Benefits Complete Compliance

Now benefits compliance answers are just a click away...
Benefits Complete Compliance is the online management reference service that integrates all of our benefits information into one essential tool, combining fast online access to a vast library of forms, policies, reports, and step-by-step instructions with a comprehensive yet easy-reading manual prepared by leading benefits lawyers, just for benefits managers, HR professionals, employers and counsel. 

Benefits Complete Compliance delivers everything you need to:

• Answer benefits policy questions from employees, supervisors, and top executives, quickly and with confidence
• Assess employee claims and make decisions that align with both your organization’s procedures and the myriad laws that regulate workplace benefits
• Avoid the legal missteps that can result in administrative fines, arbitration awards, jury verdicts and worse
• Maintain sound benefits policies in  the face of changing laws and regulations, and the court decisions that interpret them
• Execute required reporting, filing, and record keeping responsibilities, without fear of oversight
• And so much more...
   

PLUS: You get unlimited access to the ultimate online benefits compliance library:

•  Plans covered by ERISA
•  Section 510 claims
•  Avoiding interference and retaliation claims

•  ERISA disclosure requirements
•  Summary plan description
•  Summary of material modifications
•  Summary annual report
•  Distribution of participant disclosures
•  Who may receive documents electronically
•  Materials furnished upon written request
•  Materials furnished to the secretary of the DOL
•  Documents available for inspection
•  Penalties for failure to comply with disclosure requirements
•  COBRA general, election, subsidy, unavailability and early termination notices
•  HIPAA notices for preexisting condition exclusion, special enrollment notice, and privacy
•  HIPAA certificate of creditable coverage
•  Women’s Health and Cancer Rights Act (WHCRA) notice
•  Newborns’ and Mothers’ Health Protection Act (NMHPA) disclosure
•  Medicare Part D notice
•  Michelle’s Law notice
• Children’s Health Insurance Program Reauthorization Act of 2009 notice
• Qualified medical child support orders procedures
• When and how to file Form 5500
• Filing deadlines and extensions
• What is reported on Form 5500
• Schedules to Form 5500
• Penalties for failure to file Form 5500

• What are fiduciary duties
• Who is and isn’t a fiduciary
• Duties Under ERISA
• Prohibited transactions
• Statutory and individual exemptions to prohibited transactions
• Fiduciary liability and penalties
• Correcting fiduciary breaches or prohibited transactions
• Claims procedures
• Time period for making a claim determination
• Notice of extension of time
• Appeals procedures
• Litigation and penalties

• Fringe and health benefits
• No-additional-cost services
• Qualified employee discounts
• Working condition fringe benefits
• Automobiles
• Cash payments
• Product testing
• De minimis fringe benefits
• Subsidized eating facilities
• Transportation fare
• Overtime
• Other meals
• Commuter vehicle, transit pass, parking, bicycle commuting
• Qualified moving expenses reimbursement
• Qualified retirement planning services
• Miscellaneous excludable fringe benefits
• Athletic facilities
• Lodging
• Life insurance
• Qualified employer educational assistance and tuition reduction programs
• Employee stock options
• Dependent care assistance
• Adoption assistance
• Achievement awards
• Nondiscrimination
• Valuation
• Cafeteria plans
• Reporting requirements
• Deferred compensation

• Group health plans overview
• Individuals who must be offered COBRA
• Qualified beneficiaries
• Qualifying events
• Maximum COBRA coverage period
• Extension of the maximum coverage period
• COBRA premiums
• Penalties for noncompliance
• COBRA subsidy
• Plans subject to HIPAA portability
• Preexisting condition exclusion limitations and notices
• Creditable coverage
• Special enrollment periods
• Nondiscrimination requirements
• Administrative simplification provisions
• Privacy and Security rules
• HIPAA Penalties
• ARRA, HIPAA and HITECH Act requirements
• Required privacy policy and procedure changes
• Mental Health Parity and Addiction Equity Act
• Exemptions
• Genetic Information Nondiscrimination Act (GINA)
• Group health plan limitations under GINA
• Newborns’ and Mothers’ Health Protection Act
• Women’s Health and Cancer Rights Act requirements, notices and prohibitions
• Medicare secondary payer rules

• COBRA requirements
• Employers and plans subject to COBRA
• Qualified beneficiaries and events
• Coverage requirements
• COBRA premiums
• Notices and elections
• Early termination
• Extensions
• Noncompliance penalties
• Who is subject to FMLA and USERRA and requirements for health plan continuation
• Health Care Reform’s Impact on USERRA
• Who is subject to Michelle’s Law
• Michelle’s Law’s requirements
• Health care reform’s impact on Michelle’s Law

• What employers and benefits are covered
• Benefits exempt from HIPAA
• Pre-existing conditions
• Look-back and look-forward rules
• Certificate of creditable coverage
• Special enrollment
• Nondiscrimination
• Eligibility
• Premiums and contributions
• Permissible distinctions and favoritism
• Wellness programs
• Interaction with COBRA

