HR Support on Employee Benefits Administration

Editor's Note: Effective benefits administration meets the needs of both the employee and the employer.

Tracy MorleyOverview: Benefits administration involves establishing, maintaining and managing the full spectrum of employee benefit programs for an organization. More than just ensuring compliance, benefits administration is also concerned with making sure employees understand how their benefits work and what requirements must be satisfied in order to be eligible to participate.

From an operational standpoint, some major functions of benefits administration include: (i) ensuring the legal compliance and overall effectiveness of an organization's benefits program including health, welfare and retirement plans; (ii) negotiating with vendors and recommending benefit plans that align with organizational goals; (iii) communicating benefit plan options to both new and existing employees; (iv) processing additions and terminations to benefit plans in a timely manner; (v) verifying bills and making accurate and timely payments to insurance providers; (vi) making sure payroll deductions are in place for employee contributions to benefit plans; and (vii) ensuring employer contributions are done in a timely manner.

Benefits administration involves balancing the needs of both the employee and the employer. It is important to have programs in place that support the employee that are in line with what an employer can afford.

Trends: The newer requirements of the Patient Protection and Affordable Care Act (ACA), commonly referred to as Health Care Reform or Obamacare, in addition to the repeal of section 3 of the federal Defense of Marriage Act and the legalization of same-sex marriage in numerous states, will challenge HR professionals in both the short- and long-term as they monitor developments and adjust benefit strategies accordingly.

Author: Tracy Morley, SPHR, Legal Editor

Latest items in Benefits Administration

  • Same-Sex Marriage Legalized

    Date:
    20 July 2015
    Type:
    Editor's Choice

    On June 26, 2015, the Supreme Court ruled in Obergefell v. Hodges that the Constitution requires all 50 states and the District of Columbia to license same-sex marriages and to recognize such marriages that are lawfully licensed and performed out of state.

  • Taxation of Employee Benefits: Ohio

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Ohio employment law requirements HR must follow with respect to taxation of employee benefits.

  • Taxation of Employee Benefits: North Dakota

    Type:
    Employment Law Manual

    North Dakota does not recognize same-sex marriage, civil unions and domestic partnerships. The value of health benefits provided to an employee's same-sex spouse or partner is taxable.

  • Taxation of Employee Benefits: Kansas

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Kansas employment law requirements HR must follow with respect to taxation of employee benefits.

  • Personal Leave of Absence Policy

    Type:
    Policies and Documents

    An employer may use this policy to communicate when an employee may take a personal leave of absence and what types of documentation and notice the employee needs to provide the employer.

  • Taxation of Employee Benefits: Connecticut

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Connecticut employment law requirements HR must follow with respect to taxation of employee benefits.

  • Taxation of Employee Benefits: Georgia

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Georgia employment law requirements HR must follow with respect to taxation of employee benefits.

  • Taxation of Employee Benefits: Alabama

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Alabama employment law requirements HR must follow with respect to taxation of employee benefits.

  • Compliance, Reporting and Disclosure Requirements: Federal

    Type:
    Employment Law Manual

    This section helps HR professionals comply with the complex regulatory requirements governing employee benefit plan administration.

  • Benefit Planning and Design: Federal

    Type:
    Employment Law Manual

    This section assists HR professionals plan and design benefit plans that are cost-effective, competitive and aligned with an employer's business strategy.