Benefits Compliance Consulting
Trust our compliance experts’ attention to detail, providing peace of mind that health insurance requirements are being met.
Our benefits compliance advisors operate as an extension of your HR and leadership teams.
Keeping up—and staying compliant—with changing health insurance requirements could be a full-time job, and for Corporate Synergies’ in-house compliance team, it is. Careful research of new and changing rules supports our compliance advisors’ personalized recommendations. Our comprehensive review uncovers risk, provides a remediation plan and keeps your organization protected.
or learn more below:
Health & Welfare Plan Compliance Assessments
checks employee benefits plans, procedures and filings for errors.
ERISA Plan Document/SPD Amendment
preparation and participant-friendly Summary Plan Descriptions.
Filing & Reporting Assistance
for IRS Form 5500, DFVCP and more.
HIPAA Training
for privacy officers and PHI handlers.
Accredited Educational Events
share actionable information on regulatory developments.
Latest Compliance Resources Entries
Maryland Paid Family & Medical Leave (FAMLI) – Employer Update
On March 9, 2026, the U.S. District Court for the Southern District of New York issued a ruling in Stern v. JP Morgan Chase & Co. (“Stern”) that allows JP Morgan (“JPM”) employees to proceed with core portions of their ERISA lawsuit. The suit alleges that their employer mismanaged prescription-drug costs under the company’s self-insured health plan.
In her decision, the judge dismissed claims that JPM breached fiduciary duties of loyalty and prudence, stating that relationships and decisions for JPM as a bank do not inherently become fiduciary acts exclusively because JPM is also the plan sponsor, and that those allegations were challenges to plan design rather than fiduciary conduct. However, the judge allowed the employees’ prohibited transaction claims to proceed, keeping the litigation alive. These claims allege that JPM had engaged in an unlawful prohibited transaction with CVS Caremark by paying its unreasonably high fees.
While this is not a final decision on the merits of the claims against JPM, the decision underscores increasing scrutiny on employer oversight of PBMs and comes as similar ERISA lawsuits are brought against large employers and plan sponsors across the country.
