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2018 Employee Benefits LawSM Update-15th Annual Advanced Seminar

Register Now

Atlanta, Georgia | September 24 - 25, 2018

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 LawSM 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.

Topics include:

Washington Update: What's New? Recent Guidance and Current Employee Benefit Projects

Qualified Plans

  • 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

Identifying Plan Errors and Developing Solutions to the Errors
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 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 of DOL concern following the ENRON audit.

Plan Administrators: Enhancing Communication and Avoiding Pitfalls
Focus on various administrative functions with respect to qualified plans including a detailed discussion of electronic plan administration guidance and other recent developments.

ERISA Litigation
We will cover what you should be doing to avoid getting sued with regard to your plans. For example, we will discuss the latest Supreme Court decisions on ERISA matters, as well as stock cases, 401k fee cases, benefit termination cases, claims based on conversions of cash balance plans, and the latest developments on handling of individual benefit claims. And, as always, we will review matters of attorney-client privilege, potential criminal liability and pre-emption.

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. Preparation 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
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.

Déjà Vu All Over Again: The Brave New World of Onsite Clinics: What compliance issues and traps arise in connection with onsite clinics.   The potential impact on HSAs and health care reform implications.

HIPAA Compliance:  HITECH Compliance, Security and Other Advanced Issues
We all know the rules (we think) but how do we implement the HIPAA requirements?  This session includes:  An overview of the HIPAA privacy, EDI and security requirements; and a practical privacy implementation roadmap for plan sponsors.

VEBA and ERISA Trust Do's and Don'ts
What rules apply to VEBA deductions?  What expenses can be paid from a plan?  When does UBIT apply?  Learn why VEBAs might not always be the best funding vehicle for retiree medical expenses.  When is an ERISA trust required and when is it not?

What’s a Benefits Administrator to Do?  How to Manage Risks Under Federal Health and Welfare Mandates
A review of new mandates and guidance for health plans. Which mandates require the most attention and when? You will learn how to best manage these new requirements, gaining a roadmap for negotiating the maze.

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.

IAML strives to provide the most current content possible. We will make changes to the program content to reflect important developments.

Washington Update: What's New? Recent Guidance and Current Employee Benefit Projects

Qualified Plans

  • 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

Identifying Plan Errors and Developing Solutions to the Errors

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 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 of DOL concern following the ENRON audit.

Plan Administrators: Enhancing Communication and Avoiding Pitfalls

Focus on various administrative functions with respect to qualified plans including a detailed discussion of electronic plan administration guidance and other recent developments.

ERISA Litigation

We will cover what you should be doing to avoid getting sued with regard to your plans. For example, we will discuss the latest Supreme Court decisions on ERISA matters, as well as stock cases, 401k fee cases, benefit termination cases, claims based on conversions of cash balance plans, and the latest developments on handling of individual benefit claims. And, as always, we will review matters of attorney-client privilege, potential criminal liability and pre-emption.

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. Preparation 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

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.

What's a Benefits Administrator to Do? How to Manage Risks Under Federal Health and Welfare Mandates

A review of new mandates and guidance for health plans. Which mandates require the most attention and when? You will learn how to best manage these new requirements, gaining a roadmap for negotiating the maze.

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.

 

Advanced Certificate in Employee Benefits LawSM Seminar

Ashley Gillihan, Esq., Counsel at Alston & Bird, LLP

Thomas G. Schendt, Esq., Partner at Alston & Bird, LLP

September 24-25, 2018
Class hours:  8:00 am - 4:00 pm

 

 

*We reserve the right to change instructors when such changes are advisable for academic reasons or when circumstances are beyond our control.

Location to be announced

Don’t see what you’re looking for?  Contact Cara Adams at cara.adams@iaml.com or 949-760-1700.

HR Certification Institute (HRCI)
This program has been approved for 13 HR recertification credit hours toward PHR and SPHR recertification through the HR Certification Institute (HRCI).

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. Earn 13 PDCs by attending this 2-day seminar.

International Foundation of Employee Benefit Plans (IFEBP)
Earn 16 Continuing Education Credits towards CEBS recertification through the International Foundation of Employee Benefit Plans (IFEBP) by attending this 2-day program.

WorldatWork
This program can be reported for CCP, GRP, CBP and WLCP recertification credit.
 

State Boards of Accountancy
Individual State Boards of Accountancy may accept IAML courses for continuing education. 

American Society for Healthcare Human Resources Administration (ASHHRA)
This 2-day program is eligible for CHHR recertification credit.

National Association of Legal Assistants
CP’s can receive credit for attending any IAML program that has been approved for Continuing Legal Education (see list below.)

National Federation of Paralegal Associations
PACE Registered Paralegals and CORE Registered Paralegals can receive credit for attending any IAML program that has been approved for Continuing Legal Education (see list below.)

American Alliance of Paralegals
AACP’s can receive credit for attending any IAML program that has been approved for Continuing Legal Education (see list below.)

Continuing Legal Education
(Additional fees for CLE application and/or reporting fees may apply.)

Alaska
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.

Arizona
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.

California
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
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.

Hawaii
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
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.

New Hampshire
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 (13 hours) toward the annual NHMCLE requirement. New Hampshire attendees must self-determine whether a program is eligible for credit, and self-report their attendance.

New Jersey
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. 

New York
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.

Pennsylvania
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.

Other States
Contact us to ask about getting your state approved. IAML requests 45 days prior notification that you wish such credit.  An additional charge for CLE application and/or reporting fees may be required.

The registration fee for the seminar is $1,575.00 and includes the seminar manual, coffee breaks and a reception the first evening. (Breakfast/lunch/dinner are on your own).

Registrants who have previously participated in the Employee Benefits Law Update-Advanced Seminar are entitled to a $100.00 discount, upon request at the time of their registration.

After the first registration for the 2018 Employee Benefits Law Update from the same organization is received, each subsequent registrant of this seminar from that organization is entitled to a $50.00 discount upon request at the time of registration.

A minimum of one half of the total fees due to IAML should accompany your registration, or a Purchase Order Number should be provided. The total fees payable should be received by IAML at least two weeks prior to the seminar. Arrangements such as deferred billing can be made to accommodate special circumstances by contacting us. IAML also accepts American Express, MasterCard, Discover and Visa. If paying by credit card, your payment receipt will be e-mailed to the address you provided on the registration form, unless you make other arrangements.

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.

Participants will receive a full refund 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.

Registrants are responsible for making their own hotel reservations. IAML has made arrangements for participants to receive a special group rate at the hotels where the seminars will be held. To ensure that you will receive a room at the special group rate, please make your hotel reservations at least four weeks in advance of the seminar and mention that you are participating in an Institute for Applied Management & Law seminar.

Please note: If you experience any difficulty in making your hotel reservation, even within the four weeks prior to the seminar you wish to attend, please call IAML. Through IAML's contacts, there is a good possibility that we can help you secure a reservation at the seminar hotel.

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