Search Results: COBRA

COBRA notice requirements clarified  The IRS has updated its website to highlight the fact that individuals who receive the COBRA premium subsidy must notify their health plans in writing if they become eligible for other group health coverage, such as

DOL Creates Web Site on COBRA Under American Recovery and Reinvestment Act of 2009  On February 26, 2009, the Department of Labor (DOL) created a website ( http www.dol.gov ebsa cobra.html EXE   http www.dol.gov ebsa cobra.html ) dedicated to

DOL Issues Model COBRA Notices for Employers The Department of Labor has issued model COBRA notices to help employers quickly explain to former employees and their families how to take advantage of the premium subsidy as set forth in the

Employers cannot prematurely claim COBRA credit  Employers cannot claim the new COBRA premium assistance credit until they receive the 35 percent payment from the former employee, Treasury Department and IRS officials said on April 6. Additionally, being called up to

When an employee terminates, there are a number of items to consider.

Detailed checklist to help supervisors manage the employee termination process.

These two documents are designed to ease the task of terminating an employee and help manage some of the risks.

Checklist: Termination Meeting With Employee: Conduct the meeting in sequence as follows: 1. Tell the employee the purpose of the meeting.

COBRA prescribes notification responsibilities that apply to employers, plan administrators, and, in certain instances, covered employees and qualified beneficiaries. (In many cases, the employer and plan administrator will be the same person or entity).

The following model certification of creditable coverage was released jointly by the Internal Revenue Service, the Department of Labor and the Department of Health and Human Services in the preamble to the interim final regulations explaining how the agencies will enforce the portability and accessibility requirements of the Health Insurance Portability and Accountability Act of 1996 (HIPAA).

Checklist: Termination Meeting With Employee: Conduct the meeting in sequence as follows: 1. Tell the employee the purpose of the meeting.

Conversion coverage.— Group members must elect conversion coverage by giving notice to the insurer within 31 days after receiving notice of their conversion rig

Example of Initial Notification of COBRA Rights

The birth of employees' children is usually reported in the organization's internal newsletter. If you do not want the birth reported, check here □.

Most business owners are not human resource or employment specialists. When making tough decisions about your people, it helps to understand some of the terminology.

COBRA prescribes notification responsibilities that apply to employers, plan administrators, and, in certain instances, covered employees and qualified beneficiaries. (In many cases, the employer and plan administrator will be the same person or entity).

COBRA generally provides a maximum continuation period of 18, 29 or 36 months of continuation coverage depending on the type of qualifying event. A qualified beneficiary's maximum continuation period begins on the date of the qualifying event.

COBRA applies to group health plans. In general, a group health plan is an employer-maintained plan that provides medical care to the employer's employees, former employees, or the families of employees or former employees. This is true whether the coverage is provided directly or through insurance, reimbursement or otherwise.

Model Certification Of Creditable Health Care Coverage

Designing and establishing a wellness program involves several steps and decisions. Companies first select the programs they wish to include in their health activities and determine what resources they are willing to devote to the program.
This document contains some of the many factors to be considered in establishing a wellness program.

As you know, since the 1960’s the number and complexity of laws relating to the area of employment have mushroomed.  Prior to 1960 the Fair Labor Standards Act and National Labor Relations Act and their administrative obligations were the major compliance issues for personnel departments.

An employee has gone on disability leave and is receiving long-term disability benefits from your company's benefit plan.

An HRA is a group health plan and so generally subject to COBRA.

ERISA.

COBRA does not apply to a group health plan for any calendar year if the employer maintaining the plan employed fewer than 20 employees on at least 50% of its w

Your company contracts with a third-party administrator (TPA), which is responsible for sending out these notices.

Alabama has not enacted a continuation of health care coverage law, but an insurer may not terminate health coverage for a subject of abuse when the person does

Alaska has not enacted a continuation of health care coverage law.

Conversion coverage.— A person electing to convert coverage to an individual policy must make written application and pay the first premium to the insurer withi

This is a summary of COBRA Laws in Arkansas.

Elections pursuant to Cal-COBRA must be made in writing and delivered via reliable means of delivery to the health care service plan within 60 days of the later