Many employers – and you may be one of them- do not fully understand Employee Retirement Income Security Act (ERISA), how it impacts businesses and employees, and the possible risks it presents. Failure to comply with ERISA requirements can lead to costly government penalties and even employee lawsuits.
The following chart offers a basic breakdown of Title 1 disclosure and reporting requirements under ERISA (governing health and welfare benefit plans).
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Eleventh Circuit Holds ERISA Fiduciaries Must Consider Social Security Determinations Issued …
ERISA stands for The Employee Retirement Income Security Act of 1974. ERISA establishes minimum standards for retirement, health, and other welfare benefit plans (including life insurance, disability insurance, and apprenticeship plans).
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As an employee, you have the option to select a group of benefits your employer provides;available to all employees.
One of those options, is Short-Term or Long-Term Disability Benefits. This benefit come in handy if you were to become disabled and unable to work.
Their pitch to you,
“WE KNOW THAT A DISABLING ILLNESS OR INJURY CREATES
EMOTIONAL, PHYSICAL AND FINANCIAL CHALLENGES. AS YOUR
INSURER, WE WANT TO DO WHATEVER WE CAN TO HELP YOU DEAL WITH
THESE CHALLENGES. WE ARE COMMITTED TO SERVING YOU WELL
DURING THIS TIME” ~UNUM Provident