Summer Town/Gown Report Contains Assessment of 2017 Block Party

The Bloomsburg Town/Gown Relations Committee presented its 2017 summer report at the Bloomsburg Town Council meeting on Monday evening, Aug. 14, and it contained an assessment of the 2017 “Block Party.” Regarding Block Party, the committee made the following comments:

This year’s annual “Block Party” event took place over the weekend of Saturday, April 21, 2017. Occurring at various off-campus properties, Bloomsburg University and the Town of Bloomsburg share concerns regarding safety, the large number of attendees, the number of out-of-town individuals participating in the event, and the reflection it has on both the university and the community at large.

The Town/Gown Relations Committee spearheaded two new initiatives during this year’s event: on-campus parking restrictions and university residence hall visitation restrictions. These initiatives were aimed at curbing the number of individuals attending the event who are not affiliated with either the town or the university. A joint town/university press release was written and distributed on March 22, 2017 detailing these restrictions as well as other general safety reminders ahead of the event.

Both the on-campus parking restrictions and university residence hall visitation restrictions were successful and resulted in an event that was more controlled, attracted far fewer visitors to campus, and yielded less citations. The committee recognizes that more work remains and intends to continue assessing new ideas, deepening our partnership with students, and building on this year’s progress.

The Affordable Care Act, Law of the Land – Still

From ChamberChoice

In the early morning hours of July 28, 2017 the Affordable Care Act withstood another effort by the Republicans to repeal and replace it. Opposition to the “Skinny Bill” won during the most recent Senate action, and so, repeal and replace appears to come to a halt. The bill was referred to as “skinny” as it would have eliminated the individual mandate penalty and temporarily repealed the employer mandate penalty and medical device tax.

So, the question now becomes, what next? Below are some of the issues that our lawmakers will be taking into consideration:

• Take steps to ensure the stability of the individual insurance market; or
• Pursue strategies that will quicken the demise of the ACA (such as destabilizing the insurance market;
• Stop payment of the Cost Sharing Reduction (these are funds the government provides to insurers to help cover out-of-pocket expenses for low income individuals);
• Further advocate “State Innovation Waivers” which allows states to implement their own innovative ways to provide quality, comprehensive and affordable health while maintaining basic protections under the ACA; or
• Enforcement of both the individual and employer mandate penalties through a separate Executive Order overriding the Order issued on January 20th suspending ACA-implementation.

Although it appears that the Affordable Care Act is in a state of flux, for employers it could not be further from the truth. The ACA remains the “law of the land”, employers need to stay the course with their ACA compliance priorities until further notice. The employer mandate requires “applicable large employers” (ALEs) to offer minimum essential coverage that is minimum value and affordable to 95 percent of its full-time employees and their dependents. Failure to offer such coverage can result in penalties. The associated ACA reporting requirements are also still effective, ALEs who failed to provide Form1095-C to its full-time employees, or Form 1094-C to the IRS should discuss this issue with their legal counsel. The penalty for failing to issue a 1095-C is the same as failure to provide a W-2; $250 per failure in 2016 and $260 per failure in 2017. However, there is another jolt to this point, since the 1095-C is required to be provided to the employee and to the IRS, those penalty amounts would be doubled. An employer’s determination of being an ALE is based on having an average of 50 full-time/full-time equivalent employees in the preceding calendar year. 

As to what will happen in the future as to any repeal and replacement of the Affordable Care Act remains to be seen. However, unless and until official guidance to the contrary is provided, ongoing compliance with the law is required.

Health Insurance Summary Plan Descriptions: Fact or Fiction

From ChamberChoice

The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for established retirement and health and welfare plans in private industry to provide protection for individuals in these plans. ERISA requires plans to disclose certain material, including reports, statements and documents to participants and beneficiaries. One of the most important documents participants must receive when becoming covered under a health plan subject to ERISA is a summary of the plan document, referred to as the Summary Plan Description (SPD).

