ON-DEMAND – 2020 EMPLOYEE BENEFITS LAW UPDATE
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 introduction of new legislation, 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 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
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:
- Providing employee benefits in the COVID-19 era – Health & Welfare plans
Between Executive Orders, the Families First Coronavirus Response Act (“FFCRA”), and the CARES Act, group health plans are facing new benefit mandates and compliance challenges. Topics include:
- Mandatory coverage changes to group health plans, both temporary and permanent
- The changing landscape of the telehealth industry
- Furloughs, lay-offs, and continuation of coverage issues during unpaid leave
- New COBRA Notice released, potential for COBRA premium subsidy
- Reimbursement of over-the-counter medications
- Eligibility for life and disability insurance during layoffs – life insurance conversion
- Providing employee benefits in the COVID-19 era – Retirement plans
The CARES Act provides some administrative and financial relief for plan sponsors and relaxes employees’ access to retirement funds. Topics include:
- Reducing or suspending discretionary matching or nonelective contributions
- Temporary reductions to safe harbor contributions due to COVID-19 economic loss
- Expansion of In service distribution rules (loans and hardship withdrawals)
- Suspension of minimum distribution requirements
- Delayed payments to single-employer plans
- Impact of Economic Downturn on DC Retirement Plans
- Other benefits implications due to COVID-19
- Tax free payments under Section 139 – qualified disaster relief payments
- Employer sponsored student loan repayment
- COVID-19 Relief for benefit-related deadlines
- HIPAA special enrollment, COBRA, appeals, external reviews
- Plan amendments as required by CARES Act, Form 5500, DOL guidance on relaxation of ERISA fiduciary requirements
- The SECURE Act – the sweeping changes made to the retirement plan landscape in December 2019 was the hottest topic in the market prior to the COVID-19 pandemic. Topics include:
- Pooled Employer Plans (also the small pre-SECURE Act extension to Association plans)
- Part-time Eligibility
- Expansion of 401(k) Safe Harbors
- Changes to Distribution Rules
- Expanded Employer Tax Credits for Small Business
- Increased Penalties for Failure to File
- Other changes
- Nondiscrimination Testing Basics
- The potential impact of COVID-19 on nondiscrimination testing
- Issues in HIPAA Compliance
- OCR Phase 2 audits with focus on Business Associates such as health plan sponsors
- Breach reporting / hacking and other cybersecurity
- Defined Contribution Healthcare plans
- ICHRAs and Excepted Benefits HRAs (repeal of Cadillac tax)
- Fear of ACA repeal and states creating state individual mandates
- ERISA Lawsuits – Hot Topics for Plan Sponsors
- Excessive Fees and Breach of Fiduciary Duties lawsuits proliferate
- Fiduciary duties and cybersecurity – Abbott / Alight (administrator)
- Intel loses ERISA lawsuit over 3-year statute of limitations, increased lawsuits?
- 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.
IAML Open Forum
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.”
“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.”
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.
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 9 PDCs.
HR Certification Institute (HRCI)
This program has been approved for 9 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):
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 9 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 9 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 9 hours.
This activity has been approved for Minimum Continuing Legal Education credits by the State Bar of California in the amount of 9 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 9 hours. Florida credits are based on a 50-minute hour; therefore, this course is eligible for 9 MCLE credit hours.
The Georgia Commission on Continuing Lawyer Competency has approved this seminar for 9 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 9 hours.
Maine attorneys are eligible to receive 9 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 9 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 540 minutes (9 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 9 hours.
An attorney completing an eligible Approved Jurisdiction course (which includes California) may claim 9 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 9 hours.
This course has been approved by the Supreme Court of Ohio Commission on Continuing Legal Education for 9 hours.
This activity has been approved for Minimum Continuing Legal Education credit by the State Bar of Pennsylvania in the amount of 9 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 9 credit hours.
This course has been submitted to the Vermont Supreme Court Board of Bar Examiners for 9 credit hours.
This seminar has been submitted to the Supreme Court of Wisconsin Board of Bar Examiners for 9 credit hours.
If you do not see your state listed here, please contact us to ask about getting your state approved. An additional charge for CLE application and/or reporting fees may be required.
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 2020 Employee Benefits Law Update is $1,575.
The fee includes extensive, specially prepared seminar materials, program-specific discussion boards with direct access to your instructors and access to the recorded sessions for a full year.
Are you eligible for a discount?
Once an organization has registered a representative for the full 2020 Employee Benefits Law Update, subsequent registrants from the same organization who attend any IAML seminar or conference are entitled to a discount. A $200 discount will be given for each subsequent full program registrant.
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 enroll 5 or more participants to IAML seminars in any 12 month period. Participants do not necessarily need to attend at the same time.