Description
The concept behind COBRA is simple A person shouldn’t have to lose their health care coverage simply because they change jobs, get divorced, or become too old to be covered as a dependent.Things can become quite complicated when you work through all of the details that are required to put this simple concept into effect. We will explain the COBRA requirements that apply to employers, including the plans that are subject to COBRA, the special COBRA rules for Health FSAs, the situations in which COBRA must be offered, how long COBRA must be offered, and the notices that may be required under COBRA.
Date: 2020-07-28 Start Time: End Time:
Learning Objectives
Employers Who Are Subject to COBRA
• Church Plans Exception
• Small Employer Exception
Definition of a Group Health Plan for COBRA Purposes
Special COBRA Rules for Health FSAs
COBRA Qualified Beneficiaries: Individuals Who Have the Right to Continue Coverage
COBRA Qualifying Events
• Termination of Employment/Reduction of Hours
• Death of Employee
• Divorce or Legal Separation
• Loss of Dependent Status
• Entitlement to Medicare
• Employer Bankruptcy
Duration of COBRA Coverage
Events Allowing Termination of COBRA Coverage
• End of Maximum Coverage Period
• Failure to Pay the Applicable Premium
• Coverage Under Another Group Health Plan
• Entitlement to Medicare
• Determination That Qualified Beneficiary Is Not Disabled
• Termination for Cause
• Employer No Longer Maintains Any Group Health Plans
COBRA Notice Requirements
The Cost of COBRA Coverage
• Determining the Applicable Premium
• Deadline for the Initial and Subsequent COBRA Premiums
• Rules for Underpayments
CPE ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.
Steven P. Smith-Hinkle Law Firm LLC
