FCE Benefit Administrators is the leading provider of outsourced Health and Welfare benefit solutions to government contractors. FCE Benefits is a Third Party Administrator (TPA) specializing in designing, tailoring, implementing and providing full service administration for “bona-fide” Health and Welfare Benefits to Employers. We also provide hour tracking, fringe compliance, DOL audit support and consolidated premium billing and enrollment for fringe benefit plans. FCE Benefits has built its business around the unique challenges of providing comprehensive benefit plans to hourly and contract employees making it easy for businesses to grow while being assured of full compliance with the Service Contract Act (SCA), Davis Bacon Act, AbilityOne, Living Wage (LWO) and other government regulatory requirements.
FCE Benefits plans assure continuous compliance with government regulations and the Service Contract Act’s requirement of “equivalent combination of fringe benefits”. FCE Benefits have worked with the SCA, DBA and related legislation and have compiled related information on this website including:
To manage risk, improve security posture and meet compliance requirements. Learn More
In accordance with the standards established by the American Institute of Certified Public Accountants (AICPA)
...I don’t mind paying a little more for extraordinary service and that’s what we have experienced thus far with FCE.
...I’m happy we made the switch to such a forward thinking and innovative company.
One of the things that stood out the most during the tour was how you demonstrated your commitment to your employees.
I have the highest expectation that this relationship will be long-term and as ProActive grows, so will our flexibility in managing our benefits offerings through FCE.
On March 23, 2010 President Obama signed into law the Patient Protection and Affordable Care Act (also known as “Health Care Reform”). The intent of Health Care Reform is to increase the quality and affordability of health insurance, lower the uninsured rate by expanding public and private insurance coverage, and reduce the costs of healthcare.
The McNamara-O’Hara Service Contract Act (SCA) applies to every contract entered into by the United States or the District of Columbia, the principal purpose of which is to furnish services to the United States through the use of service employees.
This Act was originally approved on March 3, 1931. It mandates that all federal government construction contracts and most contracts for federally assisted construction over $2,000.00 must contain the appropriate Davis-Bacon wage determinations.
The Employee Retirement Income Security Act of 1974 (ERISA) is a federal law that sets minimum standards for most voluntarily established pension and health plans in private industry to provide protection for individuals in these plans.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances.
The Health Insurance Portability and Accountability Act (HIPAA) provides rights and protections for participants and beneficiaries in group health plans. HIPAA includes protections for coverage under group health plans that limit exclusions for preexisting conditions.
The Javits-Wagner-O’Day (JWOD) Act appears in Title 41 of the United States Code, Sections 46 through 48c. This document gives the current legislative language of the JWOD Act with references to the applicable U.S.C. sections. Footnotes provide the citation for Public Laws related to the AbilityOne Program from its start in 1938 through to the last amendment in 1994.