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ERISA, PPACA, FMLA, COBRA, or other federal legislation that directly impacts the administration of benefit plans. We’re here to provide expertise and guidance to help limit unnecessary risk and exposure.
A “conversation” where we walk through various employee benefits administration requirements (e.g. plan documents, ACA measurement periods, annual notice & electronic disclosure requirements, COBRA & LOA, domestic partners, etc.) with the goal of helping uncover areas that may need to be done differently or need to be changed for the future.
A cost-effective alternative providing the flexibility to have experienced employee benefits compliance professional on-demand or over a set period of hours per month without the overhead of a regular employee. A fresh pair of eyes, an informed and trusted mind and expedient, high-quality results.
Latest from the Blog
In 2022, the Federal Poverty Level (FPL) affordability safe harbor employee contribution amount (for the 48 contiguous states and the District of Columbia) is $103.14/mo or $108.33/month, depending on your plan year. Background: Applicable Large Employers (ALEs) with 50 or more employees are subject to the Affordable Care Act’s (ACA) provisions that require employers to provide affordable …
The ACA requires employers with 50 or more employees (i.e., Applicable Large Employers (ALE’s)) to provide affordable coverage to employees working 30 or more hours per week or may be liable for a penalty. Determining affordability is based on looking only at the employee share of the lowest-cost monthly premium for self-only minimum value coverage. …