Compliance

WE HAVE THE CAPABILITY TO CONNECT YOU WITH A NETWORK OF BEST-IN-CLASS ORGANIZATIONS THAT CAN ASSIST WITH COMPLIANCE RELATED ISSUES, including:

COBRA: In 1985, The Consolidated Omnibus Reconciliation Act (COBRA) passed, giving employees the right to continue participation in group health insurance coverage after leaving their job.

ERISA: The Employee Retirement Income Security Act of 1974 is a federal United States tax and labor law that establishes minimum standards for pension plans in private industry.

FMLA: The Family and Medical Leave Act is a federal law that guarantees certain employees up to 12 workweeks of unpaid leave each year with no threat of job loss. FMLA also requires that employers covered by the law maintain the health benefits for eligible workers just as if they were working.

HIPAA: The Health Insurance Portability and Accountability Act of 1996 is United States legislation that provides data privacy and security provisions for safeguarding medical information

HEALTH REIMBURSEMENT ACCOUNT (HRA) /
HEALTH SAVINGS ACCOUNT (HSA): The money in an HRA is provided solely by the employer. HRAs are usually unfunded notional accounts, with no cash value. An HSA is a tax-advantaged account that can be used to pay for IRS-defined health care expenses, including long-term care and COBRA premiums.

PREMIUM ONLY PLAN: This plan allows for certain employee paid group insurance premiums to be paid with pre-tax dollars.