Attached is the dependent verification letter that will be sent to the 14 participants who may not have received the notification via U.S. mail during the initial verification period. Due to HIPPA, they don’t provide the names or locations.
"Due to a system error, some participants over contributed to the BSSP between 2010 and 2016. The BSSP plan states that employee before-tax and/or after-tax contributions have a limit where employees cannot contribute more than 70% of their eligible compensation. Most of these over contributions were as a result of retro activity such as a change in disability status.
Affected individuals will be notified to inform them of the exact dollar amount and that we will be returning the excess contribution and earnings from their BSSP by mid-July 2017. If applicable, company match on these excess contributions will be forfeited. I have attached a copy of the letter that will be sent to those affected.
We will continue to monitor and review participant data 2 – 4 times per year until a long-term system fix can be made."
TO: District 3 Administrative Directors, Staff, and AT&T SE Local Presidents
FROM: Nicholas E.M. Hawkins, Assistant to the Vice President
SUBJ: AT&T Healthcare Plan – Option #2 – HSA
Over the last few weeks we have received several inquiries about the availability of HSAs (Health Savings Accounts) to our members who have elected participation in the AT&T Southeast Healthcare Plan Option #2. The following is an explanation of how this process works for our members.
The AT&T Southeast Healthcare Plan Option #2 is a low premium/high deductible healthcare plan available to our members. Participation in this plan qualifies our members, under federal guidelines, for participation in an HSA. An HSA is a trust or custodial account set up with a qualified HSA trustee to pay or reimburse certain medical expenses you may incur. A qualified HSA trustee can be a bank, an insurance company, or anyone already approved by the IRS to be a trustee of IRAs (Individual Retirement Accounts). In 2015 bargaining, we were not successful in securing access to an HSA through Fidelity that would allow for pre-tax payroll deductions. Our members who participate in the AT&T Southeast Healthcare Plan Option #2 can open an HSA (Health Savings Account) through a local bank, credit union, or any other qualified HSA trustee but their participation would be post-tax. To manage tax implications, our members should discuss participation in an HSA with their tax preparer. If you have any questions, please feel free to contact Anne Strickland at email@example.com.
cc: R. Honeycutt, Vice President B. Lester, Administrative Director
FMLA Process Changes To: AT&T Employees What: Recent Changes to FMLA Regulations When: May 17th Note: Supervisors, please share this information with employees who do not have access to email.
The U.S. Department of Labor issued revisions to FMLA regulations earlier this year. The complete complement of regulatory revisions introduced a number of changes to FMLA and provided clarification on many FMLA issues. AT&T immediately implemented compliance-related changes on January 16, as required by law. AT&T will adopt other regulatory changes effective May 17:
In states other than California, employees must take FMLA leave for a minimum of one hour, unless the need for leave occurs within the last hour of a work shift. The AT&T Certification of Healthcare Provider Form (FMLA4) will be revised to request medical facts such as symptoms and diagnosis for employees in states that do not have state leave laws that preclude employers from requesting this information. Additionally, employers may request the healthcare provider indicate which essential job functions an employee is unable to perform. NOTE: The Certification of Healthcare Provider Form (FMLA4) for California employees will not change. Employers may contact healthcare providers to clarify or authenticate the FMLA medical certification form. Under internal policy, only FMLA Operations will have authority to conduct clarification and authentication. Under the revised regulations, employees who do not authorize FMLA Operations to clarify their certification may be denied FMLA leave.
Additionally, permission by an employee to contact a healthcare provider will not be required for purposes of authenticating a certification form. This provision may not apply to employees in states with existing leave laws that prohibit this practice. The federal FMLA definition of a serious health condition has also changed with respect to incapacity and treatment for conditions categorized as absence plus treatment. For absences consisting of incapacity of more than three full consecutive calendar days and two treatments, the 1st treatment must occur within 7 days of the first date of incapacity and the 2nd treatment must occur within 30 days of the first date of incapacity. For absences consisting of one treatment visit and a regimen of treatment (e.g. antibiotics), the one visit must occur within 7 days of the first date of incapacity. Under the revised regulations, employees referred to a 2nd opinion who fail to release all relevant medical information pertaining to a serious health condition may be denied FMLA leave. This provision may not apply to employees in states with existing leave laws that prohibit this practice. To access information regarding FMLA policy and process, visit http://hronestop.att.com > Your Time & Attendance > FMLA. If you have additional questions not addressed on the Web, please call HROneStop at 888-722-1787 and sayFMLA at the prompt.