Employee Benefits Corporation

Looking to grow in your career? Come grow with us in an inclusive, dynamic environment where each of us shares a stake in our success. View open positions and apply: https://hubs.la/Q02MVk8H0

Gym memberships. Fitness equipment. Red light devices. Supplements. Yoga. Cold plunge tubs. Saunas. What do these all have in common? They are sold for general health and well-being. This means, FSAs/HRAs/HSAs can only be used to pay for them under select circumstances, as these accounts can only be used to pay for medical expenses. Read our latest blog, where we untangle the confusion surrounding wellness expenses and pre-tax benefit accounts: https://hubs.la/Q02JzSB80

With nearly 37.5 million open health savings accounts (HSAs) as of 2023, it’s clear that the accounts are growing in popularity with employees, and with good reason. When used effectively, HSAs can help employees achieve financial well-being, as funds receive triple tax savings. In our recent blog, we’re debunking several common misconceptions that employees may have and help provide answers that can be used to help employees make informed decisions about HSAs: https://hubs.la/Q02JzQpy0

We're excited to welcome one of our newest team members, Michele Winslow, who joined Employee Benefits Corporation as a Participant Services Specialist. Welcome to EBC, Michele! We're excited for you to join us. Are you looking for your next opportunity? View our open positions: https://hubs.la/Q02KtXfH0

Open enrollment is right around the corner, which means it's a great time to get your benefit communications in order. EBC makes this easy by providing communication toolkits, which contain materials like presentation slides, email templates, videos, and much more! Employers, please contact your Client Account Representative to access the resources. Learn more about what's available: https://hubs.la/Q02Jz1fF0

COBRA requires employers to provide an initial notice to each covered employee and spouse within 90 days of coverage starting. There are also times when employees or their spouses should receive an additional initial notice even if they received one when they first enrolled in coverage. Failure to provide an initial notice can be costly. Are you confident that all of your employees received the required initial notice? Learn more about EBC’s COBRA administration and how a blanket notification can ensure every eligible individual received an initial notice and provide employers with documentation verifying the notice went out and when: https://hubs.la/Q02K4NN70

Managing COBRA can be difficult for employers. Between navigating regulations to handling time-sensitive notifications, there are many places for issues to arise. By avoiding common pitfalls and leveraging professional expertise, employers can streamline their COBRA management, reduce risk, and ensure a smoother experience for themselves, their employees, and their qualified beneficiaries. Read our latest blog for some of the top COBRA pitfalls and how you can avoid them: https://hubs.ly/Q02KXQfR0

We have some exciting news! In an effort to provide support as you need it, our recent slate of webinars are available to you on demand. Topics include Nondiscrimination Testing, Making and Correcting Election Mistakes, and an Introduction to COBRA. Check out our topics below and view the webinars at https://hubs.la/Q02KNvbh0

What nondiscrimination testing questions do you have? Our compliance experts are here to help!

There’s a lot to do as the end of your plan year approaches. One thing that you don’t want to forget about is nondiscrimination testing for your cafeteria plan. Read our latest blog for everything you need to know about nondiscrimination testing: https://hubs.la/Q02KtXlf0