2020 EMPLOYEE BENEFITS LAW UPDATE – 17TH ANNUAL ADVANCED SEMINAR
This seminar is designed as a timely, thorough and highly enjoyable update which analyzes sophisticated, up-to-the-minute issues and developments along with their real-world impact. The seminar explores the highly complex benefits challenges you face and provides techniques for managing and solving the problems, liabilities and contradictions they can pose. A talented team of attorneys will present these dynamic seminars.
With the intensified scrutiny by enforcement agencies, dramatic increases in benefits-related litigation, and the potential for severe liabilities for missteps, the information presented is as timely as it is critical. Designed as an annual update for past IAML Certificate in Employee Benefits Law Seminar participants, attorneys and other experienced employee benefits professionals, the seminar will be one of the most professionally important and satisfying programs you can attend. Take advantage of IAML’s experience and of this opportunity to become fully updated, to meet your colleagues from around the country, to empower your career, and to improve your job performance and your effectiveness in your organization.
Seminar Tuition: $1,575
All IAML programs are presented at attractive destination locations nationwide. They are also available in-house for you and your team. Learn more.
Please note: Because of the dynamic changes taking place in employment law, IAML will make every effort to ensure that the program content presented is timely and includes all new significant developments in the area of benefits law. Therefore, we reserve the right to modify the curriculum and/or instructors when such changes are deemed beneficial.
2020 Topics will include:
Washington Update: What’s New? Recent Guidance and Current Employee Benefit Projects
- Identifying Plan Errors and Developing Solutions to the Errors
- Implementation of Best Practices – Corporate Governance Standards in Employee Plan Administration
- Employee Plan Fiduciaries: Why You are One, What Your Duties Are, What Your Liability is
- Trimming Your Employee Plan Administration Expense Budget – What Expenses Can You Charge to Your Plan?
- Cost Effective Management of Your Plan’s Service Providers: Getting the Services You Pay For and are Entitled to Receive
- Implementation of an Employee Plan Compliance Calendar
Focus on both IRS and Department of Labor guidance that addresses correcting plan errors including a case study analysis of the voluntary compliance programs that both the IRS and DOL administer. An analysis of the multiple types of correction methods as well as the venue appropriate for the particular error will be analyzed.
IRS and DOL Audits: How to Manage
Focus on the practical and legal aspects of managing an audit by either the DOL or the IRS. Included in this discussion will be specific areas the DOL is currently concerned with.
Plan Administrators: Enhancing Communication and Avoiding Pitfalls
Focus on various administrative functions with respect to employee benefit plans including a detailed discussion of electronic plan administration guidance and other recent developments.
When the Auditors Come Knocking: Top 10 Health Plan Traps to Avoid in 2020
The last year has seen a significant increase in agency audit activity with the DOL and Office of Civil Rights (OCR) leading the way. This session will help you identify and avoid the top 10 exposure items we see in DOL agency investigations under the ACA, the Mental Health Parity Act (MHPAEA), wellness programs and ERISA. We will also focus on increased OCR investigations related to data breach (including the rise of email hacking incidents) under HIPAA.
Health Care Reform Compliance Boot Camp
Now that the dust has settled, what plan changes and compliance risks exist, and how can exposure be limited? Latest update on Affordable Care Act (ACA) rules and regulations. Compliance initiatives for play or pay and avoiding the so-called “Cadillac” tax.
Defined Contribution Healthcare in a Post-ACA World: Private Exchange Compliance Issues and Opportunities
Now that the agencies have issued new HRA regulations significantly expanding employer options, many employers are looking for ways to fix their health care contribution obligation while continuing to offer an array of valuable coverage options to employees. What tax and benefits compliance issues arise? Can employers offer health coverage through individual policies? What are the advantages and disadvantages of a fully insured versus a self-funded exchange? Will a private exchange arrangement satisfy the ACA requirements (including the employer “pay or play:” obligation)? This session focuses on the compliance aspects of private exchange arrangements with an emphasis on what can be done today, and what legislative or regulatory changes must be made to fully realize the benefits of a defined contribution approach.
