ERISA Compliance Services

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ERISA Compliance Resources We Provide

ERISA (the federal Employee Retirement Income Security Act) requires employers who are plan administrators of their group health plans to comply with 2 important requirements or risk potential penalties and possible audits:

  1. Maintain and distribute Summary Plan Descriptions (SPDs) to plan participants which accurately reflect the contents of the plan and which include specific information as required under federal law.
  2. Group health plans must be administered in accordance with a written Plan Document which must be made available to plan participants and beneficiaries upon request.

Many companies mistakenly assume that insurance contracts, certificates of insurance and benefits summaries fulfill the ERISA Compliance requirements for an SPD and Plan Document–but they don’t include the required or recommended provisions that protect the plan and the employer.

Section 125 Premium Only Plan (POP) is part of an IRS code that allows employees to convert a taxable cash benefit into a non-taxable benefit.  This means an increase in take home pay for the employee.   The benefit to employers is they save on payroll taxes and workers compensation.erisa-compliance-help-picture

Summary of Material Modification describes material modification to a plan and changes in the information required to the SPD.  These need to be distributed to plan participants no later than 210 days after the end of the plan year in which the change is adopted.

Five Federal Required Notices:  Newborn’s Act, Michelle’s Law, Women’s Health and Cancer Rights Act (WHCRA), Genetic Information Nondiscrimination Act (GINA), Health Insurance Portability and Accountability (HIPPA)

Access to a comprehensive HR Website loaded with the latest in State and Federal Regulations and guidelines, which saves time and money.  This website provides you with attorney-reviewed HR tools, HR guidelines, HR forms and HR training videos.

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