Human resources definitions that any human can understand
CCRS - Capital Cost Recovery System
CD - Certificate of Deposit
CERCLA - Comprehensive Environmental Response, Compensation and Liability Act
Certificate of Creditable Coverage - A written certificate issued by a group health plan or health insurance issuer (including an HMO) that shows your prior health coverage (creditable coverage). A certificate must be issued automatically and free of charge when you lose coverage under a plan, when you are entitled to elect COBRA continuation coverage or when you lose COBRA continuation coverage. A certificate must also be provided free of charge upon request while you have health coverage or within 24 months after your coverage ends. The Department has developed a model certificate that can be used by a group health plan or a health insurance issuer. Correct use of the model will generally assure compliance with the regulatory requirements.
CFR - Code of Federal Regulations (http://www.gpoaccess.gov/cfr/index.html)
CHAMPUS - Civilian Health and Medical Program of the Uniformed Services
Church Plan - A plan established or maintained for its employees (or their beneficiaries) by a church or by a convention or association of churches which is exempted from tax under Section 501 of the Internal Revenue Code of 1954
Client employer - Client employer refers to a client of the PEO who is also an employer with active employees. A client employer may be regarded as the on-site employer or primary employer as well and typically has direct contact/control over the employee population.
Co-employment - Co-employment typically describes an arrangement where two or more organizations share or bear employment level responsibilities and duties over an employee. As an example, one of the employers may have direct supervisory control and responsibilities (hiring, training, scheduling, discipline, firing, etc.) whereas the other may carry the administrative responsibilities such as processing wages, filing and remittance of taxes, enrollment in benefit plans or coverage and processing of work-site injury claims. Co-employment arrangements can vary widely so there is typically a statement or explanation provided to employees outlining or defining the relationship at the time of hire or onboarding.
Co-pay - Coinsurance is a percentage payment after the deductible up to a certain limit. It must be paid before any policy benefit is payable by an insurance company. Copayments do not usually contribute towards any policy out-of-pocket maxima whereas coinsurance payments do
COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985) - COBRA is a federal law that provides rights to temporary continuation of group health plan coverage for certain employees, retirees and family members at group rates when coverage is lost due to certain qualifying events.
COBRA Continuation Coverage - The temporary continuation of group health plan coverage available after a qualifying event to certain employees, retirees and family members who are qualified beneficiaries. Those who are eligible may be required to pay for COBRA continuation coverage and are generally entitled to coverage for a limited period of time (from 18 months to 36 months), depending on certain circumstances.
CODA - Cash or Deferred Arrangement
COLA - Cost-of-living adjustment
COLI - Corporate Owned Life Insurance
Commuters (commuter benefits) - Employer-provided benefits that allow employees to reduce their monthly commuting expenses for transit, biking, vanpooling and parking.
Compliance - PEO Compliane may encompass any number of topics including but not limited to Payroll Administration, Tax Administration, Benefit Administration, Workers Comp Administration, and Human Resources/Employment Administration. Each of these areas typically has a nationally recognized or certified body of professional regulators which help define laws or guide employers or employment services organizations through local, state and/or federally imposed regulations such as Minimum Wage, Pre Tax and Post Tax benefits participation, Hiring and Firing of employees, Family and Medical leave, timely and accurate filing of taxes such as local, state and federal income tax, social security and medicare, federal unemployment and state unemployment as well as ensure businesses have valid workers compensation coverages in place to protect against accidents or injuries in the workplace.
Constructive Dollar Limit - Health plans can generally set the terms and conditions (such as cost-sharing and limits on the number of visits or days of coverage) for the amount, duration, and scope of mental health benefits. However, a plan may not impose a constructive dollar limit on mental health benefits that is lower than that for medical/surgical benefits. A limit on the number of visits coupled with a maximum dollar amount payable per visit by the plan is a constructive dollar limit.
Covered Employee - An individual who is (or was) provided coverage under a group health plan that is subject to COBRA because that individual was employed by one or more persons maintaining the group health plan.
CPI - Consumer Price Index
CPT - Current Procedural Terminology
CRA - Civil Rights Act of 1964 (Title VII) (http://www.eeoc.gov/laws/vii.html)
Creditable Coverage - Health coverage you have had in the past, such as coverage under a group health plan (including COBRA continuation coverage), an HMO, an individual health insurance policy, Medicare or Medicaid, and this prior coverage was not interrupted by a significant break in coverage. The time period of this prior coverage must be applied toward anypre-existing condition exclusion imposed by a new health plan. Proof of your creditable coverage may be shown by a certificate of creditable coverage or by other documents showing you had health coverage, such as a health insurance ID card.