H.4B and H.10B Requirements as stated on Form ETA 9141 Requires a Juris Doctor J.D. degree from an accredited law school and an active license in good standing to practice law in the state of Texas. Requires 7 years of experience in EACH of the following working in the employee benefits field; applying the legal requirements of selfinsured medical plans and other health and welfare benefit plans; using interpersonal skills to interact within all levels of a professional services organization; using oral and written communication skills; using organizational skills, attention to detail, and the ability to multitask in a fast paced environment; and using MS Office Suite. Requires 3 years of experience in EACH of the following benefits and absence administration and related laws and regulations; and using Ceridian Dayforce. Requires up to 10 travel to domestic locations. Experience may be gained concurrently.br br As listed in Section I.e.23. of this form, employer has not received payments of any kind from the foreign worker or from any third party, including employers attorney fees. Employer has not received any incentive, inducement to file, or any reimbursement for the cost incurred in preparing or filing this application.br br Business Necessity Statement Continued from Section H.11 The alternative to engaging an additional Winstead employee or external employee benefits counsel would be to incur the financially significant expense of hiring two employees, an Employee Benefits Counsel and a Benefits Manager. This approach is not a feasible alternative in our current environment due to the frequent need for this combined expertise in an expeditious manner. Thus, to avoid the coordination between two resources our business need is to have the two functions performed by a single held position that can navigate both areas that are captured in our job description which reflects a blend of duties and responsibilities attributable to the Employee Benefits Counsel and Benefits Manager roles. To illustrate the nature of occurrences that our business needs rely upon this position for, we provide the following examples for context. First, Winstead employees frequently encounter situations in which a healthcare provider or a claims fiduciary of Winsteads medical plan decides that a certain procedure is not covered under the firms medical benefits. At that point, an urgent request from the employee is received concerned that a procedure, which often has already been performed, is not covered by insurance. Addressing this concern requires interaction with the appropriate party to determine the exact nature of the procedure and why the decision was made that it was not covered under the medical plan. Subsequently, a legal review of the plan language is necessary to interpret the appropriate provisions of the plan and either advocate with the providerfiduciary or explain to the employee why the decision is correct. The necessity of both an expedient administrative procedure and a legal interpretationopinion is the reasoning behind the combined position of Employee Benefits Counsel and Benefits Manager at Winstead, so that both can occur in a timely and correct manner and this, in turn, directly benefits both employees of Winstead as well as client employees for those situations that our clients must navigate concerning their respective medical plans and employee needs. Second, Winstead has had the situation of an employee enrolling in the firms 401k plan despite the terms of the legal plan document excluding the employees participation. Subtle differences in defined terms within a complex legal document can often be overlooked. Also, there are occasions where there is a need to amend a plan document to address unanticipated situations that arise. Such plan amendments require the skills of an employee benefits counsel to review and provide guidance. Continued in Section K. Job 1. Number 9
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