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 for 2019.

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 in January 2019 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