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Health and welfare plans must comply with DOL & IRS standards. EnsuredCompliance® offers numerous documents to ensure your clients are compliant.

Premium Only Plan (POP)

A POP is a salary reduction plan that allows employees to pay group insurance premiums on a pre-tax basis . A Premium Only Plan may also be called a Section 125 Premium Only Plan, Cafeteria Plan or Welfare Plan. Read More

Watch how easy it is to create a POP Document

Wrap Plan Document

A Wrap document essentially “wraps” around the Insurance carrier’s certificate of coverage providing all the required ERISA language. A wrap document can also combine or bundle multiple employee-sponsored plans into a single document which helps to simplify 5500 filings. Read More

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Flexible Spending Account (FSA)

A Flexible Spending Account (FSA) is a pre-tax benefit used to pay for eligible medical expenses,  drugs, other Out-of-Pocket  health care costs and dependent care expenses. This is an employer sponsored plan and employers may contribute to the plan but aren’t required to. Read More

Watch how easy it is to create an FSA Document

Health Reimbursement Arrangement (HRA)

A Health Reimbursement Arrangement (HRA) is an employer-funded medical reimbursement plan. An employer sets aside a specific amount of pre-tax dollars for employees to use to pay for health care expenses on an annual basis. An HRA is known as a Health Reimbursement Account (HRA) or personal care account. Read More

Watch how easy it is to create an HRA Document

Transportation & Parking

Transportation and parking are employer provided voluntary benefit programs which allow employees to reimburse their monthly commuting expenses, vanpooling and/or related parking costs with pre-tax withholdings. This benefit was established in 1993 as part of the federal tax code section 132(f),[4] to provide tax incentives to employees to encourage mass transportation. Read More

Non-Discrimination Testing

Employers offering employee benefit plans may not discriminate in favor of highly compensated employees (HCEs) and key employees with respect to eligibility, contributions or benefits. Non-discrimination tests ensure employers are in compliance.

Section 125 Non-Discrimination Tests

The IRS requires employers with Flexible Spending Account (FSA) plans and Premium Only Plans (POP) to submit non-discrimination tests annually. Read More

Section 105(h) Non-Discrimination Tests

Currently, Code Section 105(h) only applies to self-funded health plans. The 105(h) test is designed to verify that “enough” non-highly compensated individuals (HCIs) “benefit” under the health plan and that the health plan’s benefits (e.g., deductible levels and covered benefits) do not favor HCIs. Read More