Category: For Employers

Sterling Administration Announces BenAdmin Platform/Sterling Adminstration anuncia la plataforma BenAdmin

Platform Collects ACA Data, Helps Ease ACA Burden/

La plataforma recopila datos de ACA, y facilita la carga de ACA

Sterling Administration is proud to announce its benefits administration platform, Sterling Benefits Solutions, (SBS). A bilingual English/Spanish product, it’s designed with a simple, easy-to-use interface for employers and employees. On SBS, employees can enroll for benefits and receive important benefits information. Employers can manage enrollments, and feeds automatically go to carriers, behind the scenes. Also, SBS automatically collects much of the new required ACA data, by month, helping employers with data collection now required for ACA.

SBS Manager Lindsey Neville says, “My clients, especially in the hospitality and restaurant industries, love the simple look and feel, and really appreciate the Spanish translation functionality.”

SBS has scheduled a series of 30-minute webinars for brokers beginning in April, 2016. For more information on timing, and to register, please visit Sterling’s Facebook and LinkedIn pages.


Sterling Administration se enorgullece en anunciar su plataforma de administración de beneficios, Sterling Benefits Solutions, (SBS). Un producto bilingüe inglés y español, está diseñado con una interfaz sencilla y fácil de usar para la compañía y sus trabajadores. En SBS, los trabajadores pueden inscribirse para sus beneficios y recibir información importante acerca de los beneficios. La compañía puede administrar inscripciones, y las fuentes automáticamente van al portador, detrás de escena. Además, SBS automáticamente colecta la mayor parte de los datos nuevos de ACA, por mes, ayudando a la compañía con recopilación de datos necesarios ahora para ACA.

SBS Manager Lindsey Neville dice, “Mis clientes, especialmente en las industrias de hostelería y restaurante, aman la imagen simple, y realmente aprecian la funcionalidad de la traducción al español”.

SBS ha programado una serie de seminarios a través del Internet de 30 minutos para los agentes comenzando en abril del 2016. Para obtener más información sobre la hora, y para inscribirse, visite las páginas de Sterling en Facebook y LinkedIn.

Sterling Exhibiting at the SDAHU Sales Expo, January 28

September 15 to October 15 is National Hispanic Heritage Month

National Hispanic Heritage Month is the period from September 15 to October 15 in the United States, when people recognize the contributions of Hispanic and Latino Americans to the United States and celebrate the group’s heritage and culture.

Started as Hispanic Heritage Week by president Lyndon Johnson in 1968, September 15 was chosen as the starting point for the celebration because it is the anniversary of independence of five Latin American countries: Costa Rica, El Salvador, Guatemala, Honduras and Nicaragua. All declared independence in 1821. In addition, Mexico, Chile and Belize celebrate their independence days on September 16, September 18, and September 21, respectively.

As a Minority Business Enterprise (MBE), one of our core beliefs as a company has always been to celebrate diversity and inclusion. Sterling Administration supports our Spanish-speaking Employer Clients and Members with services including a Spanish language option for our full-service website, online enrollment, educational materials, forms, and customer service.

¿Habla Español?
Nuestro compromiso con los latinos no es simplemente hablarles en español, sino realmente entender y hablar su mismo idioma. Aprende más.

Are you an Industry Partner with clients looking for a solution in Spanish?
Contact us today to learn more.

For Producer Partners & Employers: COBRA – Am I Doing it Wrong?

The Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985 requires employers of 20 or more full time equivalent employees to offer their employees the opportunity to continue their group healthcare coverage under the employer’s plan, if the coverage would end due to employee termination, layoff, or certain other employment status changes (referred to as “qualifying events”). This includes any event that changes the employee’s eligibility for benefits except gross negligence. The continuation of coverage applies to surviving spouses, ex-spouses, and dependents of employees as well.

Even though the law impacts healthcare insurance, COBRA is an “employer law.” This means that the employer has certain responsibilities under COBRA and is liable for COBRA failures. Non-compliance can result in financial penalties to the employer. Below is a 10-question quiz to test your knowledge.

  1. COBRA is a ___________ law.
  2. There are as many as ______ types of notices a qualified beneficiary could receive.
  3. _________ can pay anyone’s COBRA premium.
  4. Define the 10 potentially qualified beneficiaries: ____, ____, ____, ____, _____, ____, ____, ____, ____, _____.
  5. _____________ is required at the tail end of COBRA.
  6. ____ states have state continuation requirements.
  7. Employers are subject to COBRA if they have ____ employees on ______________ days of the preceding calendar ____. Both full and part time (counted as a fraction of an employee, with the fraction equal to the number if hours that the part-time employee worked divided by the hours an employee must work to be considered full-time) employees are counted to determine whether a plan is subject to COBRA.
  8. _________ are required to maintain written processed and procedures related to how and when they notify participants of their initial COBRA rights, how and when qualified beneficiaries are informed of their rights and responsibilities and timelines.
  9. Employers have up to ______ days to notify their COBRA administrator (if they have one) of qualified events, the administrator has an additional ____ days to notify the qualified beneficiaries, another ____ days to elect COBRA, and another _____ to send in all retroactive payments.
  10. If a qualified beneficiary is choosing between COBRA and the marketplace, they need to consider that COBRA is _________ while the marketplace is _________.

COBRA Quiz Answers

  1. Federal employer
  2. 15 (Only four are required of which three are provided by the TPA. The QBs could receive more than that including coupons, subsidy notices, plan change notices, etc.) 1) General Notice/Initial Rights Notice 2) Election Notice 3) Notice of Unavailability 4) Notice of Termination of Coverage
  3. Anyone
  4. Active employee, termed employee, retired employee, dependents, officers, directors, self-employed individuals, partners in a partnership, agents, independent contractors
  5. State continuation
  6. Forty
  7. Twenty or more; most regular business; year
  8. Employers
  9. 30; 14; 60; 45
  10. Retroactive; prospective

The proper notices and tedious recordkeeping involved with COBRA make it a perfect opportunity for outsourcing to Sterling to provide COBRA administration.

Sterling Administration can establish and maintain an integrated COBRA and HIPAA system for employers. We can manage and control plan administration, required documentation, and adherence to the law’s eligibility requirements, working with the employer.

Learn more about our standard and optional COBRA services.