Cobrahelp

Know your notices is what we always say! Employers can learn more about notices of unavailability here:https://www.dol.gov/sites/dolgov/files/EBSA/about-ebsa/our-activities/resource-center/publications/an-employers-guide-to-group-health-continuation-coverage-under-cobra.pdf

Believe it or not, one of the top 10 COBRA oversights is employers simply not realizing they must comply with Federal COBRA regulations. Understanding these facts about COBRA will keep you out of a courtroom, and prevent employers from paying hefty fines and penalties. Not to mention, it'll ensure your employees' rights are honored by offering the correct benefit options when the time comes.

Happy Independence Day from all of us at CobraHelp! Enjoy your freedom celebrations and stay safe out there!

Did you know that certain types of qualifying events allow your eligible employees to have a specific number of months on COBRA should they choose to elect?
For example, termination of employment events give qualified beneficiaries 18 months in most cases, while dependent spouses who experience a divorce event will be allotted a total of 36 months of COBRA.

With mid-year group health plan renewals underway during June and July, don't forget about COBRA qualified beneficiaries! Both notified and enrolled COBRA participants must be offered the same open enrollment opportunities as active insured employees! Employers be sure to keep qualified beneficiaries apprised of plan changes, rate changes, and allow them to add dependents during this time. See also our comprehensive guide to COBRA Open Enrollment Herehttps://www.mycobrahelp.com/uploads/2/6/2/8/26284626/oe_guide_re-sized.pdf

COBRA premiums are typically those which are provided by your carrier or your self-funded plan. Keep in mind there are circumstances when the employer will need to calculate premiums such as when an HRA (Health Reimbursement Arrangement) is in effect. Yes, COBRA qualified beneficiaries are also eligible for these kinds of benefits! It is best practice for an employer to have an actuarial service calculate these rates for the current year if unknown using a special formula. See also: https://www.mycobrahelp.com/blog/calculating-hra-premiums-for-cobra

Myth buster: this tip of the month shows us that employers must understand whether their plans are subject to Federal COBRA or not. Yes, even many self-funded plans MUST comply with Federal COBRA regulations. Stay out of the courtroom by training your HR team to know which plans mean COBRA continuation for your employees.

This Memorial Day, we’re thankful for those who gave their lives while serving. And we’re thinking of those who have lost someone they love. Thank you for your sacrifice.

Reposting from a while back as this one is super important to remember!
Treat your candidates how you would want them to treat your business!

Mergers and Acquisitions can be complex in business, especially when it comes to handling employees and their benefits. Which company is responsible for COBRA? Does the buyer take on the employee health benefit responsibilities for active employees? Or are employees simply lay-offs?
We help answer these questions and more in this latest post:

COBRA Information - How Does COBRA Work ​COBRA can be downright overwhelming when business mergers or acquisitions occur given that group health plan changes happen rapidly, often causing individuals to lose health coverage under the...

Just one day! Employers and agents of record should be aware that individuals who have been enrolled even part of a business day should be offered COBRA when a qualifying event occurs to meet best practice standards.

What's a loss of coverage? One of the top 10 employer COBRA mistakes is not knowing how to recognize their employees' COBRA qualifying events like a spouse becoming entitled to Medicare, or a child ceasing to be covered by the plan, or when an employee voluntarily reduces working hours....make sure you know all of the reasons a person is eligible for COBRA. (Hint: we can help!)

Don't wait! Seize the day and the opportunities!

We are working hard to bring our customers improved solutions and exciting new features. What is on your "goal list" this time of year?

Certain circumstances allow for qualified beneficiaries on social security disability to receive extended COBRA continuation coverage for themselves or covered dependents. Unfortunately, the Federal guidelines for these rules are not always easy to navigate. That's why CobraHelp has put together a comprehensive guide as well as this summary on the disability extension, and what employers and their employees need to know.

https://www.mycobrahelp.com/blog/cobra-social-security-disability-extension-explained

HR Professionals have a lot on their plates to tackle day in and day out, but one step at a time, one day at a time will get us to the finish line.

FAQ Time! Employers should ensure procedures are in place for terminating active coverage when a qualifying event occurs.

HOTTTT Tip time! One of the top ten COBRA mistakes employers make is not providing enough information to their employees. Be sure to get them everything they need. 👍

Happy Easter from our team to yours! May you enjoy a peaceful weekend ahead!

One common question regarding COBRA continuation is, “How do I know what the maximum period of coverage should be for my employee?”

In this article, we take a closer look at several common extensions of COBRA that can influence the maximum coverage period for certain qualified beneficiaries based on state-specific legislation.
Learn More At:
https://www.mycobrahelp.com/blog/state-legislation-that-extends-cobra-continuation-coverage

Those ACA 1095-C electronic filing deadlines are just around the corner. Filings must be done by April 1st 2024.

FAQ Time! While Medicare and COBRA rules are complex in nature, we can help simplify these for Employers, agents, and employees. In some cases, individuals may have both COBRA and Medicare at the time time, while in other cases, the individual is only eligible for one or the other.

Happy St. Patrick’s Day! We hope you uncover a pot o’ gold of your own today! As for us? Our Clients are what’s at the end of our rainbow. Thank YOU for working with us!

Retirees are often COBRA eligible even if your company offers them a retirement plan or retirement benefits.

It's Employee Appreciation Week! From us to our team, and beyond THANK YOU for all that you do!

We're pleased to share that SHRM has recently released a new CobraHelp white paper purposed to help employers and agents navigate the SSA Disability extension of COBRA continuation coverage. Check it out (no cost or obligation) here: https://vendordirectory.shrm.org/company/782666/whitepapers/8944/comprehensive-guide-to-the-disability-extension-of-benefits-under-cobra

We wish all of our wonderful clients a blessed and prosperous 2024!

Wishing you and yours HAPPY HOLIDAYS from CobraHelp! Our office will be closed Monday, December 25th for holiday observance.

We're THANKFUL for YOU! Wishing you and yours a Happy Thanksgiving from all of us at CobraHelp.
Please note that our offices are closed 11/23, 11/24 and will be closing early on Friday, 12/01.

'Tis the season! As we enter the holiday season with Thanksgiving just days away, HR Departments, and companies nationally should ready themselves for the seasonal rush that often results in major compliance oversights. Don't miss a beat with CobraHelp's helpful tips here:

Holiday Season HR Oversights & How to Avoid Them It’s the most wonderful time of the year! With chilly mornings, fallen leaves (and in some places, snow), supermarkets filled with signs of Thanksgiving feasts, and holiday decorum, we can all feel...

4th Quarter can be a very busy time for Employers and companies as everyone is pushing to meet year-end deadlines and complete a plethora of year-end tasks. All too often we see important COBRA and benefits compliance matters slip through the cracks during this busy time of year. Be sure to have your reminders set, or consult with a reliable COBRA provider to help you manage these tasks so nothing is left to chance! Remember important notices must go out and don't forget plan open enrollment for COBRA members, retirees, and even employees on leave is imperative. Lastly, the Marketplace Insurance Exchanges are open for annual Open Enrollment for those who require non-COBRA/continuation benefits.