Maschino, Hudelson & Associates

At NFP Maschino, Hudelson & Associates we help our clients develop benefits programs that make a competitive difference for their company while also making a difference in the lives of their employees. We provide the benefits solutions, insight and support that help you create optimal value for your business, and work with you to design a benefits and communication strategy that can help recruit and retain the best employees possible.

Compliance & Regulatory Support

If an employer chooses to offer employee benefits, it must comply with many legal requirements. Benefits compliance can often be challenging as the requirements are complex and ever changing. MHA provides resources that will help you understand what legal requirements apply to your company's benefit plans and what you need to do to be in compliance. With MHA you will receive insights, solutions and support for your business on issues such as Healthcare Reform, COBRA, ERISA, 5500 Forms, FMLA, HIPAA, and Retirement Plans. To learn more click here.

Comprehensive Services

Designing a comprehensive benefits and retirement program requires incisive consultation and tools to determine your needs, as well as appropriate products and support to develop and maintain a successful benefits platform. Our client service model helps illustrate our communication strategy and provides an overview of the many products and services we offer our clients. We strive to deliver a robust portfolio of comprehensive corporate benefits solutions, decision support resources and signature services to meet your needs, as well as the needs of your employees and their families.

          

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Maschino, Hudelson & Associates, Insurance, Oklahoma City, OK

News Flash

IRS Issues Correcting Amendment on Tax Treatment of Qualified Retirement Plan Payment

Jul 30, 2014
As reported in the May 20, 2014, edition of Compliance Corner, on May 12, 2014, the IRS issued final regulations on the tax treatment of payments from qualified retirement plans, including 401(k) plans, for health, accident or long‑term care premiums. Read More

Reminder: Form 5500 Filing Deadline for Calendar-year Plans Is July 31

Jul 29, 2014
Plan sponsors are required to file Form 5500-series returns on the last day of the seventh month following the end of their plan years. Read More

ESOP Fiduciaries Not Entitled to Presumption of Prudence

Jul 28, 2014
On June 25, 2014, the U.S. Supreme Court, in a unanimous ruling in Fifth Third Bancorp v. Dudenhoeffer (Fifth Third) held that fiduciaries of Employer Stock Ownership Plans (ESOPs) are not entitled to a presumption of prudence. As background, ERISA fiduciaries are required by ERISA Section 404(a)(1)(B) to administer employee benefit plans with the care, skill, prudence and diligence of a prudent person acting in a similar situation who is familiar with such matters. ERISA Section 404(a)(1)(C) al Read More

New FF-SHOP FAQs on REGTAP

Jul 25, 2014
On July 3, 2014, CMS posted five new frequently asked questions (FAQs) to REGTAP related to the federally facilitated SHOP (FF‑SHOP). Read More

Federal Exchange Eligibility Redeterminations and Enrollment Process for 2015

Jul 24, 2014
On July 1, 2014, CMS released a proposed regulation on how the exchange will determine eligibility to enroll in qualified health plans (QHPs) and receive premium tax credits and cost-sharing reductions for that coverage. The proposed regulation also addresses the re‑enrollment process for individual and small group exchange plans for 2015. Under the proposed regulation, many who have already enrolled in exchange coverage in the individual market, even subsidized coverage, will not have to fill o Read More

Employer Mandate and Measurement Periods: IRS Provides Informal Views

Jul 23, 2014
The Joint Committee on Employee Benefits of the American Bar Association issued a report on its May 2014 Q&A session with IRS officials. There are 30 questions and answers in total; however, Q/A-24 through Q/A-29 are of particular note. These directly address the employer shared responsibility penalty, specifically: Read More