• Protected health information
• Business associates
• The HIPAA privacy rule
• Permitted uses and disclosures of PHI
• Required disclosures
• Individual rights
• Notice of privacy practices
• Privacy personnel
• Workforce training and sanctions
• Data safeguards
• Complaints
• Duty to mitigate
• Retaliation and waiver
• Privacy policies and procedures
• Documentation and records retention
• Compliance timing
• The HIPAA security rule
• Risk analysis
• Implementation specifications
• Review and maintenance of security measures
• Administrative safeguards
• Security management process
• Workforce security
• Information access management
• Security awareness and training
• Security incident procedures
• Evaluation of security policies and procedures
• Physical and technical safeguards
• Workstation security
• Device and media controls
• Access control
• Audit controls
• Organizational requirements
• Policies, procedures, and documentation
• Compliance deadlines
• Breach notification
• Assessing the risk of harm
• Notification to individuals, media, HHS
• Notification by a business associate
• Electronic Data Interchange (EDI) standards
• Penalties and enforcement

• Medicare
• Secondary payer rules
• Medicare Part D
• Subsidy details
• Creditable coverage notification
• Medicare reporting
• Data match
• MSP mandatory reporting
• QMCSOS
•  “Qualified orders”
• Reasonable Procedures
• National Medical Support Notices
• Compliance with QMCSOS
• Genetic Information Nondiscrimination Act
• What genetic information is protected
• Discrimination
• Obtaining genetic information
• Inadvertent violations
• Confidentiality requirements
• Retaliation
• Restrictions on genetic information
• Penalties
• GINA’s application to wellness plans
• Health risk assessments
• Interaction with ADA, Title VII, HIPAA, state genetic discrimination laws and FMLA
• Litigation
• Self-reporting requirements
• Policies and procedures
• Mental Health Parity and Addiction Equity Act requirements
• Employee assistance plans
• Self-insured plans
• Small employer/plan exemption
• Mental health conditions and substance use disorders
• Financial rules and treatment limits
• Special rule for prescription drugs
• Increased cost exemption
• Availability of plan information
• Newborns’ and Mothers’ Health Protection Act
• When the minimum stay begins
• Exception
• Interaction with state laws
• Women’s Health and Cancer Rights Act application, notice requirements

• Statutes prohibiting discrimination
• ADEA
• Pension/retirement plans: what is permitted and prohibited
• Equal benefits
• When benefits do not need to be equal
• Equal cost defense
• Offsets
• Long-term disability
• Severance benefits
• Special rules affecting voluntary early retirement incentives
• Social security bridging
• Normal retirement bridging
• ADA
• Equal access to benefits
• Preexisting conditions
• Exemption for benefit plans
• Bona fide plan
• Underwriting risks
• Not a subterfuge for discrimination
• Title VII
• Cost and actuarial tables not a defense
• Special impact on pregnancy
• Retirement benefits
• Health insurance benefits
• Continuation/restoration rights--FMLA
• Continuation rights for employee benefits
• Continuation of group health benefits
• Payment of premiums
• USERRA
• Benefit continuation and restoration rights
• Seniority rights
• Rights not based on seniority
• Employee pension benefit plans

• Leave-related benefits
• Worker’s compensation
• Social Security Disability benefits
• Disability income plans 
• Unemployment insurance 
• Severance and supplemental unemployment benefits
• Vacation
• FMLA and related leave
• Social Security
• Life insurance
• Educational and tuition assistance
• Qualified transportation fringe benefit plans
• Adoption assistance
• Dependent care assistance
• Relocation assistance
• Employer-provided meals and lodging
• Stock-based employee compensation and benefits
• Nonqualified deferred compensation programs -  section 409A

• Individual and employer responsibilities
• Employers that offer no coverage
• Employers that offer insufficient coverage
• Exchanges
• Grandfathered plans
• Immediate changes to group health plans
• Prohibition of rescissions
• Lifetime and annual coverage limits
• Preventive services
• Patient protections
• Emergency services
• Primary care providers
• Obstetrical and gynecological care
• Extended coverage for dependents
• Prohibition of preexisting condition exclusions for dependents under age 19
• Mental Health and Addiction Equity Act requirements
• Clinical trials
• Retiree reinsurance program
• Future changes to health plans
• Health insurance rating limits
• Guaranteed availability and renewal
• Prohibition of preexisting condition exclusions
• Prohibition on excessive waiting periods
• Prohibition of discrimination based on health status
• Wellness programs
• Taxes and penalties
• “Free choice vouchers”
• Small business exemptions and tax credits
• Tax on high-end (“Cadillac”) plans
• Minimum essential coverage
• Recordkeeping and administration issues
• Internal and external appeals processes
• Uniform explanation of coverage documents
• Automatic enrollment
• Employer notice requirements
• Employer coverage reporting
• Health insurance coverage value included on W-2s
• Other changes/issues of interest to employer-sponsored coverage
• Employer participation in an exchange
• Effects on HSAS, MSAS, FSAS, and HRAS
• CLASS Act