Employee Onboarding, Open Enrollment and Benefits Compliance Basics

Onboarding new employees with clarity

Set expectations on day one. Confirm eligibility rules, any waiting period and the next available effective date. Provide plan summaries, contribution details and enrollment forms, plus a checklist for dependents and required documents. For teams around Charlotte and Lake Norman, our advisors can host short meetings to explain options and help employees complete applications.

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Running open enrollment on time

Most small groups hold open enrollment once per year, often tied to the plan renewal date. Announce the window in advance, share a summary of changes and offer Q&A time. Distribute updated SBCs and collect waivers from those declining due to other coverage. For context on plan choices, reference our group health overview so managers can review plan types and funding approaches before open enrollment begins.

Plan Your OE
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Required notices and practical compliance

  • Provide Marketplace notices to new hires when applicable.
  • Share SBCs at enrollment and renewal.
  • If your organization reaches 20 or more employees, federal COBRA continuation applies for qualifying events.
  • Smaller groups in NC follow state continuation rules with similar timelines.
  • If you use pre tax payroll deductions, maintain a Section 125 plan document.
  • For larger small groups, 1095 reporting may apply.

COBRA and North Carolina continuation

  • When coverage ends due to a qualifying event, send timely election notices.
  • Former employees usually have up to 60 days to elect continuation and pay full cost.
  • Keep records of notices, decisions and payments, and coordinate effective dates to avoid gaps.
  • We can recommend third party administration if you prefer to outsource these steps.

Practical FAQs for HR and owners

  • What is a typical waiting period?

    Common choices include first of the month after 30 or 60 days. Federal rules cap waiting at 90 days.

  • Do part time employees need to be offered coverage?

    Most carriers require 30 hours per week for eligibility. Employers under 50 choose whether to offer coverage to part timers.

  • What should we do when someone terminates?

    Issue continuation notices within the required timeframe and coordinate final payroll deductions.

  • How do we handle mid-year changes?

    Allow changes only after qualifying life events such as marriage, birth or loss of other coverage.

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