The SPD is probably one of the most misunderstood ERISA required disclosure documents. This misunderstanding can put an employer subject to ERISA at risk to costly problems and potential penalties. This article addresses some of the misunderstandings that some employers maintain regarding the SPD.

The information provided by insurers is an SPD: Fact or Fiction?

Fiction: The Department of Labor considers the SPD as one of the most important documents required by ERISA. Its importance stems from its role as being the primary informational document provided to participants to inform them of their rights and obligations. The SPD describes how the plan works, what benefits the plan provides, how the plan is funded, and how the benefits are obtained. While the Certificate of Coverage, Benefit Booklet, or Summary of Benefit that an insurer provides may meet some of the required information in an SPD, such as covered or non-covered benefits, it does not include all of the required provisions that must be included in an SPD. Some of those provisions are information regarding the plan sponsor/plan administrator, participation and termination requirements and a participant’s ERISA rights. Therefore, if just providing these insurer’s documents an employer will not be compliant with meeting the SPD requirement.

The SPD must actually be distributed to plan participants: Fact or Fiction?

Fact: Many employers mistakenly believe that the SPD only must be made available upon request. However, every plan participant who is entitled to benefits under the employer’s plan subject to ERISA is entitled to receive an SPD. The SPD must be distributed in a manner reasonably calculated to ensure actual receipt by plan participants. Therefore, the most acceptable means of delivery would be hand delivery or first class mail. Second or third class mail is acceptable if return and forwarding postage are guaranteed. An employer should always maintain documentation of who received the SPD. Therefore, merely posting the document or leaving it in a location where it can be picked up is not enough.

An employer can also deliver the SPD electronically, as long as certain DOL electronic delivery requirements are satisfied. Electronic delivery of documents can be by email or by attachment to email, use of a company website for posting of documents, and provision of documents on magnetic disk, CD-ROM, or DVD. The key issue remains, even with electronic delivery, the plan administrator must ensure actual receipt of the document. Some ways to ensure electronic receipt of an SPD would be to use return-receipt or notice of undelivered or unread email features, or conducting periodic reviews to confirm receipt. Other steps that must be taken by a plan administrator when delivering an SPD electronically are: notice must be provided to each participant at the time the document is provided of the significance of the document; and, the participant must be advised a paper copy will be furnished upon request.

My insurer, broker or Third Party Administrator is responsible for an SPD: Fact or Fiction?

Fiction: Under ERISA, the plan administrator is responsible for the SPD and any other disclosure requirements. This is true even where another party prepares or distributes the SPD and where that other party has contractually obligated itself to perform such services. Generally the DOL defaults to the plan sponsor, who is the employer, as the plan administrator. Thus, it stands to reason that the employer, and not the insurer, broker or TPA will be responsible for furnishing SPDs and will be liable for failure to furnish adequate SPDs.

There are consequences for failing to provide an SPD: Fact or Fiction?

Fact: There are no specific penalties in the statute or regulations for failure to prepare or furnish a required SPD. However, under the general enforcement provisions of ERISA, a participant may bring a suit against the plan administrator to enforce the requirement. Likewise, as part of a DOL investigation, the investigator is likely to require the plan sponsor to immediately produce and distribute any required but missing SPDs that are currently applicable. Furthermore, if a participant requests in writing to be provided an SPD, and the plan sponsor fails to provide it within 30 days, the plan sponsor may be charged $110 per day.

Finally, the greatest risk to a plan sponsor in failing to distribute SPDs arises when a participant makes a claim for a benefit based on a faulty or nonexistent SPD. This type of dispute can be extremely costly due to exposure for unanticipated benefits in connection with such claims, and court costs in defending such disputes.


ERISA has been the law of the land since 1974. Although amended several times in the last 40 plus years, it remains the main employee benefit law. Two key requirements for an employer/plan sponsor are the reporting and disclosure requirements. The main disclosure requirement is providing a Summary Plan Description to plan participants describing their rights and obligations. Failure to comply with this ERISA disclosure requirement can result in costly consequences. Thus, prompt production and distribution of SPDs is an often overlooked but crucial aspect of ERISA compliance. Contact your JRG Advisors representative for assistance with an SPD.

