Duty Path Kits
Introduces the five HRB duty-path kits and shows how their supporting resources fit together.
Search all 121 reviewed resources or narrow the catalog by category, resource type, duty path, and plan type.
Introduces the five HRB duty-path kits and shows how their supporting resources fit together.
Create a concise, consistent answer card that states the question, approved response, boundaries, owner, and escalation path.
Practice turning realistic questions into accurate, bounded responses while identifying missing facts and appropriate escalation points.
Organize frequently related questions into topic playbooks with consistent answers, ownership, evidence sources, and escalation guidance.
Establish a repeatable standard for drafting, reviewing, approving, publishing, and maintaining student-facing answers.
Use a structured response formula to answer common questions clearly while stating assumptions, limits, next steps, and escalation needs.
Classify common questions by topic, owner, risk, and escalation path so students can find and maintain answers consistently.
Provides a concise reference to the five responsibility areas used throughout the HRB framework.
Explains the operating lens used to evaluate HRB decisions, responsibilities, boundaries, and handoffs.
Guides students in assembling relevant HRB resources into a practical, task-aligned operating playbook.
Introduces the HRB toolkit and helps students understand where to begin and how the resource collection is organized.
Explains the intended resource-library discovery approach and the metadata concepts used to narrow results.
Use this quick reference to structure bounded answers with known facts, stated limits, actionable next steps, and appropriate escalation.
Clarifies terminology used across the employer-benefits and individual-market contexts and highlights language guardrails.
Provides a visual entry point to key HRB concepts, workflows, and reference materials used throughout the toolkit.
Replace risky or overconfident HRB language with clearer statements that distinguish known facts, educational guidance, and matters requiring qualified review.
Supports monthly full-time-equivalent calculations used when assessing applicable large employer status.
Records controlled-group facts, open questions, review boundaries, and ownership for qualified analysis.
Structures employer discovery findings, key constraints, readiness considerations, and an initial HRA strategy recommendation.
Assesses whether an employer's locations align with viable individual-market coverage options and support capacity.
Captures employer facts, goals, workforce characteristics, and constraints needed before developing an ICHRA design.
Maps material employer risks to practical follow-up actions, owners, and review needs before plan design.
Use this planning guide to define how a future employer workspace could organize facts, assumptions, open questions, source records, and decisions. The library does not save employer data.
Documents facts and review considerations related to seasonal workers when evaluating employer status and strategy.
Documents facts, concerns, and review ownership for workforce populations that may require specialized analysis.
Summarizes the eleven class structures that may be considered when designing an ICHRA.
Organize affordability assumptions, calculations, source facts, and reviewer conclusions so the benefit design has a traceable support file.
Organizes design considerations for an applicable large employer evaluating an HRA strategy.
Helps define proposed employee classes and track the facts, rationale, and review needs supporting each class.
Supports refinement of contribution amounts using employer goals, affordability, geography, and participant considerations.
Helps structure employer contribution goals and compare approaches for a sustainable HRA design.
Review a proposed benefit design for class, contribution, affordability, administration, communication, and governance risks before approval.
Evaluate whether a proposed benefit design and support model preserve understandable choices, reachable help, and appropriate human judgment.
Organizes goals, constraints, and benefit-design considerations for an employer that is not an ALE.
Reviews core strategy and eligibility considerations when evaluating a QSEHRA approach.
Record benefit-design options that were considered but not selected, including the decision rationale, evidence, and conditions for reconsideration.
Evaluate renewal assumptions, contribution indexing approaches, market changes, budget effects, and participant impact before updating the design.
Compares simpler and more segmented benefit designs across administration, employee experience, and governance considerations.
Organizes facts and review questions involving premium tax credits, cost-sharing reductions, and HRA eligibility.
Capture a participant coverage-coordination issue, affected plans, unresolved facts, and the specialists or partners responsible for next steps.
Record where a coverage-coordination question was routed, why that destination was selected, and what follow-up evidence is expected.
Documents a coverage-market concern, supporting facts, escalation needs, and the resolution path.
Recognize geographic, network, premium, carrier, and participant signals that should trigger a fresh market-fit review.
Guides comparison of individual-market plans using cost, network, coverage, and participant needs.
Explains how marketplace metal tiers generally differ in cost-sharing structure and participant tradeoffs.
Supports verification of provider networks, facilities, prescriptions, and other coverage needs before enrollment.
Documents the factors and rationale behind an on-exchange or off-exchange coverage decision.
Helps participants consider plan costs, networks, prescriptions, household needs, and enrollment support questions.
Summarizes common individual-market plan types and the network-access considerations associated with them.
Identify external regulatory and market data sources, their owners, update frequency, quality limits, and uses in coverage evaluation.
Use this addendum to examine how advisor responsibilities change as an HRB program moves from recommendation through implementation and ongoing support.
Use these questions to connect employer-side and individual-market broker work, surface assumptions, and clarify ownership before handoffs occur.
Map knowledge strengths and gaps across broker roles so training, specialist support, and handoff responsibilities can be assigned deliberately.
Supports complete, documented handoffs between employers, brokers, vendors, and operating partners.
Document specialist and partner profiles, service boundaries, contact paths, and qualifications for work that must be routed beyond the core team.
Records the partners supporting an HRB arrangement and the functions each partner provides.
Assesses whether a platform and its partner ecosystem cover the capabilities required for the intended HRB model.
Document referral relationships, compensation facts, disclosures, approvals, and supporting records for qualified compliance review.
Assigns ownership for key HRB responsibilities and makes handoff or accountability gaps visible.
Structures partner scope, deliverables, boundaries, assumptions, and ownership for an HRB engagement.
Maps common support needs to the partner or role responsible for response, escalation, and resolution.
