Compliance & Administration Services

AccesseHR can help offload the tedious and heavily compliance laden COBRA process. The Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”) was brought into law because too many employees were losing important medical coverage or experiencing continuous coverage issues.

From a compliance point-of-view, COBRA is jointly enforced by the Internal Revenue Service, the U.S. Department of Labor and the Department of Health and Human Services. Companies that are not in compliance with these provisions can face penalties.

AccesseHR offers relief from managing the COBRA process by letting our customers outsource the headaches associated with collecting employee benefit data, census information, dependants and life events, managing notification, and ongoing administration.

Also commonly referred to as an FSA, a Flex Plan or a Section 125 Cafeteria Plan – is an employee benefits plan regulated by Section 125 of the Internal Revenue Code. FSAs allow employees to have money withheld from their paychecks on a pre-tax basis, and use this money for qualified medical or dependent care expenses.

Our experienced staff will present open enrollment meetings to your employees to educate everyone on this benefit. You will also have a dedicated staff member to call and inquire about claims processing and eligible medical expenses.

Thanks to the Transportation Equity Act, it is now possible for employers of all sizes to use pre-tax dollars to pay for qualified work related commuting and parking expenses.  Tax savings with a commuter program can total upwards of 40%.  

AccesseHR will take the administrative task of handling this program off your plate as a company administrator.  Working with a variety of vendors, we will conduct a full needs analysis and pair your company with an administrator that best fits your companies needs.