Ask An Employee Benefits Compliance Question

Are you stumped by the jargon?

Do you need assistance with the regulatory details?

Do you need guidance on the necessary next steps?

Do you wish you had someone to bounce your situation off of?

Do you want an email box you can offer your clients and/or internal staff to submit questions where relevant details & documents can be reviewed, a relationship built, and a personal touch?

Send us an email today! We are convinced you will appreciate our top-notch service that your first question is on us!

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Expert Guidance

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.

Compliance Checkup

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.

Fractional Compliance

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

Did you know??? There are 2 ACA Federal Poverty Level Safe Harbor Amounts Each Year!

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…

Affordability Safe Harbors

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.…