- Fixing health insurance budget to a set dollar amount per employee (similar to defined contribution)
- Employee choice in carrier and plan
- Getting out of the carrier selection process annually
- Low wage earners working for small employers could benefit from subsidies
- Potential financial penalties up to $4,460 per employee if not properly structured
- Plan selection can be confusing to employees if not properly educated.
- (Ask your Forsite rep about our proprietary BenIQ healthcare literacy training)
- Higher income households may be adversely affected
- Individual plan benefits and networks are generally not as comprehensive as group plans
Note: Individuals who do not maintain creditable coverage for 63 days or longer following their initial enrollment period for Medicare Part D may be required to pay a late enrollment penalty. Accordingly, this information is essential to the decision to enroll in a Medicare Part D prescription drug plan.
- Medicare-eligible active employees and their dependents
- Medicare-eligible COBRA individuals and their dependents
- Medicare-eligible disabled individuals covered under the prescription drug plan
- Any retirees and their dependents
- Prior to the annual enrollment period for Medicare Part D that begins on Oct. 15th
- Prior to an individual's initial enrollment period for Medicare Part D
- Prior to the effective date of enrolling in the employer's prescription drug plan and upon any change that affects whether the coverage is credible
- Upon request by the individual
Online disclosure to the Centers for Medicare & Medicaid Services is also required annually, no later than 60 days from the beginning of a plan year, within 30 days after termination of a prescription drug plan, or within 30 days after any change in creditable coverage status.
Recently, the U.S. Citizenship and Immigration Services (USCIS) published a new version of its Employment Eligibility Verification form, also known as Form I-9.
Employers are required to use the new form exclusively beginning on Nov. 1, 2023. The Form I-9 instructions also clarify procedures for employers who are eligible to utilize remote examination as an alternative to the physical examination of employees’ documentation. Employers enrolled and participating in E-Verify may choose to examine documents remotely.
Dates of Use
Here is the timeline of important dates related to this update:
- July 21, 2023: UCSIS announced a new Form I-9.
- Aug. 1, 2023: USCIS published the revised Form I-9 and employers were allowed to begin using the new version.
- Aug. 30, 2023: The deadline for employers to complete physical inspection of I-9 documents, if applicable.
- Oct. 31, 2023: The expiration date of current Form I-9 (edition date Oct. 21, 2019).
- Nov. 1, 2023: Employers must complete the transition to using the revised form to comply with federal employment eligibility verification requirements.
Remote Document Verification
Under current requirements, employers must physically inspect I-9 acceptable documents to certify their employees are authorized to work in the United States. However, the new form includes alternative remote verification procedures employers enrolled in E-Verify can use to comply with their Form I-9 obligations.
Employers can review published instructions from the USCIS for remote document verification for more information.
To Learn More
USCIS has published a complete list of Form I-9 updates. Contact us today for more Form I-9 resources.
The content herein is provided for general information purposes only, and does not constitute legal, tax, or other advice or opinions on any matters. This information has been taken from sources which we believe to be reliable, but there is no guarantee as to its accuracy.