Our mission is to support you with everything necessary to operate your HR and benefits processes in order to streamline the functionality of your business.
Health & Welfare Benefits Administration
Through the purchase of insurance, this is the administration of any plan, fund, or program which was or will be established or maintained by an employer to the extent that such plans, funds or programs maintain the purpose of providing for its participants and beneficiaries.
Human Resource Information Systems (HRIS)
A Human Resource Information System is a form of software that combines numerous systems and processes to ensure the easy management of a business’s employees and their data. Human Resources Software stores employee data, payroll information, recruitment processes, benefits administration and attendance records.
The goal of the COBRA Administration completes the administrative tasks of the COBRA Act. COBRA requires a continuation in insurance coverage to be offered to covered employees, their spouses, former spouses, and dependent children when group health coverage would otherwise be lost due to certain specific events including voluntary leaving of employment. COBRA coverage is oftentimes more expensive than the amount that active employees are required to pay for group health coverage, since the employer usually pays part of the cost of employees’ coverage and all that cost can be charged to individuals receiving continuation coverage.
ACA Administration & Reporting
The impact of the Affordable Care Act (ACA) on employers sets a standard for how an employer selects ACA advisors and service products. The ACA Administration & Reporting specializes in employers’ ACA compliance and service needs. Their mission is to help employers address ACA compliance, documentation, and service issues that arise due to the Affordable Care Act Regulation.
The Employee Retirement Income Security Act of 1974 is a federal law that provides protection for individuals in these plans through setting minimum standards for most voluntarily established pension and health plans in private industries. Generally, ERISA does not cover group health plans established or maintained by governmental entities, churches, or plans which are maintained solely to comply with applicable workers’ compensation, including unemployment, or disability laws.