Ground Broken on Second Phase of Jacob’s Landing, Presented by Villager Realty

(L-R): Bob Dressler, president, Danville Business Alliance Board of Directors; Fred Gaffney, president, Columbia Montour Chamber; Jim Wilson, executive director, Danville Business Alliance; Tom Forrestal, plant manager, Merck Cherokee; Todd Ross, president, T-Ross Brothers Construction; Sabra Karr, Villager Realty; Tim Karr, president and CEO, Villager Realty; Jay Reed, board member, Danville Business Alliance; Dennis Witmer, foreman, T-Ross Brothers Construction (Photo courtesy of T-Ross Brothers Construction)

On Wednesday, Aug. 9, Columbia Montour Chamber president Fred Gaffney joined a handful of other local business leaders to break ground on Phase Two of Jacob’s Landing, presented exclusively by Villager Realty, an upscale community of luxury townhomes adjacent to the Susquehanna River in Danville. This second phase will add a total of 16 new housing units to the already-existing 12 townhouses in the development. The new units will consist of eight brownstone units and eight riverfront condominiums in a total of three buildings. The contractor for the project is T-Ross Brothers Construction and the architect is ArchCentral Architects

Located on the north shore of the river, Jacob’s Landing enjoys spectacular views of the river from every one of the new condos. Downtown Danville is a five-minute walk and Geisinger Medical Center is just a five-minute drive away.

“The continued development of Jacob’s Landing will help the continual improvement of the character of Danville and provide an additional much-needed housing option for people in the area,” said Gaffney.

“We are very excited about going forward with this project,” said Tim Karr, president and CEO of Villager Realty. “We are just replicating what you already see on this site from Phase One.”

WNEP-TV was also at the groundbreaking event and filed this report

(Information from a T-Ross Brothers Construction press release was used in this story)

(Video courtesy of T-Ross Brothers Construction)

Members Learn About Business Opportunities Surrounding Upcoming Atlantic Sunrise Pipeline

Mike Atchie from Williams gives attendees at Tuesday’s Learn at Lunch an overview of the Atlantic Sunrise pipeline project. He also spoke about the WILLShop Local mobile app, which will encourage workers to patronize local businesses and which local businesses and sign up to be listed on for free.

An engaged group of individuals from Chamber member organizations heard the latest updates on the Atlantic Sunrise pipeline project and also about the many opportunities for business development that will be brought about by the pipeline project once it gets underway later this year. Mike Atchie, director of community outreach for Williams, spoke to the group at the August Learn at Lunch, held on Aug. 8 at Wesley United Methodist Church. He began the presentation by giving the audience a brief summary of how and why the project came about and everything that has happened in the three-plus years to get the necessary approvals and permits. Williams is awaiting a few final permits and then plans to get the project started in the fall, taking a about a year to complete. The purpose of the pipeline is to add additional transmission capacity for gas coming out of the Marcellus Shale region in north central Pennsylvania so that the gas can be more easily exported to other states and areas up and down the east coast through the Transco pipeline. According to statistics released last month by the U.S. Energy Information Administration, PA ranked second in the nation in natural gas production for the fourth straight year in 2016. 

The Atlantic Sunrise pipeline will run through Columbia County on its way to connect with the Transco pipeline in southern Lancaster County. Some workers that will construct the pipeline in Columbia County will be from outside the immediate area and will therefore need to locate goods and services. In order to encourage its contractors to patronize local businesses during their time here, Williams has developed a mobile application called WILLShop Local and all local businesses are encouraged to sign up, free of charge, to be listed on this app. 

The next Learn at Lunch is scheduled for Tuesday, Oct. 10, from 12-1 p.m. (location TBA) and will feature a speakers talking about the ChamberChoice affinity programs that are available as benefits of Chamber membership, specifically the Penn National business insurance program and the OnDemand Energy program.