We are proud to provide third-party administrative services that are second to none. Comprehensive, competitive, and dependable, their nationally known products have grown to dominate the industry over the past 35 years.
With more than a dozen innovative products and services, they confidently serve businesses of all sizes in all 50 states. Last year their annual revenue exceeded a robust $74 million. All this is possible thanks to the team of dedicated professionals, made up of 8,000 field representatives and 750 associates.
Employers face strict deadlines for disclosing Plan information to all eligible employees. And all Plan Sponsors and Plan Administrators with ERISA Plans must follow a strict fiduciary code of conduct.
You may be at risk and not even know it! Failure to comply with ERISA requirements can be extremely costly. Consequences for non-compliance may include government penalties, even employee lawsuits.
The Employee Retirement Income Security Act (ERISA) regulates employers who offer pension or welfare benefit plans for their employees. Title I of ERISA is administered by the Employee Benefits Security Administration (EBSA) (formerly the Pension and Welfare Benefits Administration) and imposes a wide range of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare benefit plans and on others having dealings with these plans. These provisions preempt many similar state laws. Under Title IV, certain employers and plan administrators must fund an insurance system to protect certain kinds of retirement benefits, with premiums paid to the federal government's Pension Benefit Guaranty Corporation (PBGC). EBSA also administers reporting requirements for continuation of health-care provisions, required under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the health care portability requirements on group plans under the Health Insurance Portability and Accountability Act (HIPAA).
There's a way to guarantee compliance with this federally mandated program and to streamline the process at the same time. FMLAMatters is doing both for more and more employers. Shift your FMLA administration to FMLAMatters and lighten the workload on your already overburdened Human Resources Department.
For companies with more than 50 employees, FMLA guarantees eligible employees the right to take up to 12 weeks of unpaid leave annually due to certain family reasons, such as the birth or adoption of a child or serious health condition for themselves or a family member.
The attached checklist is provided to help you, the business owner, to quickly understand what 'Compliance" means.