This Compliance Overview explores some of the pitfalls related to providing COBRA coverage and gives practical information for compliance with COBRA's complex rules. It includes tips on determining whether your plan must comply with COBRA, when COBRA coverage must be offered and how much a plan can charge for coverage.
COBRA imposes a variety of notice and disclosure requirements on employers, plan administrators and qualified beneficiaries. This Compliance Overview explains COBRA's notice and disclosure rules. It also includes a chart that summarizes these rules.
Employers should be aware of the different federal employment laws that may apply to their company, such as the FMLA, the Equal Pay Act and COBRA. This Compliance Overview provides a high-level overview of key federal employment laws and explains which employers they apply to.
Beginning in 2020, employers of all sizes may implement a new HRA design – an individual coverage HRA (ICHRA) – to reimburse their eligible employees for insurance policies purchased in the individual market or Medicare premiums. Final rules permit employers to offer an ICHRA as an alternative to traditional group health plan coverage, subject to certain conditions. This Compliance Overview summarizes the requirements for ICHRAs.
This Compliance Overview provides a summary of the Family and Medical Leave Act (FMLA).
An employer’s size, or number of employees, is a key factor in determining which federal labor laws the employer must comply with. Employers should be aware of the federal labor laws that may apply to their company based on their size. This is especially important for employers that have fluctuating workforce numbers or that are considering hiring additional employees. This Compliance Overview provides a guide of key federal labor laws that apply based on employer size.
Employers may offer their employees qualified transportation benefits as a tax-free fringe benefit under Section 132(f) of the Internal Revenue Code. Eligible expenses include qualified parking, transit passes and vanpooling. This Compliance Overview summarizes the rules for qualified transportation benefit plans, including the maximum benefit limits for 2019.
For Employers with Employees in Seattle
The Seattle City Council passed an ordinance requiring employers to offer a Qualified Transportation Plan. Regardless of where you are based, if you have employees working in Seattle, you need to read this from our friends at Sound Benefit Administration:
Have employees in Seattle? What employers need to know about the new Transit Benefits Ordinance.
This Compliance Overview provides general information about the requirements for the COBRA General Notice.
Many employee benefits laws apply to all group health plans, regardless of the size of the sponsoring employer. However, there are some compliance exceptions for group health coverage provided by small employers. For this purpose, a small employer is one with 50 or fewer employees. This Compliance Overview provides an employee benefits compliance checklist for small employers.
Administrators of MEWAs (including association health plans) that offer medical benefits must electronically file the Form M-1 with the Department of Labor annually and in connection with certain events. This Compliance Overview summarizes the Form M-1 filing requirement for MEWAs.
How to use this Library
From compliance questions to "what is this?" definitions, this library can help answer your benefits-related questions. Search by category.