As I understand the rules, employers may only give an employee a non-directed raise to compensate for no longer offering a group plan with employer contributions.
Before I discuss the options with the employer, I would like to confirm this method is the only one. They seem to be currently paying 50 or 60% of the individual cost, based on the billing, which is age rated. They are not creating their own composite rate for employer/employee contribution.
I was asked to come and talk to employees about individual plans, after they made the disbanding decision.
There is time, the plan is
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Before I discuss the options with the employer, I would like to confirm this method is the only one. They seem to be currently paying 50 or 60% of the individual cost, based on the billing, which is age rated. They are not creating their own composite rate for employer/employee contribution.
I was asked to come and talk to employees about individual plans, after they made the disbanding decision.
There is time, the plan is
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