Your small business provides its employees with insurance disease, or contribution to the of 
health care employees, and want to make sure you do not make the costly compliance mistakes. At the same time, you need to understand and compliance quickly address to avoid costly fees during an audit. Sound familiar? If so, this article will help.
Below is a concise summary of five small errors of common affairs of health benefits.
1. No
Documents PlanDid you know any ERISA-covered benefit plans, including group health plans and other social protection schemes must, by law, be administered in accordance with a written plan document? Plan documents are official legal documents that define the parameters of the benefits program and contain specific provisions.
Whether you offer health insurance coverage or a formal repayment plan to the personal insurance, documents formally required.
2. No Plan Summary Description (SPD)
ERISA also requires all [welfare] plan to have a summary plan description (SPD) and provide copies to each participant. To maintain compliance, ensure the SPD is updated and distributed to participants at the required times
More -.? What are the opinions of the required health benefit plan
3. Discrimination in favor of highly compensated individuals
Third, the rules of non-discrimination from the IRS indicate that you should not discriminate in favor of highly paid people (IHC) regarding eligibility participate in the plan or benefits provided under the plan. Work with your broker or benefits health insurance for the company to ensure your health plan is designed to make non-discrimination testing.
4. Violating HIPAA Medical Privacy
benefit plans of the Group's health are governed by HIPAA privacy rules and a common error violates the rules of medical confidentiality. This is particularly important for small businesses with a refund or disease self-insurance insurance plan that can get in more regular contact with protected health information (PHI).
To avoid this common mistake, contract with a third party processor to review all complaints or claims, so that the employer does not come into regular contact with PHI.
5. Not Communicate changes to the Plan or eligibility
Did you know that there are many communication requirements when changing plan or eligibility criteria? Otherwise, you could do this fifth common mistake.
For example, a summary of benefits and coverage (SBC) shall be provided to participants and beneficiaries prior to enrollment in the plan at renewal plan, within 0 days of a period special registration and within 7 working days of a written request.
Furthermore, a change summary (SMM) must be provided to each participant covered under the plan when changes to health. Map occur at a time other than the renewal, a change in health benefits affect the content of the SBC, or if the information is not reflected in the most recent SBC
to avoid this common mistake Familiarize yourself - and your team - with different opinions of health plan required (this free graphics is an excellent place to start). And, working with an insurance company or health benefits that help you easily manage and distribute those opinions.
Additional Resources
In addition to these five mistakes most common compliance, there are additional guidelines and all sizes of employers requirements must follow when offering benefits health. To help you, here are additional resources:
- Are we paying employee health insurance correctly? [Free PDF Flow-Chart]
- 4 Obamacare compliance issues You should not ignore [Article]
- Plan Notice Health Requirements [Free PDF Chart]
Conclusion
as the small business health benefits landscape changes, small business employers have new health insurance options to be considered. Yet the increasing compliance requirements and reporting may seem daunting. Use this list to include five common compliance mistakes, and well on your way to provide consistent health benefits.
What are the health benefits of small business questions do you have? Leave a question below. We would be happy to help you answer.
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