Beth Alcalde

Beth Alcalde

Beth Alcalde serves as the office managing partner of Akerman’s Palm Beach County offices. Beth has experience with employer-sponsored benefit plans, including those plans’ compliance with the various federal laws and regulations, including ERISA, federal healthcare reform, COBRA, and HIPAA. She regularly assists clients with internal audits of their 401(K) and health and welfare plans, including cafeteria plans, to satisfy plan documentation, participant disclosure, and government reporting obligations. Beth has advised clients on complex compliance issues related to the benefits-related implications of corporate transactions, including with regard to qualified retirement plans. She has also handled multiple employer welfare arrangements (MEWAs), and has represented clients before the Internal Revenue Service and the U.S. Department of Labor.

Subscribe to all posts by Beth Alcalde

Preparing for the Unknown: Open Enrollment 2017

With Open Enrollment season just around the corner, employers have been hoping for answers regarding the direction of health insurance under the Trump Administration. However, it’s looking like clarity is a long way off. Despite the lack of certainty, there are a handful of important issues employers should keep in mind:

Future of the Affordable Care Act

Although the Trump … Continue Reading

New Notice Requirements For Employer Wellness Programs

Employers who sponsor employee wellness programs must plan now to comply with a new notice requirement that takes effect soon. Beginning with the first plan year on or after January 1, 2017, employers sponsoring wellness programs that collect employee health information (such as through a health risk assessment or biometric screening) must issue a notice to employees before employees provide … Continue Reading

Preparing for the Approaching ACA Reporting Deadlines

With ACA reporting deadlines quickly approaching, many employers should be preparing to address the various reporting requirements in order to avoid the significant fines and penalties associated with non-compliance. As of January 2016, employers with 50 or more full-time employees, including full-time equivalent employees (Applicable Large Employers or ALEs) will be subject to several complex ACA reporting requirements.… Continue Reading

Limiting an Employee’s Hours to Avoid Offering Group Health Plan Coverage Under the Affordable Care Act: Evaluating the Risks Over Time

Business leaders and human resources and employee benefits professionals are well aware of potential minefields for employer group health plan sponsors under the Affordable Care Act (ACA). Large employer plan sponsors are careful to invest significant time and resources to avoid triggering any number of employer tax penalties.   … Continue Reading

Professional Employer Organizations: New Tax Services Possible

Currently, Professional Employer Organizations (PEOs) have no comprehensive federal framework under which to offer employment tax collection and remittance services to their clients. The Small Business Efficiency Act (“SBEA Act”) is set to change this effective as of January 1, 2016, following an interim deadline for the IRS to establish a federal certification program for interested PEOs by July 1, … Continue Reading

Health Care Reform – New Guidance for Employers and Relief for Mid-Size Employers

Employers in all industries are well aware of the complexities of the Affordable Care Act, and the seemingly constant barrage of guidance that interprets the health care reform requirements that apply to them.  We have a recent perfect example.  A lengthy final rule was issued on February 12, 2014, jointly by the U.S. Department of Treasury and the Internal Revenue … Continue Reading

Are You Considering Conditioning a Job Offer on an Agreement that the Applicant’s Disabled Dependent Won’t Enroll in the Health Plan? Don’t.

Traditional employment laws often interact with traditional employee benefit laws. One such example is the Americans with Disabilities Act (ADA)’s impact on employer-sponsored group health plans. As group health plan costs continue to rise, and as federal health care reform legislation focuses additional attention on health plan design and coverage issues, it is important for employers to remain vigilant of … Continue Reading

Health Care Reform – Should Employers Reduce Expected Health Costs in 2014 by Transitioning Some Full Time Employees to Part Time Status Now?

2013 is shaping up to be a very busy year for employers in all industries, with the continued implementation of the Patient Protection and Affordable Care Act (“ACA”). Recognizing that in 2014, applicable large employers will avoid ACA-related penalty taxes by offering required affordable group health plan coverage just to full-time employees (i.e., those working an average of … Continue Reading

LexBlog