Plan Document Preparation

Self-funded plans sponsored by private sector employers are subject to the Employee Retirement Income Security Act (ERISA). ERISA requires that plans be committed to writing. In addition, ERISA requires that plan participants and beneficiaries be provided with a written summary of the plan's provisions and stipulates the exact information that must be included in the summary plan description.

Self-funded plans and/or their private or public sector sponsors are subject to all other federal statutes and regulations. Based on plan type (medical, dental, vision, etc), plan sponsor type (private or public sector) and number of employees, compliance with any or all of the following may be required:

• Affordable Care Act (ACA)
• Health Insurance Portability and Accountability Act (HIPAA)
• Consolidated Omnibus Budget Reconciliation Act (COBRA)
• Family and Medical Leave Act (FMLA)
• Uniformed Services Employment and Reemployment Rights Act (USERRA)
• Women’s Health and Cancer Rights Act (WHCRA)
• Mental Health Parity and Addiction Equity Act (MHPAEA)
• Newborn’s Act
• Americans with Disabilities Act (ADA)
• Pregnancy Discrimination Act (PDA)
• Age Discrimination in Employment Act (ADEA)
• Various sections of the Internal Revenue Code
• Various budget reconciliation acts
• Genetic Information Nondiscrimination Act (GINA)

Many third party administrators use vendor-supplied, automated document processing software. Significa Benefit Services does not. The customized plan designs developed by our benefits specialists are best served by customized documents. The documents that Significa Benefit Services provides are custom-crafted, periodically reviewed for ongoing compliance and amended, when necessary, by a dedicated, in-house compliance specialist.