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.
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It goes by several different names: Specific Rights Notice, Qualifying Event Notice, Election Notice, COBRA Offering Packet and more. Regardless of which name you use, the rules and regulations are the same, and the fines for not following those rules are costly.
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.
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.
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.
As a COBRA third party administrator, two of the most common questions we hear are “What is COBRA” and “Why is it so expensive?”
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.
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.
myCobraPlan – We’ve designed our Broker Portal to give you quick access to all your Client’s COBRA records in one place.