[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-279846-105":53,"doc-detail-279846-en":127},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":120,"head_meta":122,"extra_data":124,"updated_unix":126},105,"en","open-enrollment-compliance-checklist-compliance-preparation","Open Enrollment Compliance Checklist - Compliance Preparation","","Open Enrollment Compliance Checklist supports benefits administrators in preparing for a compliant, low-stress enrollment season by guiding them through key ERISA, federal notice, and ACA/related obligations. It prompts organizations to confirm enrollment communication strategy and delivery methods, distribution of Summary of Benefits Coverage and Summary Plan Descriptions, and inclusion of other required notices each year. 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Contact us for a complimentary review of your benefit plan and you’ll be well-prepared for open enrollment.  \n􀂚 Have we developed an open enrollment communication strategy?  \nIdentify recipients of enrollment materials, note any variations in materials (e. g. , language requirements), and ensure appropriate means of delivery. ERISA has specific rules regarding the delivery and distribution of ERISA documents and notices, including specific rules on electronic delivery (email, etc. ) . HUB clients can work with their Compliance Officer to ensure they are following the rules.  \n􀂚 Are we distributing a Summary of Benefits Coverage (SBC) Notice?  \nAn SBC is a 4-page (front and back) short summary of a plan’s terms that meets specific formatting rules. Employers are required to provide each employee and COBRA beneficiaries with the SBC generally before each plan year. Insurance carriers and/or TPAs will usually provide the SBC.  \n􀂚 Do we have a clear statement of our cafeteria or flex plan benefits and rules? Be sure that your employee benefits communication pieces clearly identify the pre-tax benefits and rules regarding coverage changes (for example, qualifying events) .  \n􀂚 Have we recently distributed Summary Plan Descriptions (SPDs)?  \nAn SPD is a summary of the plan’s terms in plain language for participants. ERISA requires that employers provide employees and COBRA beneficiaries with a SPD: (1) at the time they become newly eligible; (2) within 30-days of request; and (3) generally, every five years. Open enrollment is a perfect time to ensure that employees have received the SPD or a shorter summary of any plan charges since the last SPD was distributed.  \n􀂚 Are we distributing all other required compliance notices?  \nAlong with the SPD, ERISA and other federal laws, such as the Affordable Care Act and HIPAA, require the distribution of certain notices to employees and COBRA beneficiaries each year. Open enrollment provides an ideal opportunity to distribute these notices. HUB provides its clients with an Employee Benefits Notices and Forms Kit that includes the various federal notices.  \n􀂚 Are we making the CMS-required disclosures regarding our prescription drug benefits?  \nEmployers have two Centers for Medicare & Medicaid Services (CMS) obligations each year. First, employers must distribute to participants (including COBRA beneficiaries) the Medicare Part D Creditable Coverage (OR Non-Creditable-Coverage) Notice on or by October 15th. Second, employers must disclose creditable coverage status to CMS using the online Disclosure to CMS Form within 60 days after the beginning date of the plan year.  \n􀂚 If we have voluntary benefits, are they exempt from ERISA (or, instead, do they comply with ERISA)?  \nERISA regulations apply to virtually all group health & welfare plans, often including voluntary benefits (such as cancer and hospital indemnity plans, among others) . However, when carefully designed, voluntary benefits can be exempt from ERISA. The rules for keeping these benefits exempt from ERISA are very specific. Employers that want to rely on them must design the voluntary programs accordingly. HUB advisors and Compliance Officers work closely with clients to ensure that their voluntary programs are operated in compliance with the applicable rules.  \n􀂚 If applicable, have all eligible em","cbCaiiMSq8NBag6U","https://ap.wps.com/l/cbCaiiMSq8NBag6U","pdf",693357,"English","# Open Enrollment Compliance Checklist\n## Enrollment communications and ERISA delivery\n## Benefit plan notices and plan documents\n## ACA and related compliance obligations","[{\"question\":\"What should we confirm about our open enrollment communication strategy?\",\"answer\":\"Identify recipients of enrollment materials, note variations such as language requirements, and ensure delivery methods follow ERISA’s rules for distributing ERISA documents and notices, including electronic delivery requirements.\"},{\"question\":\"When and how are Summary of Benefits Coverage (SBC) and Summary Plan Descriptions (SPDs) required to be provided?\",\"answer\":\"Employers generally provide each employee and COBRA beneficiaries with the SBC before each plan year, and carriers/TPAs typically supply it. ERISA SPDs must be provided when employees become newly eligible, within 30 days of request, and generally every five years; open enrollment is a good time to verify recipients received required materials.\"},{\"question\":\"What CMS-required disclosures apply to prescription drug benefits during each year?\",\"answer\":\"Employers must distribute the Medicare Part D Creditable Coverage (or Non-Creditable-Coverage) Notice on or by October 15th and disclose creditable coverage status to CMS using the online Disclosure to CMS form within 60 days after the beginning date of the plan year.\"}]","Open Enrollment Compliance Checklist - Compliance Preparation | PDF"]