Benefits Notes |

Employee benefits are an important part of every employees' total compensation package. The continuously evolving landscape in the areas of health care reform, retirement plan design, and executive compensation makes it difficult for employee benefits professionals to keep up with relevant developments. The employee benefits attorneys at Stinson Leonard Street provide human resources professionals, plan fiduciaries, actuaries, accountants, and others in the industry with practical and cost-effective assistance as they navigate through the complex laws, regulations and guidance that govern employee benefits plans. This blog highlights key developments in the employee benefits field and items of interest to our clients. Our Bloggers →

Benefits Notes Post

Self-Compliance Tool for HIPAA and Other Health Care Related Provisions

The Department of Labor recently updated its self-compliance tool for plan sponsors and plan administrators of group health plans. The self-compliance tool contains questions relating to requirements on issues such as limitations on preexisting conditions, certificates of creditable coverage, special enrollment rights, HIPAA nondiscrimination rules, wellness programs, Mental Health Parity and Addiction Equity Act, Newborns’ and Mothers’ Health Protection Act, Women’s Healthcare and Cancer Rights Act, GINA (Genetic Information Nondiscrimination Act) and Michelle’s Law (termination of coverage of dependent students on medical leave). The self-compliance tool contains 57 questions on these and other topics and is a good summary of the Department’s view of the requirements of those laws. Employers can use this tool as a compliance check for their plans.