TRI-AD is here to help our clients and participants through this unprecedented COVID-19 pandemic. We are doing our part to help slow the spread of the coronavirus. Effective Tuesday, March 17, 2020, we implemented the portion of our Business Continuation Plan that requires all TRI-AD Associates to work from home. Our team is continuously monitoring legislative changes and public health announcements to keep our clients well-informed so they may best navigate the complexities of the Coronavirus Pandemic now and in the future.COBRA subsidy faq
Employee Care Card
Show employees you care with tax-free financial assistance to help with basic needs during this crisis. Employers have the flexibility to help their employees with what they need most: groceries, office supplies, educational enrichment, healthcare, and more. Learn More.
TRI-AD Client Web Seminar: COBRA and FSA Relief Through ARPA and CAA
Health and Welfare COVID-19 Extended Deadlines to End Soon
IRS Notice 2022-27 Extends the Temporary Relief from the Physical Presence Requirement Through December 31, 2022
Health and Welfare and Retirement Extended (again) Due to COVID-19
Benefits that Attract and Retain Employees as We Emerge from the Pandemic
Insurance Companies and Group Health Plans to Cover the Cost of At-Home COVID-19 Tests
IRS Guidance on COBRA Enrollment and Payment Deadlines, Notice 2021-58
COVID 19 Test Kits are Eligible Expenses in FSA, HSA, HRA
ARPA COBRA Subsidy Ending Soon
IRS Issues Additional ARPA COBRA Guidance Notice 2021-46
IRS Notice 2021-31: Subsidy Calculation and Claiming the Credit
Overview of IRS Guidance for COBRA Subsidy under ARPA
IRS Guidance for COBRA Subsidy: Involuntary Terminations and Reduction of Hours
IRS Issues Guidance on Taxability of Dependent Care FSA for 2021 & 2022
DOL Provides Model Notices and FAQs for ARPA COBRA Subsidy
IRS Announces PPE as Qualified Medical Expense
Increase in Dependent Care FSA Under the American Rescue Plan Act
COBRA Premium Subsidy Under the American Rescue Plan Act of 2021
DOL Issues Additional Guidance on Outbreak Period
“Outbreak Period” Ending February 28, 2021?
Consolidated Appropriations Act of 2021: FSA Provisions
COVID-19 Health & Welfare Plans Guidance: Are We Still in the “Outbreak Period?”
What Options are Available in a Dependent Care FSA Now?
IRS Guidance/Relief for Suspension of Safe Harbor Contributions for 2020
CARES Act: Retirement Plan Provisions
FAQ on Extended Period for Flexible Spending Accounts
CARES Act: “In Person” Signature Witness Relief Provided for Retirement Plans
COVID-19: New IRS and DOL COBRA and HIPAA Guidance Chart
COVID-19: New IRS and DOL Cafeteria Plans Guidance Chart
IRS Notices 2020-29 and 2020-33 – Options for Employers
IRS/DOL Extend FSA Claims Deadlines
IRS COVID-19 Guidance – IRS Publishes Two Notices – Changes to Cafeteria Plans
Government Agencies Provide Deadline Relief for Health and Welfare Employee Benefit Plans
Status of TRI-AD’s COVID-19 Response
Coronavirus Testing and Treatment is Covered by HDHPs
COVID-19 Layoffs – Partial Retirement Plan Termination?
COVID-19 Relief: Extended Deadlines for Tax Return Filings and Contributions due on April 15, 2020
COVID-19 Relief: A Benefit Plans Overview of the CARES Act
COVID-19 and Impact on Health Savings Accounts and Flexible Spending Accounts
CARES Act of 2020 – FSA/HSA Expanded Eligible Expenses and Educational Assistance Provisions
Introducing: The Employee Care Card
COVID-19 Relief: Changing Employer Retirement Plan Contributions
We are prepared to do everything we can to partner with our clients through these difficult times and welcome your thoughts, feedback or other ideas on how we can potentially assist you. Here are a few ways that TRI-AD is working with our clients and is prepared to assist:
While it is unclear at this time if government-subsidized COBRA will be made available (like ARRA in 2009), TRI-AD stands ready to support you and your employees in a caring, helpful, and empathetic manner if reductions in force are unavoidable. TRI-AD is adept at managing any type of subsidy that an employer may wish to provide, and our call center representatives are trained and prepared to guide your impacted employees.
For employers that are anticipating leaves, furloughs, or a short-term reduction in staff without terminations, TRI-AD offers Direct Billing services. With this service, TRI-AD can invoice employees who wish to continue their group benefits but are not receiving a paycheck to take deductions. Like COBRA, the invoice can be for the full premium amount, the equivalent of what the payroll deduction would have been, or a different defined amount.
As you may know, TRI-AD supports many different types of Reimbursement plans, pre-tax and post-tax. Post-tax plans allow for a great deal of flexibility in plan design and structure. We can offer a debit card that enables employers to offer targeted financial support for their employees in the form of a convenient, pre-funded debit card. It gives employers a highly flexible and configurable way to provide financial aid to their employees. Unlike cash or gift cards, employers control how the dollars can be spent, preserve unspent dollars, and gain access to real-time insights into employee spending trends – with a turnkey program that doesn’t add work for already-stretched internal resources. If you prefer a non-debit card solution or one that is more focused on specific expenses, we are positioned to assist you with that, as well.
Accessing your Benefits
TRI-AD is committed to ensuring access to benefits and providing exceptional service. Stay connected through:
- 24/7 online access to your account through the online portal
- 24/7 with our mobile apps
- TRI-AD’s Participant Services Center
TRI-AD and our Associates’ suggestions or recommendations shall not constitute legal advice. No content on our website can be construed as tax or legal advice and TRI-AD may not be considered your legal counsel or tax advisor. Clients are encouraged to consult with their tax advisor and/or attorney to determine their legal rights, responsibilities, and liabilities. This includes the interpretation of any statute or regulation, federal, state or local; and/or its application to the clients’ business activities.