This week on the Medcom Blog, we’re celebrating National Disability Independence Day! The July 26 holiday commemorates the signing of the Americans with Disabilities Act (ADA). The ADA became law in 1990 and prohibits discrimination against individuals with disabilities. It intends to protect these individuals and provide accommodations to access public goods and services.

ADA legislation was an important milestone for disabled people because it began the long journey towards normalizing accessibility in public spaces. Narrow doorways and small bathroom stalls have become a pastime due to their inaccessibility for the disabled. Handicapped entrances, braille...

Can you believe we’re halfway through the year already?? Last year felt like a century, and this year is speeding by! So many businesses are gradually opening their offices back up as COVID cases decrease and vaccinations increase.

This week, Medcom welcomed back many who were working from home for more than a year! We are open at a limited capacity, with most of our employees on a hybrid schedule. Bringing people back does not come without some safety procedures in place, of course. We continue to have capacity maximums for each room, regular disinfecting...

In February, President Biden further extended the National Emergency declaration, which is ongoing today. We are, however, beginning to see the light at the end of the tunnel as vaccinations increase. It’s been a long, tiresome road, and we wanted to recap on a few of the changes that came about due to the pandemic.

We put together a timeline of events describing how COVID has affected the employee benefits industry.

March 18, 2020: Families First Coronavirus Response Act

The FFCRA requires all employers with less than 500 employees and public employers,...

On May 18, 2021, the IRS issued Notice 2021-31. The notice provides guidance on tax breaks under the 2021 American Rescue Plan Act (ARPA) for continuation health coverage under COBRA.

We realize it’s a bit overwhelming, but our senior legal counsel, Michelle Barki, summarized the main points covered in the 41-page document. So don’t be scared; we are here to help!

1. Employers may require attestations to AEI status.

2. Involuntary Termination, like ARRA, is broadly interpreted based on facts and...