Close X
Attorney Spotlight

How does Jessie Zeigler anticipate the intersection of privacy and smart technology will impact the future of litigation? Find out more>

Search

Close X

Experience

Search our Experience

Experience Spotlight

Primary Care Providers Win Challenge of CMS Interpretation of Enhanced Payment Law

With the help and support of the Tennessee Medical Association, 21 Tennessee physicians of underserved communities joined together and retained Bass, Berry & Sims to file suit against the Centers for Medicare & Medicaid Services to stop improper collection efforts. Our team, led by David King, was successful in halting efforts to recoup TennCare payments that were used legitimately to expand services in communities that needed them. Read more

Tennessee Medical Association & Bass, Berry & Sims

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

Healthcare Private Equity Compliance Checklist

The complex and ever-changing healthcare regulatory and enforcement environment, including increased focus on the role of private equity firms in their portfolio companies, make compliance a top priority for private equity firms investing in healthcare companies. The best way to limit your exposure as a private equity firm is to avoid a compliance misstep in the first place. Additionally, an effective and robust compliance program for your portfolio healthcare company makes it much more attractive to potential buyers and helps you avoid an unexpected and costly investigation or valuation hit down the road. Download the Healthcare Private Equity Compliance Checklist to assess whether your portfolio company's compliance program is up-to-date.

Click here to download the checklist.

Susie Bilbro Answers Key Questions on 2018 Open Enrollment Process

HR Professionals

Publications

August 1, 2017

Bass Berry & Sims Employee Benefits attorney Susie Bilbro

In an article published by HR Professionals, Bass, Berry & Sims attorney Susie Bilbro provided insight on aspects plan sponsors should consider as they prepare for the 2018 open enrollment process. Among the key questions Susie suggests sponsors to ask themselves in the upcoming months are:


Are you including the right disclosures in your open enrollment materials? 
There are multiple participant disclosure requirements for employee welfare benefit plans that plan sponsors must be aware of during the eligibility or enrollment processes, and on an on-going basis. Some of these items are summary plan descriptions (SPDs), COBRA notices, HIPAA notices and Medicare Part D notices.

Is your cash in lieu of benefits payment program compliant? While some plan sponsors are offering cash payments to employees who agree to waive employer-sponsored health coverage, employers should be aware of excise taxes for non-compliant opt-out arrangements and the impact of opt-out arrangements on affordability calculations.

What do you need to know (and tell employees) about your HSA? Health savings accounts (HSAs) have a contribution limit for 2018 of $3,450 for individual accounts and $6,900 for family coverage. HSAs are triple-tax-advantaged, because HSA deposits are tax-free, contributions grow tax-free, and distributions are tax-free for out-of-pocket and qualifying expenses. Individuals with a flexible savings account (FSA) are ineligible to contribute to an HSA, and certain FSA design features may affect HSA eligibility for subsequent years.

The full article, "Open Enrollment Considerations for Plan Sponsors," was published in the August 2017 edition of HR Professionals and is available online.


Related Professionals

Related Services

Notice

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.