Benefits packages fall under indirect compensation, which in some cases, is just as valuable to employees as their paychecks when they decide whether to work for an employer. When I realized we needed to prepare and remit Forms 1094-C and 1095-C for the first time last year, I started to panic. ADP had been handling our payroll for the past eight years so it was a no-brainer to have them help with ACA compliance … it really took a load off my shoulders — and the process was seamless.
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Benefits are essential to attracting and retaining talent. But for that to happen, benefits administration has to be easy and engaging, both for employees and HR practitioners. If you have dependents covered on any of these programs, you must provide documentation – such as a birth certificate, marriage license, or federal tax return – to support the eligibility status of each dependent by April 21, 2015. In accordance with FCRA, verifiers seeking verifications of employment and/or income information for employment purposes are required to provide this certification as well. Now, all that information is at an employee’s fingertips and they can understand their coverage, what they’ve chosen, who’s eligible and who their dependents are. From a day-to-day activity perspective, our benefits team especially has seen a big change in the types of questions they’re now being asked.
From loans to mortgages and credit card applications, employees often need to have their employment status and income verified. ADP can help to expedite the process without compromising your employees’ privacy. With an industry-leading mobile experience and seamless carrier integrations, you can help make it simpler and more convenient for your people to manage their benefits. Plus, you’ll have access to deep insights that can help you understand changing employee preferences and advanced technology to adapt accordingly.
The services are provided by an independent third party and not provided by ADP and ADP is not responsible for such third party’s products or services. Learn how to take advantage of ADP’s employment and identity verification services, no matter what payroll system you use. ADP SmartCompliance for employment verification is integration-agnostic, tightly integrating with your payroll system using APIs and peer-to-peer connections giving 80%–90% “instant hit” verifications. This translates to increased efficiency, while reducing human error adp dependent verification and with no employer involvement. The four types of direct compensation are hourly pay, salaries, commission and bonuses.
- ADP had been handling our payroll for the past eight years so it was a no-brainer to have them help with ACA compliance … it really took a load off my shoulders — and the process was seamless.
- Want to reduce the burden of complex HR administration beyond just benefits?
- CST We strive to make the audit experience as seamless as possible for both you and your valued employees.
- District employees who participate in any of the health benefit plans must provide official documentation in order to keep eligible dependent on their plan.
- Enrich the benefits experience for everyone in your organization with a solution that helps streamline administration, control costs and attract and retain talent.
A benefit provider is an organization that charges premiums in exchange for health care coverage or other services. From the employee’s perspective, the group benefits provider is often the employer. Benefits tend to fall into two categories – traditional and unique. Examples of traditional benefits include health and dental care, life insurance and retirement savings plans. Unique benefits, on the other hand, consist of education assistance, paid parental leave, telecommuting and more. Employers who succeed in keeping their employees engaged often find the right mix of both types of benefits.
- Employers get access to a dashboard with real-time verification insights, custom employee communication templates, a dedicated account manager, and more.
- The employee (and the dependent’s attending physician) must complete a Request for Continuation of Coverage for Handicapped Child form and Attending Physician’s Statement to provide satisfactory proof of the disability and dependency.
- Simplify verification requests.Speed up response times and protect privacy.
ADP SmartCompliance® for Employment Verification
Our on-site call center is staffed with friendly, knowledgeable representatives eager to help your employees with any questions they may have about their dependent eligibility verifications. CST We strive to make the audit experience as seamless as possible for both you and your valued employees. Clearify makes it fast and easy to launch a dependent eligibility verification that both you and your employees will appreciate. Employers get access to a dashboard with real-time verification insights, custom employee communication templates, a dedicated account manager, and more.
Enrich the benefits experience for everyone in your organization with a solution that helps streamline administration, control costs and attract and retain talent. ADP is committed to protecting employee privacy and can assure you that all documentation will be treated confidentially. You will receive a confirmation letter from ADP Dependent Verification Services after your documentation has been processed. The website allows you to view the required documents, view a copy of this letter, submit documents and check the status of your audit.
What does benefit provider mean?
Learn the eight must-haves to attract and retain talent with benefits. Want to reduce the burden of complex HR administration beyond just benefits? We designed Clearify with ease of use in mind to ensure maximum employee participation and to keep price at a minimum. The Clearify platform provides live statistics and results from your audit, so you can track the ROI as you go.
Streamline administration with help from experts
Our all-in-one PEO solution doesn’t just handle benefits administration tasks for you, it also covers plan design, carrier relations, open enrollment and even employee communications. Everything is personalized to the unique needs of your workforce. Employees must submit documentation for the verification process within 30 days of the date they add the dependent. They will receive a letter from ADP which details specific deadline dates. Keep in mind that an employer is not required to provide retirement or group health plans.
Employees appreciate flexible verification methods, a smooth web and mobile app, and access to our US-based call center for any questions they may have. The employee (and the dependent’s attending physician) must complete a Request for Continuation of Coverage for Handicapped Child form and Attending Physician’s Statement to provide satisfactory proof of the disability and dependency. The forms must be submitted no later than 31 days after the date the child turns 26. To avoid any gap in coverage, the forms must be submitted and approved prior the end of the month the child turns 26. Once an employee submits their verification documents, ClearTrack HR’s highly trained auditors get to work.
Increase Data Accuracy
Upload, fax or mail the completed cover sheet, along with the required documentation, by April 6, 2015. Simplify verification requests.Speed up response times and protect privacy. Industry analyst firm NelsonHall recognized ADP as an Overall Leader in its Benefits Administration NEAT Assessment 2024 for our ability to drive digital transformation and meet clients’ unique needs.
During the processing period, documents may be rejected if they do not meet the qualification guidelines, and dependents will either be approved or denied. Employees with denied dependents will have the opportunity to appeal the decision if they feel it was incorrect. Please note that if your dependents are dropped from coverage, they cannot be added to a benefits plan until the 2017 annual enrollment period (with an effective date of Jan. 1, 2017), when you will be required to show proof that they are eligible. District employees who participate in any of the health benefit plans must provide official documentation in order to keep eligible dependent on their plan. HISD has implemented a dependent verification process for employees enrolled in the district’s medical, dental, and vision benefit plans. Employees who have a qualifying life event (such as the birth of a child, marriage) will still be able to add an eligible dependent to their plan, but must follow the same verification process.
ADP SmartCompliance for employment verification meets the applicable requirements of the Fair Credit Reporting Act(FCRA), including providing verification reports only to credentialed verifiers who certify they have a permissiblepurpose. ADP Workforce Now integrates with top benefit carriers, helping streamline the exchange of data for plan setup, enrollment and billing. Your HR and finance teams will no longer need to manually enter benefit plan information and keep it updated across multiple systems. This helps reduce the risk of data entry errors and saves hours of valuable time. Obtain the required documentation for each dependent listed on the cover sheet. Eligible dependent grandchildren under the age of 25 may be covered if you claimed the grandchild as a tax dependent on your Federal Income Tax return in the first year you covered him or her and have covered him or her ever since.