If you employed 20 or more full-time employees in the preceding calendar year and offer a group benefit plan, you are required to adhere to the regulations created by the Consolidated Omnibus Budget Reconciliation Act (COBRA) as well as ERISA.
Instituted in 1985, COBRA was developed to protect individuals from a loss of coverage due to termination, retirement, divorce, reduced hours, or another qualifying event. When an individual loses coverage, COBRA offers the opportunity to continue receiving benefits. If the person chooses to elect COBRA, it is their responsibility to pay the full monthly premium.
Many employers today simply do not have the time or resources to stay abreast of the ever-changing complex laws surrounding COBRA administration. Outsourcing COBRA not only lowers risk of falling outside of compliance, but it also allows you to redirect your focus back to the success of your business.
Notifications are key to ensuring compliance.
Your administrator will provide COBRA global rights notifications to your new benefit enrolled employees. Additionally, we offer welcome packets to those we assume COBRA responsibility for when you transition the service. For all COBRA qualifying events, the administrator will provide election packets along with premium coupons.
Enrollments and payments for COBRA participants can be a daunting task.
By allowing your administrator to fulfill this service, you ensure your participants’ information is always handled in a confidential and timely manner.
Excellent service is our goal each time you and your former employees contact our office.
Whether it’s through web access or by speaking with one of our COBRA Administrators, we strive to exceed expectations.