AEIS Inc.

🎉 Happy New Year from AEIS! 🎉 As we step into 2025, we’re filled with gratitude for the trust and partnerships that made this past year so meaningful. Whether it’s helping businesses navigate benefits platforms, compare PEOs, or craft custom solutions, we’re proud to support our clients in building stronger teams and brighter futures. Here’s to new opportunities, continued collaboration, and shared success in the year ahead. 🥂 What are your business goals for 2025? Let us know in the comments—we’d love to hear! #HappyNewYear #AEIS #BusinessGoals #EmployeeBenefits #Teamwork

Wishing you and your loved ones a joyous and prosperous Kwanzaa! 🌟

As the Festival of Lights begins, we extend our warmest wishes for a joyful Hanukkah to you and your loved ones! Happy Hanukkah!

On behalf of the entire team, we want to extend our warmest wishes to you and your family. Whether you're celebrating with cherished traditions or keeping it simple, we hope your holiday season is filled with joy and warmth. Please note that our office will close at Noon on December 24th and be closed on December 25th, but we'll be back on December 26th to assist you with anything you need. Merry Christmas!

🎉 Happy Festivus! It's that time of year again to gather around the aluminum pole and embrace the quirks of the season. May your feats of strength be legendary and your airing of grievances light. Cheers to a Festivus for the rest of us!

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape. This week's topic is FSA vs. HSA. Q. An employees enrolled in the medical FSA, even though they are enrolled in the HDHP, and prefer to use the FSA instead of moving to the company’s HSA. Would contributions to an FSA disqualify the HDHP? Are there tax implications if the employee or employer contribute to the HSA? A. here is no issue with an employee being enrolled in an HDHP and FSA, as long as the employee (or employer) does not contribute to an HSA. The existence of the FSA disqualifies the employee from making contributions to an HSA, but it does not impact the employer’s HDHP. Answers to the Question of the Week are provided by Kutak Rock. #ComplianceQuestionofTheWeek #QandA #employeebenefits #healthcare #AEISinc #compliance #UBAPartnerFirm

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape. This week's topic is Severance Pay and Health Insurance. Q. Can an employer offer to keep an employee insured under the medical policy under a severance arrangement? A. Terminated employees are likely not eligible for continued coverage under the medical policy so this is not an option. However, if the employer is subject to COBRA, the employer can offer to pay COBRA premiums (or a portion) for the terminated employee under a severance arrangement. If the COBRA premiums are paid directly to the carrier, this part of the severance benefit should be tax-free. Answers to the Question of the Week are provided by Kutak Rock. #ComplianceQuestionofTheWeek #QandA #employeebenefits #healthcare #AEISinc #compliance #UBAPartnerFirm

The 2024 UBA Employee Benefits Benchmarking Trends Report provides employers with insights into national employee benefits trends, including wellness. 📉 Trend 9: The fastest growing wellness offerings are discounts or reimbursements for health clubs or weight management programs, from 28% prevalence in 2022 to more than 50% of those offering wellness in 2023. To learn more trends, download your copy of the 2024 UBA Trends Report today! https://lnkd.in/gEAMzJQa #UBAPartnerFirm #PowerfulResults

Welcome to "Compliance Question of the Week," your go-to resource for staying ahead in the compliance landscape. This week's topic is Family HSA Contributions When One Member Turns 65. Q. An employee in a group plan with fewer than 20 employees has employee plus spouse coverage and contributes the family maximum to an HSA. The spouse just turned 65 and has enrolled in Medicare but will remain on the group plan. Can the employee still contribute the family maximum to the HSA? A. As long as the employee has family HDHP coverage, the employee will be able to contribute the family max to an HSA even though the spouse enrolls in Medicare. Eligibility to contribute is based on the employee (HSA account owner). Answers to the Question of the Week are provided by Kutak Rock. #ComplianceQuestionofTheWeek #QandA #employeebenefits #healthcare #AEISinc #compliance #UBAPartnerFirm

We hope you enjoy a relaxing long weekend with family, friends, and plenty of cranberry sauce (even if it’s homemade; can ridges are best)! Are you Team Canned Cranberry Sauce or Team Homemade Cranberry Sauce? Let us know in the comments which you prefer! Note: Our office will be closed on Thursday, November 28, and Friday, November 29. We'll be back to assist you on Monday, December 2.