Hot off the presses! On April 7, 2021, the DOL’s Employee Benefits Security Administration issued guidance related to the implementation of ARPA’s COBRA subsidy provisions. The guidance includes frequently asked questions, a summary of the related provisions, model notices, and a Federal Register Notice.
Articles Discussing General Topics Under COBRA
On April 7, 2021, the U.S. Department of Labor (DOL) issued eagerly anticipated guidance on administering COBRA subsidies under the American Rescue Plan Act of 2021 (ARPA). The guidance includes Frequently Asked Questions (FAQs) and various Model Notices and election forms implementing the COBRA Premium Assistance provisions under ARPA, while
The American Rescue Plan Act (ARPA), signed into law on March 11, 2021, requires employers to provide subsidized COBRA coverage to employees (and family members) who qualify for COBRA due to an involuntary termination of employment or reduction in hours.
The American Rescue Plan Act of 2021 (“ARPA”), the $1.9 trillion COVID relief bill passed by Congress and signed into law by President Biden on March 11, 2021, contains a number of benefits for American workers that their employers will need to understand. Among these is the inclusion of subsidized COBRA coverage for employees (and their family members) who experience a loss of group health coverage due to reduced hours of employment or involuntary termination of employment. Importantly, COBRA premiums are to be paid by employers who will be reimbursed via a tax credit on their quarterly payroll taxes. As discussed in this HRW Client Alert, this ARPA provision introduces considerable administrative challenges for employers, although additional regulatory guidance is likely to be offered in the coming weeks.
The American Rescue Plan Act of 2021 (ARPA) is the latest federal COVID-19 relief bill, which the President signed into law March 11, 2021. ARPA includes new COBRA continuation coverage election, notice, and subsidy requirements; pension plan funding relief; and some cost-saving benefit opportunities employees may be able to leverage.
Over the last few weeks, we have seen significant changes affecting COBRA compliance. Employers should contact their COBRA administrators to discuss the best practices in light of these developments, which include the Department of Labor’s publication of new model COBRA notices and COVID-19 notice and premium payment extensions. We have
The IRS and DOL issued guidance on May 4, 2020 that adds a new level complexity to COBRA administration for employer-sponsored plans. In short, the relief suspends many key participant deadlines during the so-called “Outbreak Period.” The new rules define “Outbreak Period” to mean the period beginning March 1,
On May 1, 2020, the Department of Labor released new versions of its model COBRA notices, adding a new action item for employers facing a contracting workforce and a growing wave of participant litigation.
The Department of Labor (DOL) and other federal regulators released updates and clarifications related to employee benefits, including updates to model COBRA notices and an extension of certain statutory deadlines intended to minimize the possibility of participants and beneficiaries losing benefits during the COVID-19 pandemic. This article highlights the DOL’s
Imagine something as simple as a COBRA notice that complies with law, but is not identical to the Department of Labor’s (DOL) model notice, leading to six- or seven-figure class action litigation settlements?
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Can you imagine something as simple as a COBRA Notice missing a few technical requirements resulting in an employer needing to pay a 6 or 7-digit damages award? That is happening in Florida. Employers in and out of Florida should pay attention to this news, as what doesn’t start in California often starts in Florida.