Brody and Associates, LLC • January 23, 2017
Employers have long been required to provide continuation of health care coverage when an employee leaves the company under most circumstances. However, the nitty gritty on what paperwork has to be provided and when is not always on the top of the to-do list when an employment relationship begins or ends. However, it should be because the Consolidated Omnibus Budget Reconciliation Act (COBRA), a federal law, has strict time requirements and stiff penalties for non-compliance.
Ogletree Deakins • March 02, 2015
The Comprehensive Omnibus Budget Reconciliation Act of 1986 (COBRA) – part of the Employee Retirement Income Security Act (ERISA) – imposes an obligation on a healthcare coverage plan administrator to notify any employee covered by the administrator’s plan of that employee’s right to continue health insurance coverage for up to 18 months after a "qualifying event."
Brody and Associates, LLC • September 05, 2014
As most employers know, employers offering group health insurance and employing twenty or more employees must allow terminated employees, spouses, and beneficiaries the option to continue their coverage at the group rate under the Consolidated Omnibus Budget Reconciliation Act (COBRA).
Ogletree Deakins • May 13, 2014
As part of its continuing efforts to update the sleepier corners of the employee benefits world to conform to the Patient Protection and Affordable Care Act (ACA), the U.S. Department of Labor (DOL) recently proposed new regulations of the Consolidated Omnibus Budget Reconciliation Act (COBRA) that likely herald more frequent adjustments to the model notice and election forms we all know and love. While employers have been and will continue to be free to craft customized COBRA notices, the new model notices supplied by the DOL offer a helpful leg up for the drafting process. They also provide employers with a safe harbor that is deemed to capture the substantive content mandated by COBRA.
Jones Walker • June 21, 2010
The American Recovery and Reinvestment Act provided a 65% COBRA premium subsidy to eligible individuals
involuntarily terminated between September 1, 2008, and December 31, 2009. Congress later extended the subsidy three
times; most recently for those involuntarily terminated on or before May 31, 2010. (For information regarding the
original COBRA subsidy and the previous extensions, please see our archived E*Bulletins from April 2010, March 2010,
January 2010, March 2009, and February 2009.)
Jones Walker • April 21, 2010
On April 15, 2010, Congress passed, and the President signed, the Continuing Extension Act of 2010. The Continuing
Extension Act of 2010 extends the existing 65% COBRA premium subsidy for employees who are involuntarily
terminated through May 31, 2010. The subsidy was originally provided through December 31, 2009, under the American
Recovery and Reinvestment Act (“ARRA”), and was previously extended through February 28, 2010, and then March 31,
2010, via the 2010 Department of Defense Appropriations Act and the Temporary Extension Act of 2010, respectively.
For information regarding the original COBRA subsidy and the previous extensions, please see our archived E*Bulletins
from March 2010, January 2010, March 2009, and February 2009.
Ogletree Deakins • March 11, 2010
Newly-enacted legislation extends and expands the 65 percent federal COBRA subsidy under the American Recovery and Reinvestment Act (ARRA) in cases of involuntary termination of employment. A stopgap measure signed into law on March 2 by President Barack Obama extends the end of the eligibility period from February 28 to March 31, 2010, and makes other longer-lasting changes to the year-old subsidy arrangement. These changes include:
Jones Walker • March 05, 2010
On March 2, 2010, the President signed the Temporary Extension Act of 2010, which, among other things, extends the
65% COBRA premium subsidy through March 31, 2010. The subsidy was originally provided through December 31,
2009, under the 2009 stimulus act (the American Recovery and Reinvestment Act or “ARRA”), and was previously
extended through February 28, 2010, via the 2010 Department of Defense Appropriations Act. (For information regarding
the original COBRA subsidy and the previous extension, please see our previous E*Bulletins from January 2010, March
2009, and February 2009).
Fisher Phillips • March 04, 2010
On March 2, 2010, President Obama signed into law the Temporary Extension Act of 2010 (H.R. 4691), which amends the American Recovery and Reinvestment Act of 2009 (ARRA). Among other things, the Act extends eligibility for the 65%, 15-month COBRA premium subsidy to individuals who have been involuntarily terminated through March 31, 2010. Without the extension, employees laid off after February 28th would have been ineligible for the subsidy. The law is retroactive, so individuals who were involuntarily terminated on March 1st and 2nd are eligible for the subsidy.
Ogletree Deakins • March 04, 2010
Right on the heels of the COBRA subsidy and subsidy extension notices required as a result of the COBRA subsidy and its extension, here is yet another notice that employers with group health plans must send to their employees annually. On February 4, 2010, the Department of Labor issued a model notice for employers to use in drafting their annual Children’s Health Insurance Program Reauthorization Act (“CHIPRA”) notice. The model notice can be found at http://www.dol.gov/ebsa/chipmodelnotice.doc.