Our service offerings help you save on taxes, reduce your administrative workload, and lessen your liability, all at the same time. We make it easier than ever to save money, time, and worry.
Great services, convenient programs.
We provide tax savings and the efficient handling of complex, time-sensitive, and labor-consuming programs. Clients simply pick the product that best suits their goals and objectives.Product Packages include the following:
- 1: ERISA-HIPAA-FSA
- 2: ERISA-HIPAA-FMLA
- 3: ERISA-HIPAA-COBRA
- 4: ERISA-HIPAA-COBRA-FSA
- 5: ERISA-HIPAA-COBRA-FMLA
- 6: ERISA-HIPAA-COBRA-FMLA-FSA
- 7: HIPAA-COBRA-FMLA-FSA
- 8: HIPAA-COBRA
COBRA takes the worry out of COBRA administration. We handle the necessary notices, forms, and record keeping. And we even provide for the collection of premium payments.
ERISA provides required documents and record keeping. In addition, we help employers follow a fiduciary code of conduct and meet strict deadlines for disclosing Plan information to eligible employees.
FlexSystem FSA offers cutting-edge technology to provide Participants a variety of features and quick turnaround of their reimbursement requests.
FMLA meets the challenge of FMLA’s complex legal administrative requirements. We assume responsibility and liability, backed by our employers’ hold-harmless guarantee.
Our HIPAA Compliance service addresses all privacy requirements by providing customers with all the necessary documentation and by providing and training staff who handle PHI.
Dynamic Services and Management
By using us, employers reduce the burden on their HR staff, allowing them to focus on other important functions. Employers save money, because our outsourcing cost far less than paying for more HR staff. And outsourcing these programs means employees’ “personal” information is no longer handled by the Client’s internal staff, while our free webinars, newsletters, and notices keep employers informed and updated.
Why Choose a package:
- Saves more money – Features an attractive pricing structure.
- Saves more time – Easier to buy than shopping for each service separately.
- Saves more effort – Features one consistent bill, one vendor, one website, and seamless cooperation between services.
Summary Plan Descriptions (SPD) Required for All ERISA Retirement, Health and Welfare Plans
An SPD must have certain specific information and cannot be substituted in whole by another summary of benefits, an insurance policy or an insurance certificate of coverage that does not contain all of the required information for the SPD.
Let’s schedule a brief meeting with you and educate you on compliance; proactive is much better; and easier than reactive……
| Description of ERISA Violations Subject to Penalty | ERISA Section | 2017 Penalty Amount | 2018 Penalty Amount |
| Form 5500. Failure to file | ERISA §502(c)(2) (5500) | Up to $2,097 per day | Up to $2,140 per day |
| Form M-1. Failure to file by multiple employer welfare arrangement (MEWA) | ERISA §502(c)(5) | Up to $1,527 per day | Up to $1,558 per day |
| Failure to furnish information requested by DOL under ERISA § 104(a)(6) | ERISA 502(c)(6) | Up to $149 per day not to exceed $1,496 per request | Up to $152 per day not to exceed $1,527 per request |
| SBC. Failure to provide Summary of Benefits Coverage. Public Health Services Act section 2715(f), as incorporated into ERISA § 715 and 29 CFR 2590, 715-2715(e). | ERISA § 715 (SBC) | Up to $1,105 per failure | Up to $1,128 per failure |
| CHIP. Employer failure to inform employees of CHIP coverage opportunities under ERISA § 701 (f)(3)(B)(i)(I)- each employee a separate violation | ERISA §502(c)(9)(A) (CHIP) | Up to $112 per day | Up to $114 per day |
| GINA. Failure by any group health plan sponsor, or any health insurance issuer, to meet the requirements of ERISA §§ 702 (a)(1)(F), (b)(3), (c) or (d); or § 701; or § 702(b)(1) with respect to genetic information | ERISA 502(c)(10) (B)(I) (GINA) | $112 per day during non-compliance period | $114 per day during non-compliance period |
| GINA. Minimum penalty for de minimis violations of GINA (genetic information requirements) notcorrected prior to notice from DOL. | ERISA §502(c)(10) (C)(i) (GINA) | $2,790 minimum | $2,847 minimum |
| GINA. Minimum penalty for non de minimis violations that are not corrected prior to notice from DOL. | ERISA §502 (c)(10) (C) (ii) (GINA) | $16,742 minimum | $17,084 minimum |
| GINA. Cap on unintentional failures to meet genetic information requirements | ERISA §502(c)(10) (D)(iii)(II) | $558,078 maximum | $569,468 maximum |
| Description of Non-ERISA Violations Subject to Penalty | Cite | 2017 Penalty Amount | 2018 Penalty Amount |
| FLSA. Repeated or willful violations of overtime or minimum wage requirements. | FLSA | Up to $1,925 per violation | Up to $1,964 per violation |
| FMLA. Willful failure to post FMLA general notice. | FMLA | Up to $166 per violation | Up to $169 per violation |
| OSHA. Violation of posting requirements. | OSHA | Up to $12,675 per violation | Up to $12,934 per violation |
| Violations of Employee Polygraph Protection Act (EPPA) | EPPA | Up to $20,111 per violation | Up to $20,521 per violation |
The DOL has adjusted penalty amounts yearly.
