Advanced Certificate in Employee Benefits Law Seminar

Institute for Applied Management & Law
Training overview
2.5 days
English

Course description

Advanced Certificate in Employee Benefits Law Seminar

Advanced Certificate in Employee Benefits Law Seminar - Annual Update

Delegates attending this seminar will enjoy a thorough up-to-the-minute update on developments in employee benefits law and information on their real-world impacts. Participants will delve into the highly complex benefits challenges they confront and learn techniques for managing and solving the problems, liabilities and contradictions they can pose.

As enforcement agencies continue with increasing scrutiny, and benefits-related litigation becomes more frequent, the possibility for missteps and severe liabilities also increases. Qualified presenters equip delegates with the timely and critical information they need.

Take advantage of IAML's experience and of this opportunity to become equipped with the latest information on employee benefits law, meet professionals in the field from across the country, enhance your career, while improving your job performance and your effectiveness in your organization.

Who should attend?

This program was developed as an annual update for experienced employee benefits professionals and attorneys. The seminar will be one of the most professionally important and satisfying programs you can attend.

Training Content

IAML strives to provide the most current content possible. They will make changes to the program content to reflect important developments.  And, registered attendees can pre-submit their real-life issues so that the instructors can incorporate them into the course.

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

Qualified Plans:

  • Mutual Funds as Employee Plan Investments: Your Exposure, Due Diligence, Liability
  • 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.

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 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.

Costs

The cost of this course is $1,525.00 and fees include the Advanced Certificate in Employee Benefits Law Seminar manual, coffee breaks and a reception the first evening. 

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

Certification / Credits

In addition to earning the Advanced Certificate in Employee Benefits Law, delegates may also be eligible for credit hours from the following organizations. Inquire to learn more.

  • HR Certification Institute (HRCI)
  • Society of Human Resource Management (SHRM)
  • International Foundation of Employee Benefit Plans (IFEBP)
  • WorldatWork
  • State Boards of Accountancy
  • Human Capital Institute (HCI)
  • American Staffing Association (ASA)
  • National Association of Personnel Services (NAPS)
  • American Society for Healthcare Human Resources Administration (ASHHRA)
  • National Association of Legal Assistants
  • National Federation of Paralegal Associations
  • American Alliance of Paralegals
  • Continuing Legal Education

Continuing Studies

Continuing Education:

HR Certification Institute (HRCI)
This program has been approved for 16.75 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 recertification. Earn 16.75 PDCs by attending this 2½ day seminar.

International Foundation of Employee Benefit Plans (IFEBP)
Earn 20.0 Continuing Education Credits towards CEBS recertification through the International Foundation of Employee Benefit Plans (IFEBP) by attending this 2½-day program.

WorldatWork
This program has been submitted to WorldatWork for CCP, GRP, CBP and WLCP recertification credit.

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

Human Capital Institute (HCI)
This program is eligible for HCS, SWP and MHCS recertification credit.

American Staffing Association (ASA)
This 2½-day program is eligible for CSP, TSC and CSC recertification credit.

National Association of Personnel Services (NAPS)
This 2½-day program is eligible for CPC, CTS, PRC and CERS recertification credit.

American Society for Healthcare Human Resources Administration (ASHHRA)
This 2½-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 16.75 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 16.5 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 16.75 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 16.75 hours. Florida credits are based on a 50-minute hour, therefore this course is eligible for 20.0 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 16.75 hours. 
  • Maine
    Maine attorneys are eligible to receive 16.75 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 1005 minutes (16.75 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 16.75 hours. 
  • New York
    An attorney completing an eligible Approved Jurisdiction course  (which includes California) may claim 20.0 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 16.5 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.

About Institute for Applied Management & Law

Institute for Applied Management & Law

Institute for Applied Management & Law, Inc. - Seminars and Conferences for HR, Employment Law and Employee Benefits Law  Professionals

The Institute for Applied Management & Law, Inc. (IAML) develops and delivers seminars, webinars, DVDs and  eLearning for professionals requiring timely and accurate information in employment law; employee benefits law; and human resource management. Their training is highly interactive and...


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