There are many different types of Employee Assistance Programs (EAP). They can be offered as an add-on to life and disability insurance, integrated with your health insurance, as part of a wellness package or as a stand-alone plan.

The Election is almost here, the holidays are cranking up and every year we dub this “benefit season”.

Last week, the Internal Revenue Service (IRS), Department of Labor (DOL) and Department of Health and Human Services (HHS) jointly issued a long-awaited interim guideline clarifying several important items within the Patient Protection and Affordable Care Act (PPACA).

Last week, the Internal Revenue Service (IRS), Department of Labor (DOL) and Department of Health and Human Services (HHS) jointly issued a long-awaited interim guideline clarifying several important items within the Patient Protection and Affordable Care Act (PPACA).

Last month we wrote about the updates to the Summary of Plan Benefits and Coverage (SBC) and Uniform Glossary provision of the Patient Protection and Affordable Care Act.

A year ago this month, we wrote about the Summary of Plan Benefits and Coverage (SBC) provision of the Patient Protection and Affordable Care Act (PPACA).

We talk a lot around here about maximizing your group health insurance program and keeping benefits as the competitive advantage they were intended to be.

On June 28th, we blogged about a few of the immediate concerns facing employers now that the Supreme Court has upheld the Patient Protection and Affordable Care Act (PPACA).

Today the Supreme Court largely upheld the constitutionality of the Patient Protection and Affordable Care Act (PPACA), otherwise known as healthcare reform.

If you are an employer with a non-calendar year renewal (i.e. NOT a January 1), remember that under the Patient Protection and Affordable Care Act (PPACA) as it stands now, Flexible Spending Accounts (FSA) will have maximum annual contribution limits of $2,500, effective for taxable years after December 31, 2012.