Why would the DOL increase penalties if they do not intend to enforce?
DOL Increases Penalties For Employee Benefit Plan Violations
The Department of Labor announced that it will be increasing the penalties for various employee benefit plan violations under ERISA for penalties assessed after January 23, 2019. Below are highlights of the changes:
The maximum penalty for a failure to file Form 5500 will increase from $2,140 to $2,194 per day;
The maximum penalty for a failure to provide a Summary of Benefits Coverage as required under health care reform will increase from $1,128 to $1,156 per failure;
The maximum penalty for a failure to provide a 401(k) plan automatic contribution arrangement notice under ERISA § 514(e) will increase from $1,693 per day to $1,736 per day;
The maximum penalty for a failure to furnish a 401(k) plan blackout notice will increase from $136 per day to $139 per day;
The maximum penalty for a failure to comply with certain ERISA recordkeeping and reporting requirements will increase from $29 per employee to $30 per employee; and The maximum penalty for a failure to file certain reports for multiple employer welfare arrangements as required by ERISA § 101(g) will increase from $1,558 to $1,597.
Significant changes also include increases to penalties relating to group health plan failures to meet genetic information requirements. For example, the cap on unintentional failures will increase from $569,468 to $583,830.
The DOL will make annual inflation adjustments to ERISA penalty amounts.
Insurance Shops Services (I.S.)
Mandatory Requirements
1-19 Employees
I.S. Services:
ERISA
Annual ERISA &ACA Notices
Annual Medicare Part D Notice
HIPAA (if FSA, HRA, or self-insured Medical
plan and managed by a third party)
ACA Employer Reporting (self-insured)
Mandatory Requirements
20-49 Employees
I.S. Services:
ERISA
Annual ERISA & ACA Notices
Annual Medicare Part D Notice
HIPAA (if FSA, HRA or self-insured Medical
plan and managed by a third party)
ACA Employer Reporting (self-insured)
COBRA
Mandatory Requirements
50-99 Employees
I.S. Services:
ERISA
Annual ERISA & ACA Notices
Annual Medicare Part D Notice
HIPAA (if FSA, HRA or self-insured Medical
plan and managed by a third party)
ACA Employer Reporting
COBRA
FRA
Mandatory Requirements
100+ Employees
I.S. Services:
ERISA
Annual ERISA & ACA Notices
Annual Medicare Part D Notice
HIPAA (if FSA, HRA or self-insured Medical
plan and managed by a third party)
ACA Employer Reporting
COBRA
FMLA
IRS Form 5500
Additional I.S. Services:
FSA
HRA
HSA
PayPath
Premium Only Plan
Additional I.S. Services:
ESA
HRA
HSA
PayPath
Premium Only Plan
Additional I.S.Services:
FSA
HRA
HSA
PayPath
Premium Only Plan
Additional I.S.Services:
FSA
HRA
HSA
PayPath
Premium Only Plan
