POP/ERISA Document Generators

Click below to purchase and activate your Section 125 Premium Only Plan (POP) Document Generators, ERISA Document Generators and Compliance Notification Services.  You can purchase standalone or package options.  This is a quick, easy way to be sure you are compliant.

Please contact us if you'd like assistance completing your documents!  Preparation and update assistance is complementary for clients of The Quintana Group.

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Use Partner Key 1816 and receive a 5% Discount offered to clients of The Quintana Group!

Do you deduct pre-tax premiums from employee wages?  Do you have a written plan that meets IRS requirements?

A Premium Only Plan (POP), also known as a Section 125 plan or Cafeteria Plan, allows employees to pay for out-of-pocket medical, dental or vision insurance premiums with pre-tax dollars through payroll deduction. 

IRS Required Section 125 Premium Only Plan (POP)  $99 per year.
Use Partner Key 1816 to receive a 5% discount

For organizations to allow employees to pay for medical, dental and vision insurance premiums on a pre-tax basis, the IRS requires a Section 125 Plan document that specifies details about the coverage, eligibility under the plan, election procedures and rules of participation. Other benefits including: Group term life insurance up to $50k, cancer, accident and hospital indemnity, and disability income insurance may qualify for pre-tax payments using this document. The IRS also requires a Summary Plan Description (SPD) which must be furnished to all plan participants.

Failure to have a written Section 125 Plan document at the time of an IRS audit could cause this domino effect:

     »  Amended corporate tax returns.
     »  Amended W-2s for all employees who had deductions.
     »  Amended tax returns for those affected employees.
     »  Interest and penalties owed on the unpaid taxes.

This service allows you to create, store and keep up-to-date your 125 Plan documents including your SPD and Board Resolution for $99 per year. 

Are your benefit plans ERISA Compliant?  Would you pass a Department of Labor ERISA audit?

Generally, all employers offering a group health plan or other ERISA-qualified benefit are subject to ERISA, except for government entities and churches.

ERISA Required SPD Wrap  $149 per year.
Use Partner Key 1816 to receive a 5% discount

ERISA’s disclosure requirement mandates that employers maintain a written Plan Document and distribute Summary Plan Descriptions (SPD) for EACH benefit to participants. This requirement is made easier by incorporating all benefits into a “wrap” plan document.  A certificate of insurance or benefit plan summary are not ERISA compliance documents, nor is a Section 125 cafeteria plan document.

With this service you create ONE SPD with required ERISA language that includes ALL health and welfare benefits wrapped in a single document for $149 per year.

     »  Create, store and edit SPD Wraps in a web-based document center.
     »  Documents are updated automatically with required ERISA changes.
     »  24/7 access to your documents.
     »  Documents are reviewed and maintained by an ERISA Specialist.
     »  Summary of Material Modification (SMM) to communicate benefit changes.

ERISA Required Compliance Notifications
Use Partner Key 1816 to receive a 5% discount
Generate customized all-in-one annual employee notices including:

     »  Medicare Part D
     »  CHIP
     »  WHCRA
     »  HIPAA
     »  Initial COBRA
     »  Health Exchange

Access triggering event notice templates for: 

     »  FMLA
     »  COBRA
     »  HIPAA Breach
     »  Medical Child Support Order Notice

And More!

 

LEARN MORE ABOUT OUR TEAM:

Donna Quintana, RHU
Employee Benefits and Health Insurance Specialist

Shane Quintana, LUTCF
Business and Estate Planning Specialist

LINK DISCLOSURE:

In this section, you may be leaving The Quintana Group website and you will be viewing material from other websites.

The information provided herein has been obtained from sources believed to be reliable.  The Quintana Group makes no representation as to its accuracy or completeness and it should not be relied upon as such.

The Quintana Group accepts no liability for any direct or consequential loss arising from any use of this information or its contents.

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