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Cobra Administration Employee Handbook Benefit Administration Software Benefit Statements Section 125

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Value Added Services

Cobra Administration

Our relationship with our third party Cobra Administrator provides the following services to meet final COBRA regulations.

Initial COBRA Notices
Qualifying Event Notices
Coupon Billing
Premium Collection
Open Enrollment Notices
Rate Change Notices
End of Eligibility Notice
Monthly Remittal of Premiums
HIPAA Certificates
AND MORE . . .

All employers must offer employees and their dependents continuation of coverage when a qualifying event occurs. COBRA regulations are applicable to employers of 20 or more employees, while those with under 20 employees must follow very similar regulations under the Connecticut State Continuation of Coverage. Employers are required to provide initial notifications to employees which describe their rights under COBRA to employees upon coverage under a group health plan, an aspect of the law which is often overlooked.

All of the time frames for elections, payments, and coverage eligibility must be closely followed, or the employer runs the risk of excise taxes and ERISA penalties. Courts may also award money based on claim costs, attorneys fees and other expenses. Often, the employee who sues for noncompliance with COBRA is one who has had an emergency and may have hundreds of thousands of dollars in outstanding claims.

"Failure to comply with COBRA regulations could result in an excise tax of up to $200 per day per employee, in some cases up to $500,000 per year. ERISA penalties of up to $100 per day per qualified beneficiary could also apply. There are also penalties for not complying with HIPAA . . ."

COBRA/HIPAA Administration

From initial notices to billing to HIPAA certificates, our third party Cobra Admininstrators can handle all of the complex requirements of ever-changing COBRA regulations. This can greatly reduce your chance of ever having any costly legal action from former employees for non-compliance.

Note: The information contained here is a summary only. Please refer to the actual COBRA and HIPAA regulations.