of UT service or be at least age 65 with (10) years
of UT service; and
• Be eligible to retire under TRS, ERS or ORP; and
• Last place of state employment before retirement must be
with UT
Eligibility for UT Retiree Benefits
“ Not Grandfathered”
5. UT Retiree Basic Coverage
UT provides eligible retired employees with the following
Basic Coverage Package at NO COST.
• UT Select Medical Plan with Prescription Drug
Coverage
• $6,000 Basic Group Term Life Insurance
6. UT Retiree Optional Coverage
The following Optional Coverage may be selected:
• UT Select Medical Plan with Prescription Drug Coverage for
eligible dependents
• Dental
• Vision
• Voluntary Term Life Insurance
- Retiree Coverage Options: 7,000, 10,000, 25,000 or 50,000
- Spouse Coverage Options: 3,000
If enrolled in the Standard Plan, can continue the amount in effect on the date your
employment terminates or $500,000 whichever is less.
• Long Term Care Insurance (direct billing through CNA)
7. Eligible Dependents
• Your spouse as defined by the Texas Family Code
• Your child under age 25 (age 26 for medical only)
• Your unmarried grandchild under age 25 when you
can certify in writing that your grandchild is a
dependent for tax purposes.
• Your child over age 26, if determined to be medically
incapacitated by the UT System Office of Employee
Benefits.
Documentation to enroll dependents must be turned in
within 31 days of retirement.
8. Change of Status During the Year
You are allowed to make changes to your benefits during
the year if you have a qualifying change in status.
Examples:
• Marriage, divorce, annulment, or spouse’s death
• Birth of a child, adoption, or death of dependent
• Change in spouse or dependent’s employment status
• Change in dependent eligibility
• Change in coverage or cost or another employer
benefit plan available to you and your family
Enrollment form and proof of status change must be
turned in within 31 days from the date of the qualifying
event.
9. UT Select and Medicare COB
UT retirees and their covered dependents must sign up
for Medicare Part B at age 65 to receive the maximum
amount of benefits from the UT Select Medical Plan.
If you decline Medicare Part B, you will be required to
pay the portion that Medicare pays for Part B covered
items.
10. UT Select and Medicare COB continued
If eligible for Medicare:
• Medicare Part A (hospitalization) and Part B
(outpatient services) will be primary
• UT Select plan will be secondary
• Medicare Part D enrollment not required
• UT Select plan provides prescription drug coverage
11. Vacation Leave
You will receive a payout for your unused vacation hours at
the time of separation.
-OR-
You can defer your unused vacation leave into the UT Saver
Deferred Compensation Plan (DCP) 457-B up to the
contribution limit.
You must set up a DCP account and contact the UT Health
Benefits Office at least a month before your retirement date
if you wish to defer your vacation payout.
12. Employment After TRS Retirement
(with a TRS covered employer)
No longer eligible to participate in TRS if re-hired by UT
Health or another TRS employer as a return to work retiree.
Must have a 1 full calendar month break in service before
returning to TRS employment after retirement.
You can work for UT Health or another TRS employer
without loss of your monthly annuity at:
• Half-time or less
• Full-time (greater than ½ time) after a consecutive 12
month (1 year) break in service
13. Employment After ORP Retirement
(with a ORP employer)
No longer eligible to participate in ORP if re-hired by UT
Health or another ORP employer as a return to work
retiree.
No working restrictions for ORP retirees.
14. Additional Resources
UT Policy 220 Retired Employee Eligibility and Enrollment
http://www.utsystem.edu/benefits/policies/220_RetiredEmployee.pdf
UT Retirement Eligibility Flowchart
http://www.utsystem.edu/benefits/policies/Flowchart.pdf
UT Benefits Handbook for Retired Employees for FY14
http://www.utsystem.edu/benefits/pubs/2013RetHandbook.pdf
UT Benefits Cost Worksheet for FY14
http://www.utsystem.edu/benefits/pubs/2013RetCostWorksheet.pdf
TRS Calculators
http://www.trs.state.tx.us/global.jsp?page_id=/ossa/calculators
TRS Request for Estimate of Retirement Benefits
http://www.trs.state.tx.us/global.jsp?page_id=/benefits/trs18
TRS Service Credit Brochure
http://www.trs.state.tx.us/benefits/documents/brochure_texas_service_credit.pdf
15. Benefits Office
For more information or questions, contact the UT Health
Benefits Office:
Main Line: (713) 500-3935
Fax: (713) 500-0342
Address: 10th floor UCT
Hours: M-F 8 am – 5 pm
Email: benefits@uth.tmc.edu
Web: https://inside.uthouston.edu/finance/benefits/
To schedule a one-on-one appointment with a UT benefits counselor, contact:
Sherry Haytten, 713-500-3856 Staff
Christina Logan, 713-500-3950 Faculty/A&P (non-supplemental plans)
17. Retirement benefits are calculated based on a
formula established by law and funded by
Member
Contributions
6.7%
for FY14
TRS is a Defined Benefit Plan 401(a)
State
Contributions
6.8%
for FY14
Investment
Earnings
18. Permanently terminate all employment with all TRS-
covered employers
and
Have not applied for or received a promise of
employment with the same or another TRS-covered
employer
Refund of Your TRS Contributions
19. Service credit is an important component
in determining eligibility for TRS benefits
and is part of the retirement formula.
