(303) 369-3200

Amy De Lorenzo

Amy De Lorenzo

Amy Johnston is an Account Manager with extensive experience working with both large and small employers as a broker.  In addition to five years of broker experience prior to joining Fall River, she also brings eight years of insurance carrier expertise.  Amy is an expert on ERISA, the Affordable Care Act, and other compliance issues.

Ms. Johnston received a Bachelor of Arts degree in Communications from Colorado State University. She is a Colorado native from Steamboat Springs, and loves spending time in the mountains with her husband, two children, and Tucker the cocker spaniel. She enjoys snowshoeing, hiking, and philanthropy work to promote education.

Transitional Relief (affectionately known as “Grandmothering”) has become the new buzz word in the world of healthcare reform, especially for those with coverage in the small group or individual health insurance markets. 


The Affordable Care Act (ACA) implemented new standard of coverage to health insurance policies beginning in 2014. In order to comply with the new changes, small groups and individuals would have to drop their existing health policies and purchase an ACA compliant plan. Under great pressure from consumers, the Obama Administration announced a transitional relief policy. 

What is Transitional Relief and how does it affect your organizations health plan? 

Saturday, 10 May 2014 21:42

2015 HSA Limits Announced

On April 24th, 2014 the Internal Revenue Service (IRS) released their inflation-adjusted Health Savings Account (HSA) contribution maximum limits alongside High Deductible Health Plan (HDHP) minimum deductible and out-of-pocket limits for 2015. As usual, there was no change in the $1,000 amount for catch-up contributions for those 55 and older.

IRS Revenue Procedure 2014-30 raises individual HSA contribution maximum limits by $50 and family limits by $100 as compared to 2014.


Annual Contribution Limit
















Catch-up Contributions





If you have strategy or compliance questions on HSA's or FSA's, This email address is being protected from spambots. You need JavaScript enabled to view it. or call us at (303) 369-3200!  We'd love to help you simplify and ease your administrative concerns.


Wednesday, 09 April 2014 12:39

A Ride On The Way to Wellness

A fun way to encourage wellness in your company is to promote special events within your company such as the upcoming Bike to Work Day.  This year’s event will take place on Wednesday, June 25th.
Biking to work in Colorado is a tradition.  Last year’s Bike to Work Day was a huge success with more than 27,000 commuters participating.  In addition, 900 companies from throughout the region competed in the Business Challenge.
Sponsoring this event is simple and encourages health and wellness among your employees, as well as caring for the environment.  You can start out as simple as publicizing the event within your workplace including the website and offering tips such as using Google maps bike feature for finding a good route to your workplace.  Or even go a step further and register for the Business Challenge.
Other ways to encourage involvement:
  • Sponsor a healthy breakfast or lunch for participants
  • Purchase Event T-shirts for participants
  • Offer prizes or a drawing for participants
Remember – you don’t have to bike the whole way – you just have to arrive at work on your bike. Use of public transportation as part of your route is encouraged.
To get more information including registration information and down-loadable posters go to http://biketowork2014.org/


Monday, 07 April 2014 12:00

Final Colorado Exchange Enrollment

Now that the deadline for Open Enrollment on the Exchange Marketplace has passed, we’d like to update you on some of the enrollment figures.
Colorado has an Exchange site of its own, Connect for Health Colorado, as do about a dozen other states, separate from the federally-run enrollment website, hhs.gov.
In Colorado alone, the Connect for Health Colorado site was visited by 1,260,008 people.  Of that number there were 277,149 who signed up for health insurance.  This total reflects two distinct categories of insurance.  In the category of private health insurance (through Connect for Health Colorado) there were 118,628 new subscribers.  The vast majority of this enrollment is in individual plans, with a small percentage in the small business plans through the SHOP Exchange.
The rest of the enrollments were individuals who qualified for coverage under Medicaid.
For additional information and metrics, please visit http://connectforhealthco.com/news-events/metrics .
The figures on a national level have not been finalized at this time.