Captures a vendor or partner's role, capabilities, dependencies, contacts, and operating boundaries.
Evaluates vendor scope clarity, capability coverage, dependencies, and unresolved ownership gaps.
Use this planning review to evaluate the ownership, data quality, safeguards, and human oversight that would be needed before considering agentic AI.
Confirm that an AI-supported workflow has defined inputs, escalation points, human review, privacy boundaries, and accountable owners before launch.
Define which operating decisions may be automated, which require human judgment, and where exceptions must be routed for review.
Organizes recurring compliance dates, notices, reviews, and evidence checkpoints across the plan year.
Documents a data or system handoff problem, its impact, ownership, escalation, and resolution status.
Use this planning reference to identify data-access gaps, reporting limits, and infrastructure dependencies that could weaken implementation or ongoing administration.
Capture participant feedback, support observations, communication evidence, and follow-up actions used to evaluate the employee experience.
Route participant questions by issue type, urgency, and responsible party so support requests reach the appropriate team without avoidable delay.
Classify recurring operational issues by impact, urgency, owner, root-cause area, and escalation path for consistent handling.
Assess the impact, urgency, affected participants, evidence, ownership, and next actions for a known operational issue.
Checks that essential implementation, communication, partner, and operational preparations are complete before launch.
This architecture reference defines a possible structure, identifiers, version fields, and handling expectations for JSON exports used in controlled handoffs.
Map the participant journey from introduction through enrollment and reimbursement, including support needs, owners, and handoff points.
Confirm that participants have clear support channels, trained owners, escalation paths, accessible communications, and issue tracking before launch.
Define approved AI uses, prompting practices, restricted inputs, verification steps, and escalation rules for HRB operating work.
Organizes the recurring decisions, reviews, and partner actions needed to manage an HRB renewal.
Tests whether processes, controls, partners, and support capacity are ready for increased operating scale.
Use this architecture reference to evaluate requirements for possible server-generated PDF exports, storage, version context, and access controls. The library does not generate or store exports.
Helps document a repeatable operating procedure with clear steps, owners, controls, and escalation points.
Reviews whether planned systems, data exchanges, and partner integrations support reliable plan operations.
Provides a concise reference for tracking workflow status, ownership, dependencies, and due dates during operations.
Maps a claim through approval, additional-information requests, denial, and escalation pathways.
Confirm that claim decisions, notices, evidence requests, appeal steps, deadlines, and escalation ownership are documented consistently.
Organizes the steps, evidence, communications, and escalation points involved in a denial and appeal process.
Supports recurring financial controls and reconciliation across contributions, payments, and reimbursements.
Summarizes a four-part framework for evaluating whether reimbursement documentation supports the requested action.
Documents the selected premium-payment and reimbursement-administration model and its rationale.
Guides response to payment failures that may place participant coverage or reimbursement operations at risk.
Maps the movement of premium documentation, payment information, substantiation, and reimbursement.
Provides a structured starting point for clear participant communications about reimbursement requirements and next steps.
Confirm that reimbursement requests are evaluated against documented proof requirements, consistent review steps, privacy controls, and exception handling.
Use this checklist to identify compliance topics outside the core HRA workflow that may require evidence, ownership, or qualified review.
Document the facts, applicability questions, responsible parties, and qualified-review conclusions associated with COBRA obligations.
Indexes the records, checkpoints, and supporting evidence needed for a structured compliance audit review.
Captures recurring issues, lessons, decisions, and follow-up actions used to improve HRB operations over time.
Reviews whether key plan, process, decision, and evidence records are present, current, and usable.
Organize ERISA and tax source materials, reviewed facts, decisions, and professional guidance into a traceable evidence record.
Confirm that the documents, decisions, distribution evidence, and review records expected in an ERISA evidence file are present and current.
Explains how to organize source records, decision evidence, and supporting files into a usable evidence library.
Assesses the strength and consistency of HRB governance, documentation, controls, and review practices.
Identify situations that should be routed to employer HR and clarify where broker, vendor, and HR responsibilities begin and end.
Map the core plan, notice, decision, operating, and evidence records that make up a maintainable HRA documentation stack.
Organizes the core records and evidence used to maintain an accessible HRB compliance file.
Use this toolkit to establish, populate, and maintain a compliance-file index with owners, source records, review dates, and evidence locations.
Records where human review is required, who owns it, what evidence is needed, and how completion is documented.
Document Medicare and secondary-payer facts, open questions, coordination responsibilities, and conclusions supplied by qualified reviewers.
Helps select and review practical measures of plan performance, participant experience, operations, and governance.
Organize the workforce facts, testing inputs, design decisions, evidence, and professional conclusions used in a nondiscrimination review.
Confirm required notice steps and record when, how, and to whom each communication was delivered, including supporting evidence.
Map how notice templates move through source verification, qualified review, approval, publication, version control, and retirement.
Record a known risk, the mitigation selected, responsible owners, supporting evidence, and the follow-up used to verify effectiveness.
Use this visual checklist to confirm the core plan documents, amendments, notices, approvals, and distribution records that require attention.
Track policy, regulatory, market, and operational infrastructure developments that may require review of current assumptions or controls.
Track repeated operational issues, root causes, corrective actions, owners, and observed results to support systematic improvement.
Document a regulatory question, relevant facts, source materials, routing decision, reviewer ownership, and the response returned to the team.
Document Section 125 facts, payroll and contribution arrangements, open questions, and conclusions supplied through qualified legal or tax review.
Confirm review, approval, timing, recipient, delivery, and evidence steps associated with SPD and SMM distribution.
Use this planning guide to define how a future evidence system could classify, protect, retain, retrieve, and link uploaded records. The library does not accept or store uploads.