COBRA compliance isn’t about what you did; it’s about what you can prove you did. If a lawsuit is ever brought against your company, the only way to keep from paying penalties and fines is having documented proof of what occurred.
Did you know that one of the most important COBRA notices is the “General Rights Notice” or what is referred to as the “Initial Rights Notice”? Properly providing this notice is frequently overlooked by employers or the method of delivery does not meet COBRA compliance regulations.
The inner workings of how FSAs and COBRA interact create complications that require detailed clarification. One such topic is how FSA rollovers impact COBRA premiums. If it seems confusing, don’t feel bad. It’s a confusing topic for even the most seasoned HR professional.
To avoid incurring fines and penalties and remain in compliance, the Department of Labor states that COBRA should be offered to any benefit defined as a group health plan. By definition this includes all HRAs and FSAs.
What is a “COBRA” Eligible Plan Anyway… Typically, when you think of plans eligible for COBRA continuation, you think of medical, dental and vision plans. While these are the most common they are not the only plans that are COBRA eligible. COBRA rules state that if a plan is legally defined as a group health plan, […]
However, there are a few exceptions. Federal government plans and certain church plans are not subject to COBRA. Small employers are also exempt, but one needs to be careful when determining its size.
Did you know that one of the most important COBRA notices is the “initial notice” or what is referred to as the “general rights notice”? Properly providing this notice is frequently overlooked by employers or the method of delivery does not meet COBRA compliance regulations.
An Employer’s risk could potentially increase when an Employer puts itself between the insurance company/stop-loss provider and the former employee particularly in a case where a premium is not paid on a timely basis.
The Affordable Care Act (ACA) changed a lot of things about the health insurance market in the United States. Among them: It granted some more options to those who had pre-existing conditions but who lost their access to a workplace plan because of job loss, layoff, benefit reduction or divorce.
Administering COBRA (Consolidated Omnibus Budget Reconciliation Act) can be both complex and confusing for employers. There are many deadlines and getting COBRA deadlines wrong can have significant legal consequences. COBRA, not unlike many employment laws, provides grace periods that favor the (former) employee.