Hickock Boardman Benefits

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HR Compliance and Payroll Solutions: Resource Center

We understand that you need resources to help you maintain compliance within your Human Resource functions. In an effort to keep you up-to-date on the most recent compliance information, we've put together the following resources that will be of assistance to you. Please check back for future updates and changes!

Available Documents

  • New proposed rules would amend the requirements related to distribution of a summary of benefits and coverage (SBC). Under Health Care Reform, a group health plan (or the insurer) must provide employees with a standard SBC form explaining plan coverage and costs at specified times during the enrollment process and upon request.

  • The DOLs focus for 2015 and beyond has turned to compliance since the implementation of many of the Affordable Care Act’s (ACA) regulations.  As such, audits of employee benefit plans are on the rise, with one statistic stating your chance of an audit is 100%!   Many employers may not be prepared for a DOL audit on their benefit plans which is why many experts are recommending a self-audit every few years.

    The Employee Benefits Security Administration (EBSA) of the DOL has the authority to audit compliance for several laws including the ACA, ERISA, HIPAA and Mental Health Parity. In addition they may audit your information on minimum loss ratios and PCORI fees. The ACA also means that due to reporting requirements, the IRS may be auditing you as well.

     

  • This document contains details of the Treasury Department ruling on the Employer Mandate released on February 10, 2014.

  • The transitional reinsurance program is intended to help stabilize premiums for coverage in the individual market during the first three years of Exchange operation (2014, 2015 and 2016) when individuals with higher-cost medical needs gain insurance coverage. This program imposes a fee on health insurance issuers and self-insured group health plans.

  • On March 11, 2014, HHS published its 2015 Notice of Benefit and Payment Parameters Final Rule, which addresses key changes to the transitional reinsurance program for 2015.

  • The Affordable Care Act (ACA) added Internal Revenue Code (Code) section 6051(a)(14), which requires employers to report the aggregate cost of employer-sponsored group health plan coverage on their employees’ Forms W-2.

  • The Affordable Care Act (ACA) requires employers to report the aggregate cost of employer-sponsored group health coverage on employees’ Forms W-2. The purpose of the reporting requirement is to provide employees with useful and comparable information on the cost of their health coverage. It does not cause employer-provided health coverage to become taxable.

  • Effective for plan years beginning on or after Jan. 1, 2014, the Affordable Care Act (ACA) prohibits group health plans and issuers from imposing pre-existing condition exclusions (PCEs) on any enrollees. Prior to 2014 plan years, the ACA prohibited PCEs for enrollees under 19 years of age. The ACA’s restrictions on PCEs apply to both grandfathered and non-grandfathered plans.

  • The Affordable Care Act (ACA) created the Patient-Centered Outcomes Research Institute to help patients, clinicians, payers and the public make informed health decisions by advancing comparative effectiveness research. The Institute’s research is funded, in part, by fees paid by health insurance issuers and sponsors of self-insured health plans. These fees are widely known as Patient-Centered Outcomes Research Institute fees (PCORI fees), although they may also be called PCOR fees or comparative effectiveness research (CER) fees.

  • The Medicare Prescription Drug, Improvement and Modernization Act of 2003 (MMA) made changes to the existing Medicare program and created a voluntary prescription drug program, called Medicare Part D, for Medicare eligible individuals. Medicare beneficiaries receive subsidized prescription drug coverage through this program.

  • The following chart is a summary of basic federal notice and disclosure compliance requirements that apply to group health plans and/or employers under various employee benefits and employment laws. It includes the additional reporting and disclosure obligations created by the Affordable Care Act (ACA). Note that not all notice and disclosure requirements are reflected in this chart. State laws may impose additional obligations. Users of this chart should refer to the specific federal law at issue for complete information.

Overview Information

  • To determine if a company is an ALE, aggregation rules apply for companies that are related or commonly owned. Under these rules, all employees of a controlled group of businesses or an affiliated service group are taken into account to determine if an employer is subject to the employer shared responsibility rules.

Employee Communications

Uncategorized Documents

Available Documents: Flexible Spending Accounts

Available Documents: The Defense of Marriage Act (DOMA)

Uncategorized Update Documents