The Internal Revenue Services (IRS) issued a final rule to create two new types of Health Reimbursement Arrangements (HRAs). The newly created Individual Coverage HRA (ICHRA) and the Excepted Benefit HRA will go into effect on January 1, 2020.
LITTLE ROCK, ARK. (June 6, 2019) – DataPath, Inc., the longest running solutions provider in the benefits administration industry, announced the honorees of its annual partner awards. The DataPath Partner Awards were presented at the Connections 2019 conference and recognize industry success, business growth, and commitment to excellence and consumer directed healthcare through using DataPath solutions. The following DataPath partners were recognized: Benefit Design Specialists (Mechanicsburg, PA), Rock n’ Roll Award. The Rock n’ Roll
LITTLE ROCK, ARK. (May 1, 2019) – DataPath, Inc., a leading technology provider of benefits administration solutions, was recognized by Employee Benefit News (EBN) for its multi-award winning employee education and engagement program, The Adventures of Captain Contributor™. In EBN’s 2019 Digital Innovators article, the program and the voice of Captain Contributor, Thomas O’Banion, were honored for their involvement in “transforming the industry by helping employers and employees better engage in healthcare, benefits and the
TPAs Need More Flexible Solutions for Complex HRAs LITTLE ROCK, Ark. (March 14, 2019) – Third party benefits administrators (TPAs) who offer Health Reimbursement Arrangements (HRAs) to their clients often find themselves frustrated by their system’s limited capabilities for complex HRAs. A new whitepaper from DataPath, Inc., a leading developer of cloud-based benefits administration solutions, analyzes why benefits administrators who manage HRAs need a solution that was designed to help them capture market growth and
Partner Marketing Programs Can Affect a TPA’s Ability to Control Costs and Successfully Grow Business LITTLE ROCK, Ark. (October 17, 2018) — When third-party administrators (TPAs) evaluate potential benefits administration platforms, one frequently overlooked part of the selection process is the platform provider’s partner marketing program. A new whitepaper from DataPath, Inc., a leading provider of cloud-based benefits administration solutions, analyzes why independent TPAs should consider the impact that a partner marketing program can have
DataPath keeps the needs of third party administrators (TPAs) top of mind when developing and updating employee benefits administration platforms like Summit. In this whitepaper, DataPath examines how communication breakdowns and unsynchronized data can degrade the TPA-client relationship; cost TPAs, employers, and employees time and money; and cause administrative headaches through redundant fees and duplicate workflows. The white paper also discusses technological solutions that allow TPAs greater flexibility, reduced costs, streamlined processes and confident compliance.
Little Rock, Arkansas (May 2, 2018) – As the HSA market steadily continues to grow, more third-party administrators (TPAs) are looking to add HSA management services to their portfolio. A new whitepaper published by DataPath, Inc. addresses common TPA concerns about entering the HSA market: revenue opportunity, workload, and the need to juggle multiple business and banking relationships. The whitepaper, entitled “How TPAs Can Overcome Potential Pitfalls to Deliver a Unified HSA Experience and Maximize
DataPath is more than just a COBRA software solution provider. The company recently announced that it released brand new COBRA materials for its unique employee engagement program, The Adventures of Captain Contributor. The materials include comic books, videos and fact sheets all about COBRA to help with education and engagement.
DataPath offers more than just COBRA software. For the more visually-minded, this vibrant and informative COBRA infographic answers many COBRA FAQs and is perfect to share with clients and fellow COBRA administrators. Your participants can learn all they need to know about COBRA insurance in this overview.
In December 2017, the Tax Cuts and Jobs Act was signed into law, enacting tax reform provisions that will be in effect from 2018 through 2025 (and beyond). Among other areas, the legislation impacts employee benefits directly in two areas – transit/commuter benefits and the individual health insurance mandate required by the Affordable Care Act (ACA). Commuter Benefits Starting in 2018, employers may no longer claim the business deduction for qualified mass transit and parking