Establishing TRS Service Credit
Minimum of 90 days
20. Service Credit Eligible for Purchase
Withdrawn Service
Unreported Service
Substitute Service
Out-of-State Service
Development Leave
Active Duty Military Leave
USERRA (Uniformed Services
Employment and Re-employment Act)
Career Technology and Work Experience
State Sick and/or Personal Leave
Membership Waiting Period
21. Proportionate Retirement
A member who has active membership credit in more
than one Texas Public Statewide Retirement System
may be eligible to combine all of their service credit to
satisfy eligibility requirements to retire under TRS.
Examples:
Teacher Retirement System of Texas
Employees Retirement System of Texas
Judicial Retirement System of Texas
Texas Municipal Retirement System
Texas County and District Retirement System
City of Austin Employees Retirement System
El Paso City Employees’ Pension Fund
City of Austin Police Retirement System
22. Are you Grandfathered?
At least 50 years of age
or
Age and years of service credit equal at least 70
or
Have at least 25 years of service credit
Was a TRS member and met one of the criteria below
on or before August 31, 2005
23. Calculation of Benefits
Average of the highest
three annual salaries
Average of the highest five
annual salaries
Partial Lump Sum Option –
eligible for normal-age
(unreduced) service
retirement benefit
Partial Lump Sum Option –
Must meet rule of 90
Members age 55 or older
with 20-24 years of service
credit not eligible for normal
age retirement – early
retirement reduction is
“subsidized”
Members age 55 or older
with 20-24 years of service
credit not eligible for normal
age retirement – early
retirement reduction is “not
subsidized”
“Grandfathered” “Non-Grandfathered”
24. Average of three or five highest
annual salaries
Total years of Service Credit x
2.3% = Total %
Total % x Average Salary =
Annual Annuity
Annual Annuity ÷ 12 = Monthly
Standard Annuity
Calculating Your Standard Annuity
“The Formula”
25. Distribution:
An amount equal to 12 months is
issued at the same time as your first
monthly annuity payment.
An amount equal to 24 months may
be taken in either one or two annual
payments.
An amount equal to 36 months may
be taken in one, two or three annual
payments.
Partial Lump Sum Option
26. What is My Tier?
• Changes to the retirement plan over the years has
resulted in four distinct membership categories, each
with its own retirement eligibility requirements
• To confirm what requirements apply to you, contact
TRS or submit a request for an estimate of your
retirement benefits
27. TIER 1
If you are grandfathered and your current TRS membership began
prior to September 1, 2007, you are eligible for
Normal-Age Service Retirement
• At age 65 with at least 5 years of service credit or
• Meet the Rule of 80 (your age and years of service credit total at
least 80) and you have at least 5 years of service credit
28. TIER 2
If you are not grandfathered and your current TRS membership
began prior to September 1, 2007, you are eligible for
Normal-Age Service Retirement
• At age 65 with at least 5 years of service credit or
• Meet the Rule of 80 (your age and years of service credit total at
least 80) and you have at least 5 years of service credit
29. TIER 3
If you are grandfathered and your current TRS membership began
after September 1, 2007, you are eligible for
Normal-Age Service Retirement
• At age 65 with at least 5 years of service credit or
• You are at least age 60, meet the Rule of 80 (your age and
years of service credit total at least 80), and have at least 5 years
of service credit
30. TIER 4
If you are not grandfathered and your current TRS membership
began after September 1, 2007, you are eligible for
Normal-Age Service Retirement
• At age 65 with at least 5 years of service credit or
• You are at least age 55, meet the Rule of 80 (your age and
years of service credit total at least 80) and you have at least 20
years of service credit
31. TRS Rule Change Effective 9-1-14
If you are not vested in TRS by September 1, 2014, you are eligible
for
Normal-Age Service Retirement
• At age 65 with at least 5 years of service credit or
• You are at least age 62 and meet the Rule of 80 (your age and
years of service credit total at least 80).
32. Getting Started….
1. Contact TRS at least six months prior to your
anticipated retirement date.
2. Complete and submit your “Request for Estimate of
Retirement Benefits” form (TRS 18).
3. TRS will send your retirement packet within 31 days
after receipt of your TRS 18.
4. Complete and return your retirement forms at least 6
weeks prior to your retirement date as recommended
by TRS.
33. Your Retirement Packet will include:
Instructions for Service Retirement form (TRS31)
Retirement Estimate of Benefits Form (TRS25/25L)
List of Acceptable Proof of Age Documents form (TRS13)
Application for Service Retirement form (TRS30)
Direct Deposit Request form (TRS278)
Income Tax Withholding form (TRS228A)
Notice of Final Deposit before Retirement form (TRS7)
Other forms as applicable….
TRS
35. Disability Retirement
As a TRS member, regardless of your age and years of
service credit, you may apply for disability retirement if:
You are mentally or physically disabled from the further
performance of your job,
and
Your disability is probably permanent
Please contact TRS for additional information.