Since 1984, CPN has been committed to providing superior administration services for a very diverse group of clients nationally. CPN is an independent, third-party contract administrator offering full-service administration for Section 125 plans, commonly referred to as Flexible Benefits Plans, Flexible Spending Accounts, or Cafeteria Plans. CPN also offers administration services for Health Reimbursement Arrangements and Health Savings Accounts. CPN specializes in the design, implementation, and support of these employee benefit plans. Our reputation for efficient Plan management and dependable claims paying activities is unparallel.
Since 2004, CPN has become a regional leader in providing diverse plan design options for implementation of Health Reimbursement Arrangements. The success and consistent growth of CPN can be attributed to our state-of-the-art system, together with qualified, experienced personnel.
Alan Lane, President, and Dorothy Lane, Director of Compliance and Administration Services, have been with CPN since its inception in 1984. Each has been awarded the designation of Certified in Flexible Compensation (CFC) by the Employers Council on Flexible Compensation (ECFC). Achieving this designation requires a proficiency in the design, administration, IRS code/regulations, and ethical standards of Section 125 Plans. This is the highest professional certification for practitioners in flexible compensation available from ECFC's Academy for Professional and Ethical Standards. Less than one percent of practitioners nationwide have earned this designation.
CPN reviews all HRA and FSA claims submitted.
The IRS requires reimbursement claims (debit card substantiation) submitted include an EOB (Explanation of Benefits), Itemized Statement or pharmacy receipt (for mom-pop pharmacy providers) in which must include the following information:
HRA plans (EOB required) / FSA plans (Itemized Statement and/or EOB required):
CPN provides administration for the 2½ Month Extension at no additional cost. During the extension period, services will pay first from prior year balances, if funds are available. If only partial funds are available, the claim/debit card swipe will be split between the prior and current plan years. If no funds are available on the prior year, the claim/debit card swipe will pay from the current plan year. Participants must pay close attention to the date of service they are paying. Prior year dates of service cannot be paid using current funds. If so, the participant would be required to pay those funds back out-of-pocket.
CPN provides administration for the $500 Carryover at no additional cost. After an employer's End of Plan Year "run-off period has expired, which allows a certain number of days after a plan year has ended for a participant to file prior year dates of service and get reimbursed against prior year funds. After this period, any unused Health FSA dollars, up to $500, will carry over to the current plan year. Those funds are able to be used for current plan year dates of service.
***Note: An employer cannot offer both the 2½ Month Extension and the $500 Carryover. It is one or the other.
CPN provides annual enrollment renewal Import Enrollment File to all employers. The format is a password protected (Encrypted) Excel Document. This ensures: 1) a smooth set up, renewal and ongoing administration; 2) the information contained in the file is up-to-date as the time/date the file is exported from CPN’s database; 3) provides as much data as possible to reduce the employer’s overall completion. Employers simply verify address information, add/delete rows of data as needed and update the election data based on their employee’s new election for the upcoming plan year.
Once the employer sends back the password protected Import Enrollment File, CPN formats the document and uploads the entire file to ensure accuracy. Data is imported based on the data provided by the employer. An email confirmation is provided to the employer so they may double check their records.
Part of CPN's administrative fees include the testing of 25% Key Employee Concentration Test and 55% Dependent Care Test. This is done after each annual enrollment period. CPN will provide a non-discrimination testing report showing the test results. If the employer fails any one of the Standard Tests, CPN will recommend the proper steps to bring the plan into compliance.
Employers required to file Form 5500 are those with 100 or more health FSA & HRA participants.
Our mission is to continue to set standards of excellence for the administration of employer-provided flexible benefits programs. Our company's success, which is characterized by responsiveness to employer's and employee's needs, has been founded on our dedication and commitment to provide the most outstanding service to each and every client. Our expert team will partner with employers to educate employees and to provide exceptional support services enabling them to get the most from their benefit dollar.
Our greatest strengths are in our ability to maintain client relationships, maintain the highest ethical standards, and to recognize our greatest assets are our employees' and clients' reputation.
New Year's Day (2018) – Closed Monday, January 1st
Good Friday – Closed Friday, March 30th
Memorial Day – Closed Monday, May 28th
Independence Day – Closed Wednesday, July 4th
Labor Day – Closed Monday, September 3rd
Thanksgiving – Closed Thursday, November 22nd & Friday, November 23th
Christmas – Closed Monday, December 24th & Tuesday, December 25th
New Year's Day (2019) – Closed Tuesday, January 1st