Bona Fide Benefits
What every Contractor should know...
     The Service Contract and Davis-Bacon Acts mandate federal contractors contribute to a bona fide health and welfare plan on an hourly basis. If your company currently pays monthly premiums to an insurance company, the odds are your company is not in compliance with the SCA and is overpaying for medical insurance.
     For example, a company with a monthly premium insurance program is required to pay a full month's premium whether their hourly employees work the full month or not. Also, many companies utilize an unfunded self insured benefits program which is in direct violation of the Service Contract Act.
     Unfortunately, many companies opt to provide the required health and welfare fringe benefit to employees in the form of a cash payout. Although a cash payout is easy to implement, the result is increases to payroll taxes, workman's compensation and liability insurance rates.
     BCG offers medical and retirement programs fully audited and hourly driven. This keeps your company in compliance and makes it easier to account for your employees benefits. As a matter of fact, there are many times when all that BCG needs is a copy of the employer’s payroll report to provide employees with benefits!

From The Office of Public Affairs
PO-3204

Treasury and IRS Issue Guidance on Health Reimbursement
     
     Today the Treasury Department and the Internal Revenue Service issued guidance that clarifies the tax treatment of health reimbursement arrangements (HRAs) in which the employee’s health benefit arrangement provides for employee-controlled reimbursement of medical costs.
     "With this new guidance, we clear the way for employers to adopt health plans with patient-directed features so that employees have more choice and greater control over their health care coverage," stated Treasury Secretary Paul O'Neill.
     The guidance, consisting of a notice and a revenue ruling, provides that medical benefits paid by Health Reimbursement Arrangements (HRAs) that meet certain requirements are not taxable. The guidance also clarifies that HRAs generally are not subject to the complex design requirements for health Flexible Spending Arrangements funded through salary reduction under a cafeteria plan.
     The primary requirements for an HRA are that (1) the plan must be funded solely by the employer and cannot be funded by salary reduction, and (2) the plan may only provide benefits for substantiated medical expenses. If the plan provides for payments or other benefits irrespective of medical expenses, all amounts paid by the plan become taxable, including prior medical reimbursements.
     
Under this guidance HRAs can:
• Allow the carryover of unused amounts to later years (i.e., the "use-it-or-lose-it rule" does not apply) and

• Reimburse employees for the purchase of health insurance.
In addition, the guidance provides that:

• HRAs may allow former employees, including retirees, continued access to unused reimbursements;

• HRAs may provide that an FSA funded by salary reduction reimburses expenses before the HRA; and

• HRAs are group health plans subject to the COBRA continuation requirements.