1. This UBA Employer Webinar Series is brought to you by United Benefit Advisors in conjunction with Jackson Lewis For a copy of this presentation, please go to www.UBAbenefits.com. Go to the Wisdom tab and scroll down to HR Webinar Series and click. Under Employer Series click the Registration and Presentation link. Click the red Presentation button to see the slides.

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3. Represents management exclusively in every aspect of employment, benefits, labor, and immigration law and related litigation Over 770 attorneys in 55 locations nationwide Current caseload of over 5,000 litigations and approximately 300 class actions Founding member of L&E Global 3

4. This presentation provides general information regarding its subject and explicitly may not be construed as providing any individualized advice concerning particular circumstances. Persons needing advice concerning particular circumstances must consult counsel concerning those circumstances. Indeed, health care reform law is highly complicated and it supplements and amends an existing expansive and interconnected body of statutory and case law and regulations (e.g., ERISA, IRC, PHS, COBRA, HIPAA, etc.). The solutions to any given business’s health care reform compliance and design issues depend on too many varied factors to list, including but not limited to, the size of the employer (which depends on complex business ownership and employee counting rules), whether the employer has a fully-insured or self-funded group health plan, whether its employees work full time or part time, the importance of group health coverage to the employer’s recruitment and retention goals, whether the employer has a collectively-bargained workforce, whether the employer has leased employees, the cost of the current group health coverage and extent to which employees must pay that cost, where the employer/employees are located, whether the employer is a religious organization, what the current plan covers and whether that coverage meets minimum requirements, and many other factors. IRS Circular 230 disclosure: Any tax advice contained in this communication (including any attachments or enclosures) is not intended or written to be used, and cannot be used, for the purpose of (i) avoiding penalties under the Internal Revenue Code or (ii) promoting, marketing or recommending to another party any transaction or matter addressed in this communication. (The foregoing disclaimer has been affixed pursuant to U.S. Treasury regulations governing tax practitioners.) 4

5. Which plans must file Form 5500 Combining benefits for filing purposes Filing due dates Electronic filing Basics for completing the Form 5500 and commonly used schedules/frequent errors 5

6. Correcting Form 5500 compliance failures/delinquent filer program Areas of DOL and IRS emphasis in examining Form 5500 Areas of Form 5500 that increase audit exposure/strategies to reduce risk More emphasis on the welfare plan side 6

7. Annual report to government by ERISA employee benefit plans DOL enforcement and research tool IRS and DOL use the Form 5500 as part of a process to determine which plans to audit Posted on DOL website o Don’t use SSN or portion of SSN ERISA reporting and disclosure requirement; not an Internal Revenue Code filing requirement 7

8. Employer maintained plan providing certain listed benefits to at least one employee Employee pension benefit plans 8

9. Employee welfare benefit plans – common examples o Health, dental, vision, prescription drug Include FSAs and HRAs o Many wellness and employee assistance programs (EAPs) o Life insurance, LTD, AD&D insurance o Severance plans Not required for the cafeteria plan itself, but required for underlying plans 9

10. Government and church employer plans Most short-term disability plans Sick pay Voluntary employee pay all insurance o Minimum employer involvement/sole function of employer is: Permit the insurer to publicize the program to employees, Collect premiums through payroll deductions, and Remit premiums to the insurer 10

11. Most Health Savings Accounts (HSAs) o Voluntary for employees and limited employer involvement Vacation pay Educational assistance plans 11

12. Form 5500 filing required unless meet an exception o Unfunded excess benefit plan o Top-hat plan using alternative compliance method o Small employer welfare plans o Not subject to ERISA 12

13. Less than 100 participants at beginning of plan year o Participant equals covered employee or former employee (not spouse or dependents) o Individual must be covered, not merely eligible to elect coverage AND Not funded – paid from the general assets of employer or by insurance company (insurance is not funded!) Less than 2% of welfare plans file a Form 5500 13

14. One Form 5500 is required for each “plan” Plan documentation is important to determine what is a plan for welfare plans o Plan documentation should match Form 5500 o 3 digit plan number o SPDs Default rules when documentation is not clear o One plan per benefit o One plan per insurance contract 14

15. 7 months after end of plan year 2 1/2 month automatic extension with IRS Form 5558 o File extension by normal due date Plan termination – 7 months after liquidation of plan assets 15

16. Electronic filing required by all filers under ERISA Electronic Filing Acceptance System (EFAST2) o Beginning in 2009 forward (2010 transition is paper) o The failure to file electronically is treated as a non-filing Choice between: (i) DOL’s free system iFile, or (ii) EFAST2 approved third party software Over 80% of filers use EFAST2 approved third party software 16

17. Plan Administrator; not the Plan Sponsor o No sharing of signing credentials e.g., do not give signing credentials to third party preparer Preparer may sign on behalf of Plan Administrator if: o Preparer uses preparer’s signing credentials o Preparer receives written authorization from the Plan Administrator to submit the filing o Manually sign a paper return o PDF first two pages of manually signed form with electronic filing o Note – manually signed will be part of publicly disclosed 5500 17