Deja-vu all over again: The Brave New World of Onsite Clinics: What compliance issues and traps arise in connection with onsite clinics. Potential impact on HSAs and health care reform implications.
HIPAA Compliance and Big Data Breach: How to Limit Your Exposure.
We all know the rules (we think) but what do you do when a data breach occurs. Walk through real-life data breaches and resolution.
Wellness Programs and Disease Management: Overcoming Legal Compliance Hurdles
As the popularity of wellness, disease management and health risk assessment programs continues to grow, many employers have overlooked the many legal compliance issues that may arise in connection with a successful program. Hidden compliance costs associated with the “carrots” and “sticks” need to be considered. Also, are “mandatory” participation requirements allowed? What about smoker rate differentials? Attendees of this session will be able to identify and avoid potential compliance traps under the new ACA wellness regulations, under HIPAA’s non-discrimination and privacy requirements, the Americans with Disabilities Act and COBRA.
Discrimination Testing Basics
- Which Health & Welfare plans must comply
- Basic operating rules
- What to do if you fail
IAML Open Forum
PLEASE NOTE: Because of the dynamic changes taking place in benefits law, IAML will make every effort to ensure that the program content presented is timely and includes all new significant developments in the area of employee benefits law. Therefore, we reserve the right to modify the curriculum when such changes are deemed beneficial.
Learn more about the seminar.
IAML’s faculty is a veritable “who’s who” of leading attorneys and consultants with excellent academic credentials and extensive real world experience. Each member has enjoyed high ratings for their presentation skills and is an industry thought leader who inspires and shares our focus of ensuring the highest quality training programs available.
“The knowledge of the presenters and content covered were top notch, as always. I am always appreciative to have such a quality source of current information to help me do my job.”Brandon Minner, PHR
“Always enjoy this seminar. It really means a lot to fully trust the information from these wonderful instructors. We as HR professionals are very fortunate for their participation.”Sharon Moran
SHRM has pre-approved this seminar for Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.
IAML is a recognized provider of recertification credits. HR Certification Institute® has pre-approved these programs towards aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification.
IAML certifies that this activity conforms to the standards for approved education activities prescribed by the minimum continuing legal education rules and regulations of the states listed below.
Credit hours are based on attendance in the full 2 day seminar. If you don’t see what you’re looking for, please email us or call 949-760-1700.
Society of Human Resource Management (SHRM)
The Institute for Applied Management & Law, Inc. is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This 4½ day program has been approved for 13 PDCs.
HR Certification Institute (HRCI)
This program has been approved for 13 hours of (HR (General)) recertification credit towards aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HRCI.
Continuing legal education (additional fees for CLE application and/or reporting fees may apply):
*The states listed below have been approved for 2019. We will be submittting 2020 programs for approval from these states.
Alaska Bar members may claim credit for attendance at CLE programs offered in or from other jurisdictions if the program has been accredited by another CLE jurisdiction (which includes California.) The State Bar of California has approved this program for 13 hours.
The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 13 hours toward your annual CLE requirement for the State Bar of Arizona.
The Supreme Court of Arkansas Office of Professional Programs has approved this seminar for 13 hours.
This activity has been approved for Minimum Continuing Legal Education credits by the State Bar of California in the amount of 13 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of California governing minimum, continuing legal education.
Florida Bar members may claim credit for attendance at CLE programs offered in or from other jurisdictions if the program has been accredited by another MCLE jurisdiction (which includes California.) This program has been approved by the State Bar of California for 13 hours. Florida credits are based on a 50-minute hour; therefore, this course is eligible for 15.5 MCLE credit hours.
The Georgia Commission on Continuing Lawyer Competency has approved this seminar for 13 regular CLE hours.
Attorneys licensed in Hawaii who attend a course that has been approved for credit by a Hawaii State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. This program has been approved by the State Bar of California for 13 hours.
Maine attorneys are eligible to receive 13 credit hours for this program through Maine’s reciprocity provision that allows credit hours for courses or activities approved by another MCLE state (which includes California) and certified by that state’s CLE regulatory authority will be accepted for identical credit by the Board of Overseers of the Bar in Maine.
