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When an employee is terminated from employment and loses group health plan coverage (subject to The Consolidated Omnibus Budget Reconciliation Act (COBRA)), plan administrators should ensure that all qualified beneficiaries are sent COBRA election notices in a timely fashion.
格温Cofield雇主和计划管理员should frequently review their Consolidated Omnibus Budget Reconciliation Act (COBRA) procedures to ensure initial and election notices are distributed on a timely basis. Systemwide notice failures can lead to costly class action litigation.
by Kathryn M. Grigg Employees are not the only ones who suffer through a divorce. Employers also bear the cost of an employee’s divorce through absenteeism and reduced productivity. This article addresses some benefits and support programs you can provide at minimal cost to maintain a productive workforce. Costs of divorce The amount of time […]
We have a question about part time employee benefits. If we have employees who change from full-time status to part time, they may not have enough payroll to cover their benefit cost. If they don’t have enough payroll and we can’t take the payroll deduction, are they still eligible for benefits?
By Jennifer Carsen, JD, Legal Editor Despite the extra time bestowed by the IRS to file and distribute 1095-Cs for the 2015 tax year, coding challenges abound. How do you account for folks on COBRA? Noncalendar-year plans? And what the heck is a “Limited Non-Assessment Period,” anyway?
By Benjamin J. Conley, JD In late October, the Internal Revenue Service (IRS), U.S. Department of Labor (DOL), and the U.S. Department of Health and Human Services (HHS) released a series of informal frequently asked questions (FAQs) addressing various unanswered questions under the Affordable Care Act’s (ACA’s) preventive service mandate, the Mental Health Parity, and […]
Our business is being acquired and our employees will become eligible for the acquiring company’s benefit plans. What are we required to do in order to terminate our benefit plans including our cafeteria plan? Do we need to file anything or provide official communication to employees?
Thank you for your inquiry regarding a former employee’s change of plan prior to COBRA election.
By Jennifer Carsen, JD Maybe you, like me, are old enough to remember David Letterman’s unfortunate opening bit at the 1995 Academy Awards—when he inexplicably went back and forth between Oprah Winfrey and Uma Thurman in the audience, saying “Uma…Oprah…Uma…Oprah…”
An employee over the age of 65 who already enrolled in Medicare Part A is now being separated due to disability. Does the company (self-insured) have to offer him 18 months of COBRA? If yes, which plan becomes primary and which plan is secondary?