Let’s Continue to Talk About COBRA

NFP Corp.

Administering COBRA can feel like one of the most challenging aspects of benefits compliance. Even with a vendor in place, employers should understand the rules involved with COBRA. Join us as we outline the requirements under the law, provide tips on how to remain compliant and discuss interactions between COBRA and other benefit laws.

Agenda

• General Overview
• Setting the Premium Calculation 
• Notice Requirements
• COBRA and FMLA
• Interaction with other laws
  • ACA
  • Medicare
  • Retiree-Coverage
• Takeaways/Conclusion

Key Takeaways

Employer Considerations

• Ensure that coverage offered to COBRA-qualified beneficiaries is the same as their coverage immediately before the qualifying event.
• Provide the covered spouse with the COBRA Initial Notice.
• Check state continuation laws for additional obligations.
• If using the look-back measurement method, be sure that active employees remain covered during entire stability period (even if they incur a reduction of hours that causes them to lose eligibility and triggers a loss of coverage under the plan).
• Review the COBRA: Compliance Reminders checklist slides at the end of this presentation. 

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