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Category Archives: Section 125

Creating a Culture of Communication through ERISA Compliance

There’s a saying that every entity has a culture.  You can either create the culture you want, or you can do nothing and your culture will be created for you.  Yes, there are federal and state laws governing the benefits we must provide and the notifications we must present to our employees explaining their benefits, but the way we present them can define us. [read more...]

March 18th, 2015 • 0 Comments

TaxFreePremiums your Section 125 Premium Only Plan (POP) Provider

Every penny counts when you’re running a business, so why would you want to pay your attorney to create a Section 125 POP Plan document that you can generate in just a few minutes? [read more...]

December 24th, 2014 • 0 Comments

ERISA & SPD Wrap or Summary Plan Description Wrap Documents

Recently we joined forces with a company to assist in additional forms of compliance.  These compliance issues fall directly in line with the rumors of the ERISA DOL Audits.  HR Service Inc and ERISA Solutions are those companies.  The professional atmosphere, experienced employees, and customer service oriented environment is appealing; yet the powerful and user-friendly tools/documents they offer is what swayed the decision.  For more information on how to pass an ERISA Compliance Audit watch this presentation:  http://j.mp/ErisaAuditSpdWrapDemo [read more...]

November 17th, 2014 • 0 Comments

Proposed Changes to Cafeteria Premium Only Plan Elections & Look-Back Period


November 12th, 2014 • 0 Comments

Use Your Section 125 Plan as a Recruiting Tool

Benefits matter a great deal when it comes to recruiting and retaining quality candidates yet many companies don’t use that to their advantage. They’ll spend a fortune on all their offerings but fail to highlight it in their recruiting material and even worse make it too hard for employees to take advantage of the benefits once they do come on board. Maybe it’s the Affordable Care Act or more of the healthcare costs being passed on to the employees but regardless, workers are ranking a good benefits package as high as a competitive salary. [read more...]

September 22nd, 2014 • 0 Comments

Your Cafeteria Plan and Disability Benefits

A Section 125 Cafeteria Plan is a great way for employers to offer benefits that it could not otherwise afford to provide.  Because the benefits are offered on a pre-tax basis, the premiums essentially cost the employee less than they would if s/he were purchasing this benefit on his or her own with after-tax dollars. [read more...]

July 7th, 2014 • 0 Comments

Non-Discrimination Rule Changes in 2012

The non-discrimination rule that applies to some benefit plans will increase its impact once final regulations are released.  The 105(h) rules prohibited employers with self-funded plans from creating a benefit package that shows preference to some individuals over others. The IRS will include fully funded plans in this requirement once the regulatory guidance is released. [read more...]

March 8th, 2012 • 0 Comments

What is a Section 125 Plan?

A Section 125 Plan is an employer-provided benefit where the employee can choose from a range of different benefits and pay for them with pre-tax dollars.  Section 125 refers to the Internal Revenue Code section that governs the administration of these plans.  They are also called “cafeteria” plans because, like a cafeteria, the employee has his choice from a full menu of different options. [read more...]

January 25th, 2012 • 0 Comments

Employers Responsible for Controlling the Cost of Health Care Premiums

Employers Responsible for Controlling the Cost of Health Care Premiums [read more...]

September 29th, 2011 • 0 Comments

Staying in Compliance with Health Care Reform: Non-Discrimination Explained

With the health care reform bill, comes many changes to both businesses as well as consumers, both of whom are now trying to navigate and understand the changes that are either coming or have already taken place. Some of these changes impact businesses, such as with the non-discrimination requirements that previously only applied to self-insured plans, but that now also apply to all fully-insured non-grandfathered plans. What does this mean for employers? [read more...]

July 20th, 2011 • 0 Comments