Employer Emergency Savings Accounts Retaining a Motivated Team Long-Term Care Insurance Payroll Best Practices Skills-Based Hiring Train Supervisors To Use Constructive Feedback Exemptions On Form W-4 DOL Final Rule On Independent Contractors Benefits of a Payroll Process Review Leadership Development Program Final Rule On Electronic Recordkeeping Orientation Employee Fraud Electronic Filing Qualified Retirement Plans COLAs Compensation Philosophy 2024 Health Coverage Year-End Payroll Educating Employees About Retirement Hiring Process Training Programs FUTA Neurodiversity Qualified Retirement Plan Audit HSA at-will employment Club Memberships custodial account esop Employers Payroll HRA ADA 401(k) Employee Value Proposition Agricultural tax breaks W-2 Filing Employment Tax When Hiring Loved Ones returnship programs

2020 Adjusted Penalties for Health Benefits & Other Plans

The U.S. Department of Labor (DOL) recently announced the 2020 annual adjustments to civil monetary penalties for a wide range of benefits-related violations. Legislation enacted in 2015 requires annual adjustments to certain penalty amounts by January 15 of each year. The 2020 adjustments are effective for penalties assessed after January 15, 2020, with respect to violations occurring after November 2, 2015. Here are some highlights:

IRS Form 5500. Employers must file this form annually for most Employee Retirement Income Security Act of 1974 (ERISA) plans to provide the IRS and DOL with information about the plan’s operation and compliance with government regulations. The maximum penalty for failing to file Form 5500 has increased from $2,194 to $2,233 per day that the filing is late.

Summary of Benefits and Coverage (SBC). The maximum penalty for failing to provide an SBC has increased from $1,156 to $1,176 per failure.

Other group health plan penalties. Violations of the Genetic Information Nondiscrimination Act may result in penalties of $119 per participant per day, which is up from $117. Examples of violations include establishing eligibility rules based on genetic information, requesting genetic information for underwriting purposes, and failures relating to disclosures regarding the availability of Medicaid or children’s health insurance program assistance.

401(k) plan disclosure, recordkeeping, and reporting. For plans with automatic contribution arrangements, penalties for failure to provide the required ERISA preemption notice to participants have increased from $1,736 to $1,767 per day. Penalties for failing to provide blackout notices (required in advance of certain periods during which participants cannot change their investments or take loans or distributions) or notices of diversification rights have increased from $139 to $141 per day. And the maximum penalty for failure to comply with ERISA recordkeeping and reporting requirements has increased from $30 to $31 per employee.

Multiple Employer Welfare Arrangement (MEWA) filing. A MEWA is generally defined as a single plan that covers the employees of two or more unrelated employers. Penalties for failure to meet applicable filing requirements, which include annual Form M-1 filings and filings upon origination, have increased from $1,597 to $1,625 per day.

Adjustments also have been made to other benefit-related DOL penalties, such as for failure to provide certain information requested by the agency.

Although the affected penalties relate to a wide range of compliance issues, not all violations give rise to the highest permitted penalty. In some instances, the DOL has discretion to impose lower penalties, such as under programs designed to encourage Form 5500 filing. Our firm can provide further information.

Related Articles

Talk with the pros

Our CPAs and advisors are a great resource if you’re ready to learn even more.