Employee Benefits

COBRA Continuation Coverage

Employers may be subject to civil penalties, in addition to excise taxes and attorneys' fees, for failing to comply with COBRA continuation coverage rules. We can suggest forms and procedures to avoid those risks.

ERISA Reporting and Disclosure

Most private-sector employers' employee benefit plans are subject to ERISA, which requires that plans be appropriately documented and disclosed, and that reports be filed with the IRS and Department of Labor. We examine your procedures and suggest changes to help correct errors.

Health Plan Administration

Most health plans are subject to the portability, privacy and security rules of the Health Insurance Portability and Accountability Act. Many are subject to ERISA and other laws (such as FMLA, USERRA and the Medicare Secondary Payer rules). We can review your plan design and procedures and help identify issues, objectives and alternative solutions.

Retirement Plan Administration

Most employers' retirement plans are regulated by the IRS. Many are subject to ERISA. We can review your forms and procedures and suggest changes that may make compliance easier.