Compliance with ERISA & HIPAA
Providing group benefits to your employees means you are required to comply with ERISA law. ERISA (Employee Retirement Income Security Act) has been around since 1974 to regulate group-sponsored employee benefits. The law has strict deadlines for employers to comply with for disclosing plan information to their eligible employees, and the employer (as the plan sponsor) must follow a strict fiduciary code of conduct. Failure to provide a Wrap summary plan description (SPD) to employees in a timely manner can trigger fines or even an audit by the Department of Labor. The insurance company’s master contract, certificate of coverage or summary of plan benefits does not qualify as a Wrap SPD.
HIPAA (the Health Insurance Portability & Accountability Act) requires the protection of identifiable health information or PHI (protected health information). To remain in compliance, all employers must have certain policies and procedures in place to safeguard the security of electronically transmitted or stored PHI of employees and must provide the necessary HIPAA Privacy notices to employees.
Having the proper written plan documents will help you get in compliance.
Follow this flow chart to see if you need to get in compliance and let MDIS help you do so.
For more information regarding this coverage, email
or call 800-944-7550.