The Consolidated Omnibus Budget Reconciliation Act of 1985 has very strict requirements for those companies that are subject to it. Even companies that aren’t subject to COBRA have other state obligations to employees. We can automate much of this process and ensure your compliance.
The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for most voluntarily established retirement and health plans in private industry to provide protection for individuals in these plans. We help you create the documents you need to stay compliant.
Staying up-to-date on changing legislation can be challenging. 95% of insurance buyers say it’s important, yet, only 56% of buyers say their broker fully provides this service. get-benefits provides real-time updates so that your company knows what it needs to know to stay compliant.
Is your company compliant? Check the list below to see if you can mark off every single category. get-benefits can help you navigate what is required of your company and ensure that you will avoid fines and penalties for not being compliant under state and federal law.
To view the content, scroll the table horizontally.
ERISA Wrap Document
ERISA is a federal law regulating group-sponsored benefits. With audits on the rise, it is more important than ever to trust a compliance expert. Employers face strict deadlines for disclosing Plan information to eligible employees, and all sponsors who administer ERISA plans must follow a strict fiduciary code of conduct. You may be at risk and not even know it! Failure to comply with ERISA’s requirements can mean costly government penalties, even employee lawsuits.
Medicaid and the Children’s Health Insurance Program (CHIP)
Premium Assistance notification to employees with children if employee is not able to afford coverage through your Plan.
Women’s Health and Cancer Rights Act Enrollment Notice
If you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Woman’s Health and Cancer Rights Act of 1998 (WHCRA).
Newborns’ and Mothers’ Health Protection Act Disclosure
Group health plans and health insurance issuers generally may not, under Federal law, restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery, or less than 96 hours following a cesarean section.
Patient Protection Notice
Your carrier generally may require the designation of a primary care provider. You have the right to designate any primary care provider who participates in your network and who is available to accept you or your family members. Until you make this designation, your carrier may designate one for you.
Medicare Part D Notification
Employers whose health care plans include prescription drug benefits for active employees or retirees who are Medicare-eligible must notify those covered individuals by Oct. 15 of each year whether their drug benefit is "creditable coverage," meaning that it is expected to cover, on average, as much as the standard Medicare Part D prescription drug plan.
Health Insurance Market Place Notice/Exchange Notice
This Notice is required to be provided regardless whether or not you offer group coverage to your employee’s and allows them to access marketplace subsidies.
Accountability Act of 1996 (HIPAA)
The Health Insurance Portability and Accountability Act of 1996 addresses how an employer can enforce eligibility and enrollment for health care benefits, as well as ensuring that protected health information which identifies you is kept private.
Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
The right to COBRA continuation coverage was created by federal law, so that you and your covered dependents may continue your employer-sponsored benefits coverage at full costs (plus an administrative fee).There are notifications at the time of hire as well as when employee leaves the company. get-benefits provides this service as part of their billing and administrative services. Depending on if you are required to offer this based upon government regulations
Ready to get started?
Reach out today for a no-pressure call to see if we’re a good fit.