Compliance Alerts

Understand Regulatory Compliance

All employer sponsored health plans are affected by compliance rules, but most employers are unsure of what they need to do. These forms provide an easier way to stay on top of the rules and regulations. We encourage you to review these documents and discuss questions you might have with your account team at The Wilson Agency, to help determine which forms are pertinent to your benefit program as well as the timing for your distribution.

CHIPRA Notice

• Employers must send the notice annually starting with the first plan year after Feb. 4, 2010, although plans whose plan years begin between Feb. 4 and April 30 have until May 1, 2010. The notice may be provided with enrollment packets, open enrollment materials or the summary plan description.

Women's Health and Cancer Rights Act Annual Notice

• Enrollment in the plan and each year after enrollment in the plan

HIPAA Special Enrollment Notice

• Provide on or before the time an employee is offered an opportunity to enroll in the plan

USERRA Notice 

• Post in a place likely to be seen by all employees  

COBRA

COBRA Subsidy Expires with Congress Still Debating an Extension

On June 1, Congress allowed the federal subsidy program for COBRA recipients to expire. At the current time, all newly unemployed individuals are ineligible for the coverage assistance, and the assistance expires for those who first began receiving it 15 months ago. Eligible individuals who are still in their 15-month coverage window can continue to receive their 65% premium subsidy until their personal 15-month time period expires.    

Other Notices

Initial Notice 

• Provide upon enrollment in the plan (or, if later, within 90 days of the plan first becoming subject to COBRA)

Cobra Election Notice

• This notice does not include subsidy information.  Provide this notice to COBRA qualified beneficiaries who have a qualifying event June 1, 2010 or later.

UPDATED COBRA GENERAL NOTICE

• to be used in place of COBRA - Election Notice for qualifying events on or before May 31, 2010.

COBRA - Notice of Unavailability of COBRA

•  If applicable, provide within 14 days of the request for COBRA benefits

COBRA - Notice of Termination of COBRA

• Provide as soon as is reasonably practical after learning that the individual is no longer eligible for COBRA

COBRA - Notice from Qualified Beneficiary of a Qualified Event

• (optional) to be used by the covered employee to notify the employer of certain events, such as divorce, child reaching dependent age limit

Medicare Part D - Creditable Coverage Disclosure

•  (if applicable) to be provided prior to the initial Medicare Part D Enrollment period beginning November 15

Medicare Part D - Noncreditable Coverage Disclosure

• (if applicable) to be provided prior to the initial Medicare Part D Enrollment period beginning November 15

Medicare Part D Guidance

• Updated 1-1-2009

 The Wilson Agency is not responsible for the misuse of any materials that are posted above.