You want to offer benefits to your employees, but you don't want the compliance hazards that can come with them. Let us help you.

Compliance with employment law related to benefits is complex. For example, the Consolidated Omnibus Budget Reconciliation Act (COBRA) gives certain former employees, retirees, spouses, former spouses, and dependent children the right to temporary continuation of health coverage at group rates. Failure to adhere to its strict requirements and time frames can be costly; for instance, a Minnesota man was awarded $113,000 by a US district court after his former employer failed to send him a required COBRA notice. Why? The manager in charge of such notices was interrupted by a colleague as she prepared it, and it was forgotten.

We're here to help you avoid such penalties. To find out more about how we can help you, simply click on any topic of interest below.

COBRA administration (for firms with more than 20 employees)
There are few resources available to properly equip an employer (particularly those of smaller sizes) to deal with the complexities of COBRA administration... yet human resource managers and others responsible for carrying out work that COBRA regulates can be held personally liable for compliance errors, and fines to your business can be as high as $110 per violation per day ($40,150 per year). IRS excise tax penalties can be as high as $100 dollars per violation per day ($36,500 per year).

To help, we've partnered with an experienced US COBRA administration firm who will send required COBRA notifications for you, archive all correspondence with COBRA participants, track eligiblity, collect premiums, and provide you with detailed monthly activity reports. Please contact us if you'd like to remove this weight from your shoulders!

You can also access sample forms right here: click here for a online COBRA enrollment notification form, here for a qualifying event notification form, and here for a HIPAA certificate request form. (Some forms may take a moment to load.)
State continuation (for firms with less than 20 employees)
If you have fewer than 20 employees, COBRA does not apply to you... but South Carolina's State Continuation Regulations do. Under Section 38-71-770, the state requires you to allow an employee who is no longer eligible for coverage under your group health insurance to elect to continue coverage under your plan for up to six months. The employee must have been covered under your plan for at least six continuous months, must have lost eligibility for your plan for reasons other than non-payment of his or her premium contributions, and must not be eligible for any other group coverage that provides similar benefits or Medicare benefits. Like COBRA, certain notificiations must be provided within established time frames.

As with COBRA, we can help you comply with the law; simply contact us if you'd like us to take care of the requirements and details for you.

You can also access sample letters right here: click here for a sample letter in PDF format, here for a sample letter in Word format, and here for a sample letter in text format