Whether with state or federal laws, BMA is your partner for careful health plan compliance.
Between state and federal laws, health plan compliance is a path that must be walked carefully.
Benefit Management Administrators' nearly 30 years of experience ensures your plan documents, plan designs, and other benefit details stay compliant with HIPAA, COBRA, ACA, and other regulations.
Section 125 Plans & Wrap Documents
We provide consultation to assist you in containing costs while streamlining the efforts needed to administer your Premium Only Plan.
Section 125 Cafeteria Plan
A Premium Only Plan (POP) is one of the more common forms of a Cafeteria Plan, with one objective: to permit employees to pay for their share of the premiums for certain insurance coverage’s (e.g., group health coverage) with pre-tax dollars. By design, this automatically increases take-home pay and reduces the employer's gross payroll.
BMA is a subscriber to the Employee Benefit Institute of America (EBIA) series of quarterly updates to the changing law.
How We Can Help You
Benefit Management Administrators assists our clients in complying with all federal mandates and will provide the documents and services that are needed to set up and maintain your Premium Only Plan. We provide consultation as needed and our goal is to assist you in containing costs while streamlining the efforts needed to administer your Premium Only Plan.
- Plan Design & Employer Consultation
- Customized Plan Document with current Compliance Laws
- Customized Summary Plan Description
- Consultation Services as needed throughout the year
- Employer Access to Web Portal
- Employee Election Forms to use during Enrollment periods
1094/1095 Employer Reporting
The Affordable Care Act became law on March 23, 2010; included within the regulation Applicable Large Employers (ALEs) must annually report a summary of their employee medical coverage offerings and acceptance to the IRS. Nearly a decade later employers have just begun to receive audit penalty notices; and during the 2017 tax year, the IRS identified over thirty thousand ALEs who potentially owe the IRS over four billion dollars.
BMA offers 1094/1095 Reporting Services to assist in keeping employers compliant with the ever changing IRS regulations. As part of the annual reporting package, BMA will:
- track all required reporting data,
- produce and file the required 1094 and 1095 forms.
The Form 5500 is an ERISA requirement for welfare benefit plans, generally employers maintaining a welfare benefit plan covered by ERISA must file a 5500 to report information concerning the qualification of the plan, its financial condition, investments and the operations of the plan. An employer's filing requirement will vary depending on the particular type of benefit plan and its size; thus understanding the 5500 filing requirements is crucial to employer compliance.
BMA has both the skills and experience to satisfy annual 5500 filing requirements for your employer-sponsored welfare benefit plans. We assist by employers by providing the necessary forms for them to file, however we do not file them directly.
Non-Discrimination Testing & Guidance
Non-discrimination testing is a requirement under the Employee Retirement Security Act (ERISA) for employers who offer benefit plans governed by Section 125. Each year, employers are obliged to ensure their qualified benefits plans do not discriminate in favor of high compensated employees, officers or executives.
BMA has years of employee benefits experience supported by industry, governmental and compliance experts. When employers struggle to meet the basic testing requirements, which prevent violations and potential fines, BMA helps to eliminate any guesswork and ensure compliance by administering the testing on their behalf.
Non-discrimination Tests Available:
- Premium Only Plans (POP)
- Dependent Care FSA
- Flexible Spending Account (FSA)
- Section 105h Self-Insured Eligibility and Benefits
BMA is committed to HIPAA compliance and the protection of our members’ personal health information.
Companies must abide by the laws of the Health Insurance Portability and Accountability Act of 1996 (HIPAA) if there are employees who had coverage under a group health plan and are switching jobs, terminating employment or losing health insurance for another reason.
- Specialization in complete HIPAA administration
- 24/7 Access to BMA web portal
- Submit new employees, terminations, changes, and run reports via web portal
- View account info, payment history, important documents, etc
Request a Consultation
Do you have any questions about how we can help your business specifically? Give us a call, or schedule an in-person or virtual consultation.