The Employee Retirement Income Security Act of 1974 (ERISA) was enacted to protect the interests of individuals who participate in an employer-sponsored group health, pension, and benefits plan. To ensure that these interests are upheld, certain requirements are in place for all plan sponsors and administrators to follow in order to meet their ERISA obligations.
It is a common misnomer that ERISA only applies to self-funded plans. ERISA applies to all employee benefit plans, self-insured and fully insured, regardless of size. This is why it is essential for plan administrators to understand the importance of ERISA, and take the necessary steps to stay in compliance to avoid possible penalties by the Department of Labor (DOL).  See the More Info Section below to see to which types of plans ERISA applies, and which employers are exempt.
What are the ERISA requirements for an Employer-sponsored Health Plan?
  • Written Plan Document – insurer certificates are not sufficient; a wrap document is often     required
  • Summary Plan Descriptions (SPDs)
  • Summary of Material Modification (SMM) for off-anniversary changes
  • Form 5500 and Summary Annual Report (SAR), for those with 100+ participants
  • Numerous required notices throughout the year – note that these changed recently
  • COBRA compliance
  • HIPAA and HITECH compliance – including the latest privacy regulations effective 9/23/13
  • Medicare Part D notifications to members and CMS if any beneficiaries could be Medicare eligible; note that even some non-ERISA plans such as churches and governments are also subject to this requirement
Once you have the above pieces in place (the Fall River ERISA Toolkit can help), we recommend an annual checkup where once a year you:
  • Collect and review all benefit  plan documents
  • Identify plan changes and initiate corrections
  • Mark calendar for the dates required forms are due and deadlines for reporting
  • Review and update required notices for employee distribution
Fall River understands the complexity of ERISA and feels it is important for employers big and small to know the “who, what and when” of ERISA compliance. If this is an area where you need some help getting fully into compliance, just This email address is being protected from spambots. You need JavaScript enabled to view it. or give us a call at (303) 369-3200!
The information provided only gives a brief summary and general guidance, and should not be considered legal advice. We always recommend you contact your ERISA attorney regarding the laws and regulations that interpret your health plan.
What plans are subject to ERISA?
  • Group Medical (PPO, HDHP, HMO, POS, etc.)
  • Dental
  • Vision
  • Group Life & AD&D
  • Disability
  • Prescription Drug Plans
  • FSA
  • HRA
  • Wellness programs (if medical care is offered)
  • Employee Assistance Programs (if counseling is provided)
What types of employers and plans are NOT subject to ERISA?
  • Government Plans (federal, state, city, county, public school districts)
  • Church
  • Health Savings Accounts themselves (though the underlying HDHP plans are)
  • Section 125 - Premium Only Plans
  • Payroll Practices
  • Voluntary Plans


In recent years there has been a shift in the way companies are structuring employee benefits packages. With the rise in healthcare costs and the changes that are taking place with healthcare reform, many employers are finding it necessary to revamp the traditional benefit structure and integrate new innovative ways to cut costs without reducing the coverages offered to employees.

A great way to enhance an employee benefit package is with voluntary products. Examples of voluntary products that could be added benefits with no cost to the employer include:

  • Additional Life Insurance
  • Dental plans to replace or enhance your group plan
  • Accident Policies
  • Disability Insurance
  • Vision Insurance
  • Critical Illness
Other options that can strengthen a benefits package and bring value added services, include:
  • Legal Services
  • Financial Counseling
  • Credit Union Membership
  • Pet insurance
  • Discount programs
All of the above programs can be offered at no cost to the employer. Voluntary benefits can create a well-rounded benefits package, but there are some things to consider when selecting which plans are right for your employees.
  1. Conduct an employee survey or a focus group – determine your employee demographics and which products would interest your employee population to help ensure the success of the benefits offered
  2. Educate employees about the coverage offered –explain in both group and 1-on-1 meetings (all conducted by the carrier or broker) the value of the added layer of protection that voluntary products can provide for employees and their families
  3. Distribute communication pieces year round – don’t wait until the annual open enrollment to discuss benefit options available (i.e. web based enrollment, use of onsite enrollment counselors, payroll deductions for the premiums). Use email, employee portals or company specific social media sites to raise employee awareness and encourage participation.
Whether you’re trying to reduce cost or attract and retain employees, voluntary benefits have many advantages. The wide range of products will enhance any employee benefit package and increase employee satisfaction.
Tuesday, 07 January 2014 10:00

Do You Know Where Your POP Plan Document Is?

