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Social Security & Medicare: Communication Challenges as Employees Approach Retirement Age - On-Demand

Social Security & Medicare: Communication Challenges as Employees Approach Retirement Age - On-Demand

Product Code: YEWA081419D

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Social Security & Medicare: Communication Challenges as Employees Approach Retirement Age - On-Demand

Webinar now available On-Demand.


WEBINAR SNAPSHOT: Learn Medicare reporting and secondary payer requirements, along with strategies for communicating about Social Security and Medicare to retiring Baby Boomers.



Baby boomers are retiring in big numbers, a trend that will continue for many years. As these employees prepare for retirement, they have questions about Social Security eligibility, and how and when to apply for Medicare benefits. For those that want to continue to work past 65, they also have questions about how continuing to work will impact their benefits.

When an employee is about to retire or becomes permanently and totally disabled, HR and benefits managers can expect a flood of questions about what Medicare Parts A, B, C, and D cover, HSA eligibility, COBRA,the amount of the Social Security benefits to which they are entitled based on their age, what they need to do to apply for Social Security retirement or disability benefits, and more.  It’s important to be able to adequately answer their questions and handle the types of challenges that can come from Medicare and Social Security administration.

It's also critical to navigate the Medicare Secondary Payer (MSP) rules, especially as they apply to employees who keep working after turning 65. You could face stiff penalties if you improperly try to shift a current plan participant onto Medicare to reduce costs.

Use this on-demand webinar with employee benefits attorney Steven Mindy of Katten Muchin Rosenman LLP on how to answer employees’ questions about benefit options and available resources they can turn to for additional help and how to comply with Medicare reporting requirements.

You’ll learn: 

  • When an employee may sign up for Social Security retirement or disability benefits
  • What every employer should know—and be able to communicate to the workforce—about Medicare A, B, C, and D
  • The distinction between Medicare eligibility and Medicare entitlement—and why it matters
  • What you need to do if an employee signs up for Medicare and keeps coverage under the company plan
  • How Medicare impacts (or intersects with) group health plan payments, consumer-driven health insurance (including HSA contributions and withdrawals), and COBRA—and how to tell when you must continue employee health benefits after Medicare starts
  • The risk of Medicare late enrollment penalties for retirees who take COBRA
  • Medicare reporting essentials employers must master
  • How the MSP rules apply to your particular plan
  • The MSP implications if an employee becomes disabled or has end-stage renal disease
  • And more!

About Your Presenter

Name

Steven C. Mindy, Esq.
Partner
Katten Muchin Rosenman LLP

Steven Mindy, a partner in the Washington, DC office of Katten Muchin Rosenman LLP, focuses his practice on employee benefit plan counseling and ERISA litigation related to health and welfare benefits. He works extensively on issues related to group health plans, wellness programs, health savings accounts (HSAs), flexible spending accounts (FSAs) and COBRA, including the laws applicable to plans and their service providers when using new technology like mobile devices, apps and wearables.

With his extensive knowledge of the privacy and security laws that impact benefit plans, including HIPAA's privacy and security requirements, Mindy frequently helps covered entities and business associates comply with breach and security incident notification requirements under HIPAA and other privacy laws.

Mindy also has deep experience with ERISA’s plan-asset rules, trust requirements and prohibited transaction exemptions. He advises on issues related to association health plans (AHPs) and multiple employer welfare arrangements (MEWAs), voluntary employees' beneficiary associations (VEBAs), and union multiemployer plans. He also has a niche practice counseling financial institutions, insurance companies and nonbank trustees on HSA matters. Steven uses his prior experience as a federal law enforcement officer to assist clients with criminal and civil investigations and audits by the federal and state agencies that regulate benefit plans and data privacy and security.