Compliance is an often over looked aspect when offering IRS qualified plans, in particular when it comes to FSA and Dependent Care accounts.  Annual and open enrollment audits should be performed to ensure your plans meet IRS requirements in terms of discrimination testing.  Open enrollment or periodic audits are key to being preemptive in keeping your plan non-discriminatory.  If you plan is found to be discriminatory the good news is it is correctable by disallowing pre-tax benefits for certain employees, the bad news not only will  have unhappy employees and but the HR department could have the proverbial egg on its face. GBS & A provides both open enrollment and annual audits so that so that you virtually eliminate having a discriminatory plan. For more on discrimination testing click here.

In addition to ensuring you company meets non-discrimination testing we have a team of ERISA experts that help ensure our clients are compliant with all laws and legislation related to the plans that we manage.