Value-Added
Compliance, COBRA and more.
Compliance
Strategic Benefits Coach knows that understanding, planning for, and complying with Health Care Reform legislation (the Patient Protection and Affordable Care Act, or PPACA) will continue to be of critical importance to employers. Further, ongoing compliance with an extensive list of other health and welfare benefits acronyms and statutes (including ERISA, COBRA, HIPAA, USERRA, and ADEA) are essential to your business success. Strategic Benefits Coach’s resources and depth of experience can help bring your employee benefits program into compliance economically and prudently, ensuring that your benefits program structure, procedures and policies meet current and future legal requirements.
Here are only a few examples of regulations that you as a business owner are required to comply with:
- Health Care Reform Planning and Compliance
- Wellness Programs and Health Risk Assessments (HRA)
- SPD (Summary Plan Description)
- SMM (Summary of Material Modification)
- SBC (Summary of Benefits and Coverage)
- Uniform Glossary
- Health Reimbursement Accounts
- Health Savings Accounts
- Flexible Spending Accounts
- Form 5550 Filing
- Summary Annual Report
- HIPAA Privacy and Security
- COBRA
- Medicare Part D Notices
- Medicare Secondary Payer Provisions
- CHIPRA Notices (Children's Health Insurance Program)
- USERRA Notice (Uniformed Services Employment and Reemployment Rights Act)
- WHCRA Notice (Women's Health and Cancer Rights Act)
- NMHPA Notice (Newborns' and Mothers' Health Protection Act)
- Spousal Carve-Out Provisions
- FMLA (Family and Medical Leave Act)
- QMCSO (Qualified Medical Child Support Order)
- Leave of Absence Policies
- Human Resource Consulting
Not sure where you stand on these requirements?
COBRA
The Consolidated Omnibus Budget Reconciliation Act (COBRA), passed in 1986, provides continuation of group health coverage that otherwise might be terminated for reasons such as job loss, divorce, retirement, and dependents who are no longer eligible due to their age. Strategic Benefits Coach offers a variety of solutions to make sure you company has what it needs when it comes to COBRA compliance!
COBRA provides certain former employees, retirees, spouses, former spouses and dependent children the right to temporary continuation of health coverage at group rates. COBRA is only available when coverage is lost due to certain specific events. Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, because COBRA participants generally pay the entire premium themselves.
UnitedHealthcare® Health ProtectorGuard
Health ProtectorGuard, underwritten by Golden Rule Insurance Company, is a fixed indemnity insurance product. This type of insurance works differently than other health insurance plans. It pays a fixed benefit amount for eligible medical expenses.
You may be in the habit of paying a share of the total covered costs. And that’s after you meet a deductible that you are responsible for covering before your insurance company pays anything. With Health ProtectorGuard, you get the immediate gratification of seeing some of your health care costs cut down up front.
If you have hospital and doctor fixed indemnity insurance, you are paid a set benefit per hospital or doctor service as specified in the plan. No deductible or cost sharing first. You get a specific medical service, and you are then paid the eligible fixed benefit for that service.
