Employee Retirement Income Security Act
The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets certain standards for welfare benefit plans in private industry. ERISA does not require any employer to establish a welfare benefit plan. It only requires that those who establish such plans must meet certain minimum standards. Employers who opt out of Workers’ Compensation and who create a workplace accident program for their employees are covered by ERISA. By complying with the legal requirements of ERISA, employers can drastically limit their exposure to any claims relating to such plans, or to the distribution of plan benefits.
Employers must have two fundamental documents that describe the plan – a written plan document and a summary plan description – each of which must meet the requirements of ERISA. While employers that sponsor insured health plans generally have an insurance policy, the policy often does not constitute a plan document. The plan document controls the operation of the plan. There are a number of provisions that should be included in the plan document. ERISA requires that the plan document designate a "named fiduciary," who must be either designated by name or in a manner capable of being identified, for example, by title. The named fiduciary has the authority to control and manage the plan's operation and administration. The plan document must also describe how the plan is funded and how benefits are paid under the plan. The plan document should also include a description of the individuals job duties who are eligible to participate in the plan.
Underwritten by GHS Property & Casualty Insurance Company
Rated “A-” by A.M. Best
GHS P&C is a wholly owned subsidiary of HCSC. HCSC owns Blue Cross Blue Shield of Illinois, Oklahoma New Mexico, and Texas
This contract reimburses the employer for his reasonable settlement, defense and adjustment cost.
This contract includes Employers Indemnity Coverage for injuries due to accidents, cumulative trauma, and occupational disease.
The carrier has the right, but not the duty to defend and suit against the Insured for claims, the basis of which is an Occupational Injury, whether real or alleged.
Legal Defense cost are outside the policy limits.
The deductable for this product is reduced or eliminated by benefit payments paid by the carrier.
Combined single limit amounts from $100,000 to $1,000,000.
Coverage Period options from 116 or 156 weeks.
This is a stand alone Employers Indemnity Policy.
Min of 10 employees.
This contract, in conjunction with the GHC P&C Insurance Company’s occupational accident policy gives the employer comprehensive coverage for an affordable cost.
Premiums vary with benefit options
See policy for limits and exclusions
Depending on the risk, and premium a lower number of employees might be considered.
Many employers large, and small offer certain benefits; Examples of these benefits include: housing (employer-provided or employer-paid), group insurance (health, dental, life etc.), disability income protection, retirement benefits, daycare, tuition reimbursement, sick leave, vacation (paid and non-paid), social security, profit sharing, funding of education, and other specialized benefits.
The purpose of the benefits is to increase the economic security of employees, and to attract the best qualified new employees.
The addition of an Optional program, other than Workman’s Comp. Offering the ability to afford first class treatment in the event of an accident is many times perceived as an additional benefit!
Occupational Accident Insurance
- Accidental Death, and Dismemberment
- Medical/Hospital Expenses
- Disability Income Benefit (wage replacement)
- Occupational Disease/Cumulative Trauma Benefit