 Providing a Section 125 Premium Only Plan (or POP Plan), is a great tax benefit for both employees and employers.

  • It allows the employee portion of the health, dental, or vision premium to be deducted on a pretax basis, which increases the amount of their take home pay.
  • Since the employee premium contribution is not counted as income, employers also benefit from the reduction of payroll taxes, which saves you 7.65% of those premiums on FICA taxes.
  • These tax savings for employers helps offset the cost associated with an employer sponsored plan.

POP Plans are the easiest of all the cafeteria plans to administer. But, in order for this type of plan to run properly, it must be compliant with IRS rules and regulations. Failure to have a written plan document or to administer the plan in accordance with that document can cause the loss of a tax-favored status, resulting in a tax liability for the employee and employer. . The POP plan is designed to renew year after year and only requires updating if the employer makes changes to the plan that would necessitate an amendment (i.e. changes in eligibility, plan year, benefit changes such as whether HSA contributions are also allowed, etc.). . However, due to the changes being brought upon by healthcare reform, many industry leaders are recommending an amendment or restatement, to keep your POP plan document in compliance. If your POP plan document has not been updated in several years, be sure to contact your Section 125 administrator. . If you do not have a POP Plan document, or an administrator, call Fall River at 303.369.3200 or This email address is being protected from spambots. You need JavaScript enabled to view it., and we will be happy to get you introduced to someone who can help get you compliant.


On October 31, the US Treasury released guidance indicating that employers may now offer the option of rolling over up to $500 of unused Flexible Spending Account dollars to a future plan year.  This is big news because it takes away one of the biggest fears employees have about using an FSA.  There’s really no reason now for an eligible employee to NOT enroll in the FSA for at least $500, now that it can roll over indefinitely.
Note that if an employee rolls over $500, he or she may still elect the entire amount allowed under your FSA plan for the following year (up to an IRS max of $2,500). If they don’t use it all, however, they can only roll over the same $500 next year.
Employers now have three choices when it comes to designing an FSA:
  1. Continue to enforce the “Use-it-or-Lose-it” Rule that means any unused dollars at the end of the plan year revert to the employer.
  2. Take advantage of a 2 ½ month grace period which allows your employees to have extra time to INCUR claims, not just submit receipts.  This allows UNLIMITED rollover in terms of dollar amounts, but a LIMIT in terms of time to use it. This grace period cannot be used in conjunction with the new $500 rollover.
  3. Jump on this newly available third option, of allowing a $500 rollover.  This works the opposite of option 2, giving the employee only a LIMITED dollar amount, but UNLIMITED time to use that $500.
You may amend your plan document right now for the plan year that is already in progress (IF you don’t already offer the 2 ½ month grace period), to allow employees to rollover up to $500 of the dollar amounts already elected.  Or, you can wait until the following plan year to put in place ANY of the three options above.
We recommend choosing the new option of the $500 rollover as the most employee-friendly option, to encourage the highest FSA participation possible. Give us a call or This email address is being protected from spambots. You need JavaScript enabled to view it. with any questions.
Monday, 09 September 2013 21:40

Educating Employees About the Exchanges

You have just issued your employees the Model Exchange Notice, so now what?

Thursday, 15 August 2013 15:22

Top Five HIPAA Mistakes

The Health Insurance Portability and Accountability Act of 1996 (HIPAA) established a provision for protecting the privacy of individual health information and the security of electronic protected health information.

Page 4 of 5