Close X
Attorney Spotlight

Find out which two countries Cheryl Palmeri gets the most questions about related to International Trade in today's market? Find out more>


Close X


Search our Experience

Experience Spotlight

In June 2016, AmSurg Corp. and Envision Healthcare Holdings, Inc. (Envision) announced they have signed a definitive merger agreement pursuant to which the companies will combine in an all-stock transaction. Upon completion of the merger, which is expected to be tax-free to the shareholders of both organizations, the combined company will be named Envision Healthcare Corporation and co-headquartered in Nashville, Tennessee and Greenwood Village, Colorado. The company's common stock is expected to trade on the New York Stock Exchange under the ticker symbol: EVHC. Bass, Berry & Sims served as lead counsel on the transaction, led by Jim Jenkins. Read more.

AmSurg logo

Close X

Thought Leadership

Enter your search terms in the relevant box(es) below to search for specific Thought Leadership.
To see a recent listing of Thought Leadership, click the blue Search button below.

Thought Leadership Spotlight

Inside the FCA blogInside the FCA blog features ongoing updates related to the False Claims Act (FCA), including insight on the latest legal decisions, regulatory developments and FCA settlements. The blog provides timely updates for corporate boards, directors, compliance managers, general counsel and other parties interested in the organizational impact and legal developments stemming from issues potentially giving rise to FCA liability.

Read More >

Model Employer Exchange (now "Marketplace") Notices Issued by the DOL


May 10, 2013

Distribution Required by October 1

Included in the Patient Protection and Affordable Care Act, as amended ("Affordable Care Act"), is a requirement that employers provide notice to all employees of the availability of (and certain information about) health coverage under the health insurance exchange ("Marketplace")[1] and the employer's plan, as applicable. By statute, this new notice requirement was effective by and after March 1, 2013, but, in January 2013, the Department of Labor ("DOL") helpfully delayed implementation until the issuance of further guidance (see our January Alert).

On May 8, the DOL issued temporary guidance (Technical Release 2013-02, available here) and model notices for employers' use in meeting the new October 1, 2013 implementation deadline. The DOL likely will issue additional guidance and, perhaps, revised model notices in the coming months, but has stated that any such future guidance "will provide adequate time to comply with additional or modified requirements." Thus, use of these model notices apparently will constitute compliance with this new notice requirement unless and until the DOL provides contrary, prospective guidance.

The DOL has provided two model notices (each of which requires some tailoring by the employer): (1) one for use by an employer that offers health plan coverage to some or all of its employees, available here; and (2) the other for use by an employer that does not offer health plan coverage, available here.

The notice requirement is broad-reaching: all employers subject to the Fair Labor Standards Act ("FLSA") [2] must provide the notice to all employees, without regard to health plan eligibility (e.g., part-time vs. full-time) or enrollment status.

The applicable notice must be provided: [3] 

  • to current employees before October 1, 2013, and 
  • to new employees, at the time of hiring (or within 14 days of an employee's start date) on and after October 1, 2013.

New Model COBRA Election Notice Also Issued

With this guidance, the DOL also has updated its model COBRA [4] election notice (available here) to add information about the new (in 2014) Marketplace, which may provide qualified beneficiaries with an alternative to COBRA continuation coverage (i.e., "to help make qualified beneficiaries aware of other coverage options available in the Marketplace"), and to make certain revisions to reflect the elimination of preexisting condition limitations beginning in 2014.

Although the model election notice is not required to be used by plan administrators, the DOL considers its use to constitute good faith compliance with this notice requirement under COBRA, and we therefore recommend the revisions (visible in the DOL's redline version) be incorporated into all COBRA election notices.

[1] With this and other recent Affordable Care Act guidance, it appears the regulators have continued, if not completed, the transition to the term "Health Insurance Marketplace" or, simply "Marketplace," to describe the health insurance market previously (and still somewhat commonly) referred to as the "exchange."
[2] For help in determining whether a particular employer is subject to the FLSA, see the DOL's Internet compliance tool available here.
[3] The notice may be provided electronically, provided the DOL's electronic safe harbor requirements are met.
[4] The Consolidated Omnibus Budget Reconciliation Act of 1985, as amended ("COBRA").

Related Services


Visiting, or interacting with, this website does not constitute an attorney-client relationship. Although we are always interested in hearing from visitors to our website, we cannot accept representation on a new matter from either existing clients or new clients until we know that we do not have a conflict of interest that would prevent us from doing so. Therefore, please do not send us any information about any new matter that may involve a potential legal representation until we have confirmed that a conflict of interest does not exist and we have expressly agreed in writing to the representation. Until there is such an agreement, we will not be deemed to have given you any advice, any information you send may not be deemed privileged and confidential, and we may be able to represent adverse parties.