WE MAKE IT EASY TO FOLLOW THE RULES.
Compliance is an important part of successful plan administration. Discovery Benefits provides you with the tools and expertise you need to ensure your plans follow the necessary government rules and regulations. To help you maintain compliance, we provide:
Comprehensive Non-Discrimination Tests
Our comprehensive non-discrimination testing will help you monitor the compliance of your Cafeteria Plans (Section 125), Health FSAs (Section 105h), Dependent Care FSAs (Section 129), Health Reimbursement Arrangements (Section 105h) and Self-Insured Medical Plans (Section 105h).
We offer this testing through a secure web portal where you can easily retrieve file templates and instructions, drop completed file templates, receive result reports and obtain information about non-discrimination testing.
If your plan failed a compliance test, we’ll provide you with general information and resources to help bring you into compliance. Currently, we offer a 25% Key Employee Concentration Test for Cafeteria Plans, a More Than 5% Owners Concentration Test and a 55% Average Benefits Test for Section 129 plans. Simply put, we give you the information you need to pass the test.
Frequent Updates on Regulation Changes
We recognize it’s hard to stay on top of regulation changes, which is why we frequently post regulatory updates to our Compliance Blog. Subscribe to our blog to get these updates via email and keep tabs on all the latest compliance news.
Need to create or amend your Cafeteria Plan Document or Summary Plan Description (SPD)? This can now be accomplished through LEAP, your one-stop portal that gives you access to the most important resources related to the administration of your plans all in one place. After logging in to the portal, you will be able to easily amend your plan documents online and on your own schedule — at no additional cost. You can also use the portal to log into the Relius platform and generate your finalized plan document or SPD.
As a reminder to those wishing to add custom language to their plan documents, we recommend working with legal counsel when incorporating these changes, as Discovery Benefits is not able to offer legal guidance.