DOL Issues Self-Compliance Tools for Health Benefits Laws
Author: Tracy Morley, XpertHR Legal Editor
The US Department of Labor's Employee Benefits Security Administration (EBSA) has issued two compliance tools to help employers see if their employee benefit programs comply with the requirements of Part 7 of the Employee Retirement Income Security Act (ERISA).
The self-compliance tool for HIPAA and Other Health Care Related Provisions can help an employer determine whether a group health plan is operating in compliance with the Health Insurance Portability and Accountability Act (HIPAA), the Mental Health Parity Act, the Mental Health Parity and Addiction Equity Act, the Women's Health and Cancer Rights Act, the Newborns' Act and other health care laws.
The Affordable Care Act self-compliance tool provides a question-and-answer checklist for provisions that are already in place, including:
- Determination of grandfather plan status;
- Extension of dependent coverage to age 26;
- Elimination of lifetime dollar limits;
- Restrictions on annual dollar limits;
- Elimination of pre-existing condition limitations for individuals under age 19; and
- Uniform Summary of Benefits and Coverage (SBC) requirements.
While not all-encompassing, the self-compliance tools provide plan sponsors with an opportunity to proactively look at their health plans and identify and self-correct areas in which they may be deficient.
Additional Resources
Employee Benefits > Health Information and Privacy (HIPAA)
Employee Benefits > Compliance, Reporting and Disclosure Requirements
HHS Issues Long-Awaited HIPAA Omnibus Rule
Health Care Reform Resource Center