If you’re worried about the future of your employee healthcare benefits, you’re not alone. According to recent surveys, many employers are spending up to $10,000 annually per worker to keep their current group health plans in place. And you can’t avoid the barrage of news stories predicting huge changes ahead as Congress considers revamping the country’s entire healthcare system.
Additionally, many new healthcare laws and regulations are already affecting your group health plans – everything from Michelle’s Law (which expands your healthcare benefits to cover your employees’ children in college) to the new COBRA subsidy requirements for laid-off employees.
Order this practical webinar recording, where you’ll learn:
- A plain-English review of Michelle’s Law, and what it means for you as an employer
- The latest answers to nagging questions about Michelle’s Law, including who pays for the extended coverage and how these rules work in COBRA situations
- How this year’s new COBRA subsidy requirements have worked so far - and what employers have learned about complying with these changes
- What effects employers will continue seeing in their healthcare benefits programs as a result of the Mental Health Parity and Addition Equity Act of 2008
- The impact of the new Medicate secondary reporting requirements on healthcare insurers and your group health coverage
- What the experts are saying about possible healthcare reform in 2009 and beyond - and the potential impact on your benefits plans
This webinar was recorded on Friday, September 18, 2009
About Your Speaker:
Katherine Conklin, Esq., is a partner in the New Orleans office of law firm McGlinchey Stafford, PLLC. She focuses her practice on employee benefits, assisting numerous plan sponsors in their compliance with applicable laws. She has drafted medical benefits plans, cafeteria plans, health reimbursement arrangements, and other programs for employers, and she assists clients daily in administering these plans. Conklin also helps clients draft and manage all types of qualified and nonqualified benefits plans, and she advises them on complying with the full range of federal and state employment laws. She earned her law degree at Tulane University.
Approved for Recertification Credit
This program has been approved for 1.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
