Group Benefits Renewal Readiness
Record what an employer already knows about its own workforce counts, its contribution basis, and its notice dates, and see which published federal obligations attach to those facts and which documents a renewal will ask for. It produces no premium, no plan recommendation, and no determination about any individual.
- Recorded
- 0/ 16
- High
- 0
- Medium
- 0
- Low
- 0
- Checks run
- 16
- Sources
- 4
What do you have?
Answer what you know and leave the rest. An unanswered field never raises an open item, because an item you cannot act on is worse than no item.
What follows from that
16 deterministic checks: 2 gap, 1 inconsistency, 3 timing, 4 documentation, 6 question. Each fires only on exact comparison or arithmetic over what you recorded.
Nothing recorded yet.
Answer a few fields above and the checks run as you go. Nothing is sent anywhere at any point, and the count updates live.
No open item fired on what you recorded.
That means none of this module's 16 checks matched, not that the position is complete or correct. Recording more fields runs more checks. A check that never fires because a field is blank is not a clean result.
Source ledger
4 sources. Every citation number above resolves to a record below. Nothing here sits behind an account.
- [1]26 CFR 54.4980H-1 - Definitions (employer shared responsibility)(opens the original record on Cornell Legal Information Institute, reproducing the Code of Federal Regulations)Cornell Legal Information Institute, reproducing the Code of Federal RegulationsSecondarySecondaryJurisdiction USThird-party reproductionLast checked September 2, 2026Updates: on-amendmentID
cfr-26-54-4980h-1-liiWhat this source supports (4)
- The section is headed Definitions.
- Paragraph (a)(21)(i) defines a full-time employee as an employee who is employed an average of at least 30 hours of service per week with an employer.
- Paragraph (a)(21)(ii) provides that 130 hours of service in a calendar month is treated as the monthly equivalent of at least 30 hours of service per week.
- Paragraph (a)(4) defines an applicable large employer as an employer that employed an average of at least 50 full-time employees, including full-time equivalent employees, on business days during the preceding calendar year.
ActiveReproduction - [2]26 CFR 54.4980H-5 - Assessable payments under section 4980H(b) (affordability safe harbors)(opens the original record on Cornell Legal Information Institute, reproducing the Code of Federal Regulations)Cornell Legal Information Institute, reproducing the Code of Federal RegulationsSecondarySecondaryJurisdiction USThird-party reproductionLast checked September 2, 2026Updates: on-amendmentID
cfr-26-54-4980h-5-liiWhat this source supports (6)
- The section is headed Assessable payments under section 4980H(b).
- Paragraph (e)(2) provides three affordability safe harbors: the Form W-2 safe harbor, the rate of pay safe harbor, and the federal poverty line safe harbor.
- The Form W-2 safe harbor measures the employee contribution against 9.5 percent of that employee's Form W-2 wages from the employer for the calendar year.
- The rate of pay safe harbor, for an hourly employee, measures the contribution against 9.5 percent of an amount equal to 130 hours multiplied by the employee's hourly rate of pay.
- The federal poverty line safe harbor measures the contribution against 9.5 percent of a monthly amount determined as the federal poverty line for a single individual for the applicable calendar year, divided by 12.
- All three safe harbors in this section are expressed against the same 9.5 percent threshold.
ActiveReproduction - [3]29 CFR 2590.606-4 - Notice requirements for plan administrators (COBRA continuation coverage)(opens the original record on Cornell Legal Information Institute, reproducing the Code of Federal Regulations)Cornell Legal Information Institute, reproducing the Code of Federal RegulationsSecondarySecondaryJurisdiction USThird-party reproductionLast checked September 1, 2026Updates: on-amendmentID
cfr-29-2590-606-4-liiWhat this source supports (3)
- The section is titled Notice requirements for plan administrators.
- The section provides that upon receipt of a notice of qualifying event the administrator shall furnish to each qualified beneficiary a notice not later than 14 days after receipt of the notice of qualifying event.
- Where the employer is also the plan administrator, the section provides that the administrator shall furnish to each qualified beneficiary a notice not later than 44 days after either the date coverage is lost or the date the qualifying event occurred, depending on the plan provisions.
ActiveReproduction - [4]29 CFR 2590.606-2 - Notice requirement for employers (COBRA continuation coverage)(opens the original record on Cornell Legal Information Institute, reproducing the Code of Federal Regulations)Cornell Legal Information Institute, reproducing the Code of Federal RegulationsSecondarySecondaryJurisdiction USThird-party reproductionLast checked September 1, 2026Updates: on-amendmentID
cfr-29-2590-606-2-liiWhat this source supports (4)
- The section is titled Notice requirement for employers.
- For most plans the employer must furnish the notice to the plan administrator not later than 30 days after the date on which the qualifying event occurred.
- For plans under which continuation coverage commences on the date of loss of coverage, the notice must be provided not later than 30 days after the date on which a qualified beneficiary loses coverage under the plan due to the qualifying event.
- Multiemployer plans may provide for a longer notice period than the periods otherwise required, as specified in the plan documents.
ActiveReproduction
Documents read, on this line
Each of these reads published documents on the line this module covers and shows the reasoning, with every statement attributed. None describes a real client, and none is a coverage determination.