Q - What is it ?

A - 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 such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events. Qualified individuals may be required to pay the entire premium for coverage up to 102 percent of the cost to the plan.

Q - Who has to comply with Cobra?

A - COBRA generally requires that group health plans sponsored by employers with 20 or more employees in the prior year offer employees and their families the opportunity for a temporary extension of health coverage (called continuation coverage) in certain instances where coverage under the plan would otherwise end.

Q – What happens if we don’t offer Cobra?

A - Both the DOL and the IRS Can assess penalties for COBRA violations.

Q – Does Cobra eligibility start on the day of the qualifying event or loss of coverage?

Q – Are there exceptions to offer Cobra?

Q – How does FMLA interact with Cobra?

Q – How does an HRA interact with Cobra?

If you are like most employers that struggle with these & many more questions surrounding the managing of Cobra and not knowing what the notice requirements are or what the election period is or deadlines are. Then you will benefit from BenefitPlanViewer.

BenefitPlanViewer make Cobra Administration easy. Cobra compliance is easy & simple via Online:

1) Enrollments

2) Terminations