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Benefits Compliance and Regulations Flashcards

6 cards from real CBP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 6 Benefits Compliance and Regulations flashcards as text

  1. Which law requires employers with 100 or more employees to provide 60 days advance notice before a plant closing or mass layoff?

    Answer: WARN Act

    The Worker Adjustment and Retraining Notification (WARN) Act requires covered employers to give 60 calendar days advance notice before mass layoffs or plant closings.

  2. Under the Age Discrimination in Employment Act (ADEA), employees over what age are protected from benefits discrimination?

    Answer: 40

    The ADEA protects individuals who are 40 years of age or older from employment discrimination, including discrimination in employee benefits.

  3. What is a Special Enrollment Period (SEP) under HIPAA for group health plans?

    Answer: A period triggered by a qualifying life event allowing mid-year enrollment

    HIPAA requires group health plans to allow special enrollment periods when employees experience qualifying events such as marriage, birth, adoption, or loss of other coverage.

  4. Which compliance obligation requires employers subject to Section 6056 to annually report health coverage information to the IRS and covered individuals?

    Answer: ACA Employer Reporting on Forms 1094-C and 1095-C

    Under ACA Section 6056, applicable large employers must file Forms 1094-C (transmittal) and 1095-C (individual statement) reporting whether they offered minimum essential coverage.

  5. What does ERISA's claims and appeals regulation require plan administrators to do when a claim is denied?

    Answer: Provide a written explanation of denial and opportunity for full and fair review

    ERISA requires plan administrators to provide written denial notices stating specific reasons for denial and to give claimants the right to a full and fair review of the denial.

  6. Under USERRA, returning veterans must be reinstated to their employee benefit plans as if they had been continuously employed, within what general principle?

    Answer: Immediate reinstatement without waiting periods or exclusions for service-related conditions

    USERRA requires employers to reinstate returning veterans to benefit plans immediately, with no new waiting periods or exclusions for conditions that arose during military service.