During this information-packed program, you will get the answers to the most common and confusing questions related to Form 5500 and wrap documents, including:
- What exactly is a wrap document and how do we use it?
- What must be included in the wrap document?
- Should we exclude voluntary benefits not subject to ERISA from Form 5500?
- What about HSAs?
- Do you need a wrap document for each 5500 filed?
With real-life examples of wrap documents and the red flags that point to serious compliance issues, our expert panel will explain;
- Which organizations are subject to ERISA
- Plans that require wrap documents under ERISA, and how to comply
- Benefits of using a wrap document and penalties it could help you avoid (ERISA, COBRA and more)
- Wrap document design examples, definitions and proper uses
- Essential information every wrap document should include and who should get it
- Common non-compliance issues in wrap documents and how to fix them
- How to meet ERISA SPD and disclosure requirements
- COBRA considerations
- How the Affordable Care Act affects summary plan descriptions (SPDs) rules under ERISA
- Consequences for ERISA non‐compliance
- Form 5500 filing guidance and “gotchas”
Product ID: 19051
Ensure You’re Properly Using Wrap Documents to Meet Form 5500 Filing Requirements!Get it on demand now
Bernard V. Kearse, III
Of Counsel, Campbell & Brannon
Bernard V. Kearse, III, has practiced law for over 25 years and has concentrated in the estate planning and human resources/employee benefits areas. His experience includes designing and drafting Wills and Trust documents associated with estate planning and elder law, designing and drafting pension, deferred compensation, severance, self-funded medical and other benefit plans (including ESOPs), and representation of clients regarding formation of limited liability companies.
Evelyn King J.D.
Vice President, Compliance and Operations, ERISAPros
Prior to joining ERISAPros, Evelyn King, J.D., Vice President of Compliance and Operations, gained over 15 years of experience working with several Fortune 500 companies as well as several privately held organizations, specifically in the area of corporate benefits. Her experiences range from benefit plan design, vendor management, administrative operations, plan compliance, audits, and strategic planning to drafting and modifying health and welfare plan documents.
Continuing Education Units
HRCI – Receive 1.25 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org.
“The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.”
C4CM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.