Judith Wethall
Subscribe to Judith Wethall's PostsJudith Wethall focuses her practice on employee benefits, specifically health and welfare programs. She counsels employers, plan administrators, insurers and consultants on a wide range of ERISA compliance issues. Judith's clients include sole proprietors to Fortune 100 companies and cover a variety of industries including health care, technology, manufacturing, insurance and financial. Read Judith Wethall's full bio.
IRS Announces 2021 Limits for Health Savings Accounts and High-Deductible Health Plans
By Jacob Mattinson and Judith Wethall on May 21, 2020
Posted In Health and Welfare Plans
The Internal Revenue Service (IRS) recently announced cost-of-living adjustments to the applicable dollar limits for health savings accounts (HSAs) and high-deductible health plans (HDHPs) for 2021. Some of the dollar limits currently in effect for 2020 will change for 2021. Access a table comparing the applicable dollar limits.
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DOL Relaxes Deadlines for ERISA-Governed Group Health Plans
By Judith Wethall, Jacob Mattinson and Megan Mardy on May 13, 2020
Posted In Benefit Controversies, Employee Benefits, Employment, Health and Welfare Plans
The US Department of Labor, in conjunction with the Internal Revenue Service and US Department of the Treasury, issued guidance and deadline extensions applicable to ERISA-governed group health and welfare plans. The guidance provides relief for plan sponsors, plan administrators and plan participants that may be struggling to comply with applicable deadlines and requirements in...
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IRS Extends HSA Contribution Deadline to July 15, 2020
By Erin Steele and Judith Wethall on Apr 2, 2020
Posted In Health and Welfare Plans
Overview A new IRS notice extends the deadline for individuals to make health savings account (HSA) contributions from April 15, 2020 to July 15, 2020. The IRS issued the notice to provide taxpayers with various tax filing and payment deadline extensions in response to the ongoing COVID-19 emergency. In Depth In response to the COVID-19...
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CARES Act Impacts All Benefit Plans
By Steven G. Eckhaus, Sarah L. Engle, Samuel Everett Dewey, Rick Stepanovic, Ralph E. DeJong, Lisa Loesel, Lindsay Ditlow, Judith Wethall, Jacob Mattinson, Evan A. Belosa, Erin Steele and Andrew Liazos on Mar 31, 2020
Posted In Employee Benefits, Employment, Executive Compensation, Health and Welfare Plans, Retirement Plans
In the ongoing effort to help individuals impacted by COVID-19, Congress passed the Coronavirus Aid, Relief, and Economic Securities Act (CARES Act) on March 27, 2020. The President signed the CARES Act into law the same day. The historic stimulus package provides wide-ranging relief for both employers and employees. This includes rules that impact health...
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COVID-19 FAQs: For Employee Benefits & Executive Compensation
By Erin Steele, Erin Turley, Evan A. Belosa, Joshua N. Lerner, Jacob Mattinson, Judith Wethall, McDermott Will & Emery, Sarah L. Engle, Brian Tiemann, Allison Wilkerson, Andrew Liazos and William R. Pomierski on Mar 26, 2020
Posted In Employee Benefits, Employment, Executive Compensation, Health and Welfare Plans, Retirement Plans
Coronavirus (COVID-19) raises serious concerns for employers of all shapes and sizes, across all industries and in every business sector. As the impact of COVID-19 continues to grow, many employers are faced with new challenges that affect not only their businesses and their employees, but the health and welfare, retirement and executive compensation plans and...
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Families First Coronavirus Response Act Mandates Employer-Provided Coverage for COVID-19 Testing
By Judith Wethall, Jacob Mattinson, Erin Steele, Emily Rickard and Megan Mardy on Mar 23, 2020
Posted In Employee Benefits, Health and Welfare Plans
As part of the Families First Coronavirus Response Act (the “Act”), Congress eliminated patient cost-sharing for Coronavirus (COVID-19) diagnostic testing and testing-related services provided under any employer-sponsored group health plan. This impacts all employer plans, insured and self-funded, of all sizes. The provisions are effective as of March 18 and will continue on a temporary...
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HSA Eligibility Not Disrupted by COVID-19 (Novel Coronavirus) Testing and Treatment
By Jacob Mattinson, Erin Turley and Judith Wethall on Mar 12, 2020
Posted In Employee Benefits, Employment, Health and Welfare Plans
A new IRS notice will allow individuals to receive testing and care for COVID-19 without jeopardizing their ability to contribute to a health savings account (HSA). The IRS issued the notice due to the public health threat posed by COVID-19, and the stated need to eliminate potential administrative and financial barriers to testing for and...
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Summary of Commuter Benefit Laws (Current as of Feb. 3, 2020)
By Jacob Mattinson, Erin Steele and Judith Wethall on Feb 20, 2020
Posted In Employee Benefits, Employment, Health and Welfare Plans
An increasing number of jurisdictions around the country, including parts of California, New Jersey and Washington, DC, are mandating that employers provide commuter benefit programs that allow employees to pay for commuting costs on a pre-tax basis. While the requirements are similar across most jurisdictions, there are specific rules for which employees are covered under...
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Finally SECURE: Opportunities in the 2019 SECURE Act for Plan Sponsors
By Jeffrey Holdvogt, Judith Wethall, Lisa Loesel and Sarah L. Engle on Jan 9, 2020
Posted In Employee Benefits, Employment, Health and Welfare Plans, Retirement Plans
The SECURE Act—the most significant piece of retirement plan legislation in more than a decade—is now law. Plan sponsors should immediately start considering how changes included in the SECURE Act could impact their retirement and health and welfare plans in 2020 and beyond. Access the full article.
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Tyll v. Stanley Black & Decker: When Plan Ambiguity Cost an Employer $4 Million
By J. Christian Nemeth, Jacob Mattinson, Elizabeth M. Rowe and Judith Wethall on Sep 12, 2019
Posted In Benefit Controversies, Employee Benefits, Health and Welfare Plans
An employer learned the full cost of ambiguity when a Connecticut federal district court agreed with an employee’s widow that the word “maximum” was ambiguous in the company’s life insurance plan, thus making the widow entitled to an additional $4 million in benefits. This decision serves as a warning for employers sponsoring insured benefits. Access...
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