COBRA - Consolidated Omnibus Budget
Reconciliation Act

The Consolidated Omnibus Budget Reconciliation Act (COBRA) covers health insurance plans when qualified workers and their families lose their employers' general health care coverage. Employers must be knowledgeable about everything from who is eligible for coverage and when that coverage kicks in; to how long the coverage must last and how it must be paid; to what notices must be sent and what deadlines are mandated under COBRA. Continue COBRA

 

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NEWS/ARTICLES

COBRA Subsidy Is Extended 

Reviewing Major 2009 Employment Law Changes…And Looking Ahead To 2010 

IRS Releases More Details On COBRA Payroll Credit 

COBRA Complications Arise From Economic Stimulus Law

COBRA Notification Requirements Must Be Taken Seriously 

Continuing Health Care Coverage Under COBRA Or USERRA During Military Leave

Does Second Qualifying Event Trigger COBRA Notification Requirements?

Make Sure COBRA Plan Documents Specify Election Period

DOL Issues Final COBRA Notice Rules

 

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FAQs

1. How does an employer determine how long COBRA continuation coverage must last?
   
   
2. What are COBRA's notification requirements?
   
   
3. How much can a qualified beneficiary be charged for continuation coverage under COBRA?
   
   
4. When can an employer refuse to provide a terminated employee and his/her family with continuation coverage?
   
   
5. When can an employer legally terminate a qualified beneficiary's COBRA coverage?

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FREE REPORT

COBRA Compliance Complications Multiplied By The Economic Stimulus Law (ARRA) 

 

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HR TOOLS

Forms/Documents