Discrimination favoring management or highly paid employees is not permitted for deductible health and accident insurance plans. For self-insured medical reimbursement plans (i.e., direct payment or reimbursement by the employer of the medical bills of the employee or family), no discrimination, either in eligibility or benefits, is permitted if "highly compensated individuals" are to receive all plan benefits tax-free. The plan must benefit, in general, at least 70% of employees who are not highly compensated employees. However, there are exceptions. A "highly compensated employee" is one who has a significant ownership interest in the company, or who is one of the five highest paid officers or employees. An alternative designation is an income threshold, currently $80,000. If a self-insured plan is discriminatory, an employee who is considered a highly compensated employee must include the amount of discriminatory benefits received in gross income.
West Virginia Corporate Resolution Establishing a Self-insured Medical Payment Plan for Key Employees is a legal document that outlines the establishment of a health insurance plan for important personnel within a corporation. This resolution allows the corporation to self-insure and provide medical payment coverage for key employees, ensuring their healthcare needs are adequately met. The resolution serves as a formal authorization for the creation and implementation of the self-insured medical payment plan. It may include provisions specifying the eligibility criteria for key employees, such as their job positions, years of service, or level of responsibility. This ensures that only essential personnel who contribute significantly to the company's success can benefit from the plan. The document may also detail the scope of coverage provided under the plan. This could include medical expenses, hospitalization costs, prescription medications, surgical procedures, and other related healthcare expenses. The resolution may specify the monetary limits and reimbursement procedures for various types of treatments or services covered, ensuring clarity and consistency in the plan's administration. Furthermore, the West Virginia Corporate Resolution Establishing a Self-insured Medical Payment Plan for Key Employees may address the funding methods for the plan. The resolution might outline how the corporation will finance the self-insured plan, whether through direct contributions from the company's funds or through employee payroll deductions. This ensures financial viability and sustainability for the plan. Different types or variations of these resolutions may exist based on the specific needs and requirements of different corporations. Some may focuses on key employees within particular departments, while others may extend coverage to all top-level executives or a broader pool of influential personnel. The resolution could also differ in terms of the specific coverage levels, funding mechanisms, or the inclusion of additional benefits, such as dental or vision coverage, depending on the corporation's preferences and financial capabilities. In conclusion, a West Virginia Corporate Resolution Establishing a Self-insured Medical Payment Plan for Key Employees is a vital legal document that allows a corporation to provide comprehensive healthcare coverage to its key personnel. By self-insuring, the company takes control of its healthcare costs while ensuring the well-being and stability of its most crucial employees.
