FAQ's

Frequently Asked Questions

  1. Why HIPAA Compliance Software?

    After 4 to 6 hours of "INTERACTION," your facility will have a 100% compliant procedure! We have turned the HIPAA LAW into a PROCEDURE. The program will print out the following sections for your manuals:

    1. Completed Policy/Procedures manual
    2. 48 customized HIPAA compliance forms, along with a table of contents. (You will not need most of these forms on a daily basis; however, they are available for those times when you are called upon to fulfill a special request)
    3. E-Z Reference Guide for the staff to quickly apply your newly created procedures and forms covering any patient encounter or request
    4. Full glossary of HIPAA terms and definitions
    5. A fully referenced State Specific guide comparing your state law to the HIPAA law
    6. Compliance checklist that compares every part of the law to your policy/procedure manual
  2. What is Compliance guard?

    3. One of the exclusive features of INTERACTIVE HIPAA is the Compliance Guard. Compliance Guard is always in the background waiting to protect you and your facility from creating noncompliant procedures and manuals. The HIPAA Regulations contain numerous "Mandatory" elements to be included in your office procedures and manual. If you attempt to remove or corrupt a "Mandatory" element, you will be warned. If you make any changes to, or delete this "Mandatory" element, the INTERACTIVE HIPAA PROGRAM will keep track of those changes. When you finish each section of the manual, you must review and approve the "Mandatory" element changes or deletions you have made.

  3. What’s the differenence between Cobra and Non-Cobra versions?

    4. Virtually all group health plans maintained by employers for their employees are subject to COBRA’s provisions, include group health plans of corporations, partnerships, tax exempt organizations, state and local governments. This also includes Health Care Spending Accounts.

What Plans Are Not Subject to COBRA?

Small Employer Plans:
Small employer plans are entirely exempt from COBRA. If all employers maintaining the plan normally employed fewer than 20 employees on a typical business day during the preceding calendar year, the plan falls within the "small employer plan exception"

The Federal Government’s Group Health Plan:
The Federal government’s group health plan is not subject to COBRA. However, a separate law, the Federal Employees Health Benefits Amendments Act of 1988 requires the Federal government to offer its employees continuation coverage effective January 1, 1990.

Certain Church Plans
Certain church plans also are not subject to COBRA. The IRS has concluded that a plan for employees of an institute of higher learning under church auspices was a church plan, and that plan was accordingly not subject to COBRA.