http://www.elinfonet.com/fedindex/4 Employment Law Articles covering the Consolidated Consolidated Omnibus Reconcillation Act (known as COBRA) Thu, 07 Aug 2008 20:08:21 EST en-us http://www.elinfonet.com/newscount.php?popID=4674 Article: 4674 elin@elinfonet.com (Employment Law Information Network) Mon, 24 Oct 2005 00:00:00 EST Court Finds COBRA Election Timely: Statutory Time-Frame is Minimum, Not MaximumThe Fifth U.S. Circuit Court of Appeals has issued a decision that illustrates the importance of specifying in a healthcare benefit plan's summary plan description the maximum time period a beneficiary has to elect COBRA coverage after a qualifying event. See Lifecare Hospitals, Inc. v. Health Plus of Louisiana, Inc. In Lifecare, the Fifth Circuit held the COBRA statute's 60-day time period for election of coverage is a minimum time period, not a maximum. Therefore, since the beneficiary in that case elected coverage during the 18-month coverage period, the election was timely. http://www.elinfonet.com/newscount.php?popID=4478 Article: 4478 elin@elinfonet.com (Employment Law Information Network) Mon, 01 Aug 2005 00:00:00 EST A recent decision of the United States Court of Appeals for the Fifth Circuit stands as a harsh reminder that careful drafting of employee benefit plan documents can be essential to avoiding unanticipated liability. In LifeCare Hospitals v. Health Plus of Louisiana, No. 04-30422, 2005 U.S. App. LEXIS 14640 (5th Cir. July 20, 2005), the insurer of an employer-sponsored health care plan was required to pay more than $250,000 in medical claims on behalf of a former employee of the plan sponsor, even though the former employee arguably had failed to elect COBRA continuation coverage within sixty days of his termination of employment and receipt of COBRA election forms, because the plan document did not specify when the COBRA election period for the plan would end. The Fifth Circuit rejected the carrier's argument that when the plan document fails to define the end of the election period, the election period is limited to the 60 day minimum period required under the statute. http://www.elinfonet.com/newscount.php?popID=4114 Article: 4114 elin@elinfonet.com (Employment Law Information Network) Thu, 10 Mar 2005 00:00:00 EST In response to the rising cost of health care and the inability of employees to continue health insurance after changing jobs, Congress enacted the Consolidated Omnibus Budget Reconciliation Act known as COBRA. The Department of Labor (DOL) recently issued new regulations which changed the administrative and notice requirements mandated by COBRA effective for plan years beginning after November 26, 2004. http://www.elinfonet.com/newscount.php?popID=4102 Article: 4102 elin@elinfonet.com (Employment Law Information Network) Tue, 08 Mar 2005 00:00:00 EST A California federal court ruled that the administrator of the employer’s health plan acted properly when it required a former employee to pay premiums retroactive to his termination and then ended his coverage when he failed to make timely future payments, the U.S. District Court for the Northern District of California rules. http://www.elinfonet.com/newscount.php?popID=4035 Article: 4035 elin@elinfonet.com (Employment Law Information Network) Tue, 08 Feb 2005 00:00:00 EST Last May, the Department of Labor’s Employee Benefits Security Administration (EBSA) issued long-awaited final COBRA regulations, clarifying and updating COBRA notice requirements. The regulations revise the notices which employers use to comply with COBRA, and are applicable on the first day of the plan year which begins on or after November 26, 2004. For most plans which operate on a calendar year basis, this means the effective date was January 1, 2005. http://www.elinfonet.com/newscount.php?popID=3795 Article: 3795 elin@elinfonet.com (Employment Law Information Network) Fri, 15 Oct 2004 00:00:00 EST On May 26, 2004 the Department of Labor ("DOL") issued final regulations on the notice requirements for health care continuation coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA"). The regulations provide two safe harbor notices as well as create requirements for two new notices to be provided by employers or administrators. The regulations also clarify the timing requirements for providing the various notices. The regulations will become effective for years beginning on or after November 26, 2004, but may be relied on now. http://www.elinfonet.com/newscount.php?popID=3770 Article: 3770 elin@elinfonet.com (Employment Law Information Network) Tue, 05 Oct 2004 00:00:00 EST Last May, the Department of Labor’s Employee Benefits Security Administration (EBSA) issued its long-awaited final COBRA regulations clarifying and updating COBRA notice requirements. http://www.elinfonet.com/newscount.php?popID=3603 Article: 3603 elin@elinfonet.com (Employment Law Information Network) Thu, 15 Jul 2004 00:00:00 EST On May 26, 2004, the DOL issued final regulations regarding the timing and content requirements of various notices that must be furnished by employers, plan administrators, workers and their families in connection with group health continuation coverage - commonly referred to as COBRA coverage. http://www.elinfonet.com/newscount.php?popID=3599 Article: 3599 elin@elinfonet.com (Employment Law Information Network) Mon, 12 Jul 2004 00:00:00 EST The Department of Labor ("DOL") recently released final regulations governing the timing and content of notices required by the Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA"). http://www.elinfonet.com/newscount.php?popID=3578 Article: 3578 elin@elinfonet.com (Employment Law Information Network) Fri, 25 Jun 2004 00:00:00 EST Just over one year ago, the Department of Labor issued proposed COBRA regulations that contained dramatic changes to the content of COBRA notices as well as the manner in which notices were required to be issued.