Human Resource Blog

HIPAA Certificates of Credible Coverage

	Benefits
Total Compensation Summary Performance Improvement Plan Performance Appraisal and Review Employee Payroll Status/Change Form Employee Change Form

	Compensation
Employee Payroll Action Form W-4 Employee Withholding Allowance Cert. Employee Payroll Status/Change Form Direct Deposit Form Total Compensation Summary

	HR Management
Confidential Employee Folder Confidential Employee Medical Folder Job File Worksheet Folder Daily EEO Applicant Flow Log Workplace Information Sheets Request to Inspect Personnel Files

	Labor Laws
Complete State & Federal Labor Law Posters 1 Year Compliance Protection Plan State ONLY Labor Law Posters Federal Labor Law Posters

When it comes to supplying our employees with information about the HIPAA policy, we have been supplying a packet of materials. However, I understand that there is specific information that we should supply on a certificate of credible coverage. Please explain what this information is.

Sure. Anytime you have a HIPAA policy coverage, you must supply your employees with a certificate of credible coverage. This certificate must be supplied in writing and must contain the date of issuance, the name of the plan, the name of the employee and the employee’s identification number, the name of the plan administrator, the administrator’s address and phone number, the phone number where participants can get more information and the following information:

Either a statement saying that the qualifying employee has no fewer than 18 months of credible insurance coverage (which does not count days of coverage before a particular break in that coverage), or the dates for which a waiting period for that coverage began and the date that the coverage itself began.

The ending date of the pervious coverage, unless the certificate states that the coverage is still ongoing when the certificate was issued

Education information about HIPAA. This statement should explain that HIPAA is not entitled to impose restrictions on preexisting conditions. The statement should also include information about enrollment rights, prohibitions against discrimination that is based on a past health matter, an employee’s right to individual coverage and information about state laws (state laws may require the employee to obtain additional protection.)

It is a great idea to provide a complete benefits and informational packet to all of your employees and new employees in order to ensure that they understand the policies and benefits completely. As always, be sure that your packet includes this certificate of credible coverage as well as plenty of information about how the policy works, laws, company policies and so forth. Your employees have a number of individual rights that they should be aware of when it comes to the policy – so make sure that you are aware of these rights as well in case they have any questions about them.