Compliance

At Stratford, we understand that it’s a required function of an employee benefits and employer services provider to take on the role of keeping your company compliant.  Employers cannot possibly devote the time required to maintain an ongoing, high-level knowledge of the legislative changes affecting benefit plans today.  Our solutions, all offered and provided by in-house personnel, allows a single source solution for all your compliance needs and concerns.

PPACA/Healthcare Reform Guidance
The Affordable Care Act (ACA) is a complex and expansive law, and its provisions, corresponding regulations and deadlines for employers are constantly evolving.  With Stratford, you receive up to the minute guidance and advice from industry recognized subject matter experts.  Clients and prospects also have access to our Health Reform Made Easy Impact Report, a customized PPACA impact analysis that will provide specific insight, guidance, figures and answers to questions specific to your company.

Tax Favored Benefits Administration
Stratford is unique in our ability to provide our clients in-house compliance and administration of tax favored benefits programs such as Section 125 Premium Only Plans, Flexible Spending Accounts, Daycare Accounts, Health Reimbursement Arrangements, Health Savings Accounts, Parking and Transit accounts.  Employees also have access to both manual and smart card automated claim technology.

COBRA Compliance and Administration
Stratford is proud to also offer in-house administrative technology and compliance allowing employers the ability to meet the ever-changing requirements of COBRA.  Our in-house service means there is no need to rely on a third party vendor.  We provide single source access to proper reporting and notices, timely interaction with insurers and oversight of premium collection.

ERISA Compliance and Document Preparation
The Employee Retirement Income Security Act (ERISA) sets the reporting and disclosure standards for Pension and Health and Welfare Benefit Plans.  This area of employee benefits compliance is rapidly becoming the most overlooked and the most highly penalized focus of Department of Labor audits.  Stratford provides an ongoing in-house compliance solution that will protect your company by supplying the requirements such as the Plan Document and Summary Plan Descriptions. 

 

PPACA/Healthcare Reform Guidance

The Affordable Care Act (ACA) is a complex and expansive law, and its provisions, corresponding regulations and deadlines for employers are constantly evolving.  Small and large employers alike share an enormous amount of burdens in terms of meeting the requirements of the Patient Protection and Affordable Care Act (PPACA). When it comes to these reforms, what you don’t know can hurt you. Here is how we remove stress of having to “be in the know”

We are “in the know” and will assist you in complying with current regulations – and prepare for the pages of new ones that are coming. Our Healthcare Reform Made Easy Impact Report, is a customized PPACA impact analysis that will provide specific insight, guidance, dollar amount figures and most importantly, answers to questions concerning 
The aspects and provisions of healthcare reform.


Plan Administration
  • The Types and Number of Employees (many different definitions)
  • Safe Harbor for Variable Hour Employees (use of Measurement, Administrative and Stability Periods)
  • Automatic Enrollment Provision
  • Summary of Benefits and Coverage (SBC) Compliance…and the list goes on….(insert link here for (Excessive Waiting Periods
  • W-2 Reporting Requirement
  • Medical Loss Ratio Market Segment and Rebate Distribution)
Benefits Compliance
  • Minimum Essential Benefits Compliance
  • Cost-Sharing Limitations: Deductible and Out-of-Pocket
  • HRA and FSA Funding Limitations
Employer Mandate (and other Taxes)
  • Current Plan(s) Actuarial Value and Qualified Plan Status
  • Safe Harbor for Affordability (employee contributions) and more….(insert link for (Employee Population Subsidy Eligibility (Premium Assistance and Cost-Sharing)
  • Employer Mandate “Pay or Play” Calculation (No Coverage and Unaffordable Coverage)
  • Plan-Year Transitional Relief Eligibility
  • Cadillac Tax Applicability)
The Marketplace (SHOP)
  • Small Employer Tax Credits
  • Current Market Pricing vs. PPACA/Exchange Pricing
  • Employee Participation Rate (Guaranteed Availability and Guaranteed Renewability Provisions)

COBRA Compliance

 

COBRA Compliance and Administration

Since 1986, employers have had to navigate through the COBRA maze. Continuing legislative changes are making COBRA harder to administer, not easier. Did you know there are 29 possible time frames per beneficiary? 

Here is why you DON’T have to know that… 

...because we do!

COBRA states that you must keep notice language current, stay on top of changing rules and maintain recordkeeping. WE think you should be able to spend your precious time managing and growing your business, not administering COBRA. 

We are proud to offer in-house administrative technology and compliance giving you the ability to meet the ever-changing requirements of COBRA.  Our in-house service means you don’t need to rely on a third party vendor.  We provide single source access to proper reporting and notices, timely interaction with your insurers and oversight of premium collection.

Our COBRA administration includes:
  • Web-based COBRA Administration System (no software to maintain)
  • Premium collection and remittance to client
  • All required notices for a comprehensive COBRA program
  • Adding and removing COBRA participants from the plans
  • Full reporting services