18. Review and validate content before submission o Step in EFAST2 system Submit Form 5500 by midnight per Plan Administrator time zone Check status of filing o “Filing received” (not approval) o “Filing unprocessable” or “processing stopped” 18

19. Part I – Annual Report Identification Information o Plan year (designated by Plan Sponsor and in SPD) o Type of plan o First/final return Zero out final return 19

20. Part II – Basic Plan Information o Plan name – be consistent/abbreviations ok o Plan number – Plan Sponsor designation o Note – change of name and/or EIN of Plan Sponsor o Match number of plan participants at beginning plan year with prior year 5500 o Line 8b – identify all benefits provided by the plan o 9a and 9b – don’t mark trust unless you are 100% sure of the trust “Unfunded” means “general assets of the Plan Sponsor” 20

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23. Form M-1 Filing Attachment o New for 2013 o M-1 is for MEWAs and ECEs o Must indicate whether plan is required to file Form M-1 o Failure to include may result in rejection of 5500 o Trap for unwary – no prompt on Form 5500 or EFAST2 23

24. Schedule A – Insurance Information o Most common for welfare plans o Required if benefits paid by insurance company o Not required for stop loss insurance purchased by employer o Insurance company legally required to provide the information o Separate Schedule A for each policy o If insurer is late providing the information, timely file and deal with implications 24

25. Schedule C – Service Provider Information o Most welfare plans do not file o Not required if no formal trust required, i.e., (a) Employer contributions only, or (b) Cafeteria plan, or (c) Insured 25

26. Schedules H and I – Financial Information o Schedule H – large, funded plans o Schedule I – small, funded plans o Very rare with welfare plans 26

27. Plan Sponsor and Plan Administrator are ultimately responsible For Welfare/Fringe Benefit Plans, only DOL will assess penalties DOL Enforcement Programs (Office of the Chief Accountant): o Directed at service providers and quality of audits being performed o Late, non-filers, and deficient information o MEWAs have their own enforcement program o Delinquent Filer Voluntary Compliance Program 27

28. Penalties imposed on Plan Administrator, may not be covered by E & O Why Penalties are Imposed: o Form 5500 has not been filed or filed late o The filing does not include all of the required forms and schedules Incorrect or incomplete forms/schedules If timely filed but incomplete/inaccurate, can re-file complete and accurate form within 45 days without penalties 28

29. Administrative Penalties: o Statutory penalties up to $1,100 each day (cumulative back to 1988) o Late filers - $50 per day o Non-filers - $300 per day with $30,000 per year max Penalties imposed on Plan Administrator, not Plan Sponsor –Personal liability which may not be covered by E & O coverage o Reduction of penalties possible under enforcement programs Criminal Penalties – very rare if ever 29

30. What is the DFVCP? o Meant to encourage Plan Administrators to file any unfiled Form 5500s o Reduced civil penalties in exchange for voluntary compliance Who can participate? o Must be an ERISA plan (Title I) o May participate as long as have not received notice in writing from DOL that there has been a failure to timely file the Form 5500 30

31. What are the requirements? o Electronically file complete Form 5500s – check box labeled “DFVC Program” o Calculate penalty using online calculator and submit payment 31

32. Version of the Form 5500 to be filed: o Generally, you file the annual report from the year missed o There are exceptions - can use DOL’s online tool to determine which to file 32

33. Reduction of penalties available: o Reduced civil penalty under ERISA § 502(c)(2) Large Plans - $10/day up to $2,000 per filing or $4,000 per plan Small Plans - $10/day up to $750 per filing or $1,500 per plan Small 501(c)(3) Plans - $10/day up to $750 per filing or $750 per plan o IRS will not impose penalties if the filer satisfies DFVCP requirements Always better to volunteer mistakes than to be caught in one 33

34. Compile information about employee benefit plans o Identify benefit, tax, and economic trends in the private sector Identify potential investigative targets o Targeting is the process the DOL and IRS use to identify plans and service providers with the highest potential for abuse o Targeting can be based upon specific enforcement strategies and priorities of the National and Regional Offices o Targets may share service providers, be of a specific size or type of plan, or other criteria Accuracy will be verified during the course of an investigation 34

35. Missing attachments Accountant’s Report (IQPA) – read and critique it! Schedule H, Part IV - “Compliance Questions” o Line 4a – the failure to transmit participant contributions o Line 4d – nonexempt transactions with a party-in-interest o Line 4f – a loss due to fraud or dishonesty o Line 4l – the failure to provide benefits when due Schedule A, Part III – Welfare Benefit Contract Information Service Provider information, especially the IQPA MEWAs!! 35

36. Accountant’s/auditor’s report o Only required for retirement plans and funded welfare plans o DOL began a program in November 2013 to review the Accountant’s Report that accompany 5500s o DOL is asking and requiring more than the tasks many auditors perform, e.g., audit work papers, discrimination testing, audit tests unique to employee benefit plans 36

38. To obtain a recording of this presentation, or to register for future presentations, contact your local UBA Partner Firm. Thank you for your participation in the UBA Employer Webinar Series If your question was not answered during the webinar or if you have a follow-up question, you can email the presenters today or tomorrow at: UBAwebinars@jacksonlewis.com www.UBAbenefits.com www.jacksonlewis.com