This course has been approved by the Missouri State Bar for 15.6 hours.
NHMCLE does not approve or accredit CLE activities for the New Hampshire MCLE requirement. IAML believes this course meets the requirements of New Hampshire Supreme Court Rule 53 and may qualify for 780 minutes (15.5 hours) toward the annual NHMCLE requirement. New Hampshire attendees must self-determine whether a program is eligible for credit, and self-report their attendance.
Attorneys licensed in New Jersey who attend an out-of-state CLE course that has been approved for credit by a New Jersey State Bar approved jurisdiction (which includes California) may claim the CLE credits from the course or activity without seeking prior Board approval for the course or activity. This program has been approved by the State Bar of California for 13 hours.
An attorney completing an eligible Approved Jurisdiction course (which includes California) may claim 15.5 hours of New York CLE credit in accordance with the requirements of the Program Rules, Regulations and Guidelines. This program has been approved by the State Bar of California.
This course has been submitted to the North Carolina State Bar Board of Continuing Legal Education for 13 hours.
This course has been approved by the Supreme Court of Ohio Commission on Continuing Legal Education for 13 hours.
This activity has been approved for Minimum Continuing Legal Education credit by the State Bar of Pennsylvania in the amount of 13 credit hours. IAML certifies that this activity conforms to the standards for approved education activities prescribed by the rules and regulations of the State Bar of Pennsylvania governing minimum continuing legal education.
This Tennessee Commission on Continuing Legal Education & Specialization has approved this seminar for 13 credit hours.
This course has been submitted to the Vermont Supreme Court Board of Bar Examiners for 13 credit hours.
This seminar has been submitted to the Supreme Court of Wisconsin Board of Bar Examiners for 15.5 credit hours.
YOUR SATISFACTION IS GUARANTEED
We're confident you're going to find this program to be highly beneficial and a fantastic use of your training budget! If, for any reason, you aren't completely satisfied, we will reimburse your tuition costs.
The fee for the full 2 day 2020 Employee Benefits Law Update is $1,575.
The fee includes extensive, specially prepared seminar materials, coffee breaks, and a reception the first day. (Breakfast/lunch/dinner are on your own.)
While registrations may be accepted within the two weeks prior to the beginning of the seminar, we suggest that you call IAML to confirm space availability.
Are you eligible for a discount?
Registrants who have participated in a previous Employee Benefits Law Update Seminar are entitled to a $100.00 discount, upon request at the time of registration.
Once an organization has enrolled a representative in any 2020 Employee Benefits Law Update Seminar, subsequent 2020 Employee Benefits Law Update Seminar registrants from the same organization are entitled to a $50.00 discount, upon request at the time of registration.
To receive the discount, participants need not attend the same location or date. Discounts must be requested at the time of registration and are not combinable with other discount offers.
Very attractive discounts are available to organizations which send 5 or more participants to IAML seminars in any 12 month period. Participants do not necessarily need to attend the seminar at the same location or time.
Your policy requires payment two weeks in advance. Can I register for a program that is taking place in less than two weeks?
Yes, based on space availability. You will be asked for a credit card number at the time of registration, or you may be asked to send a check via overnight mail. Because IAML’s cancellation policy requires written notification at least two weeks in advance, by registering for a program less than two weeks in advance you are liable for the entire fee, even if you do not attend.
What is your cancellation/transfer policy?
Participants will receive a full refund of any fees paid if IAML receives written notification that they will be unable to attend at least two weeks prior to their program’s starting date. Otherwise, participants are liable for the entire fee. Registrants requesting a transfer to another program within this two week period will be charged an additional fee of $150.00. You may substitute an associate at any time at no additional fee.
Is the hotel included in my enrollment fee?
You are responsible for making your own hotel reservation. IAML has made arrangements for participants to receive discounted room rates at the hotels where the seminars will be held. To reserve a room at our special rate you must make your reservation at least 35 days in advance of the seminar. If you experience any difficulty in making your hotel reservation, even if it’s less than 35 days in advance please call IAML, we may be able to assist you in securing a room at the seminar hotel.