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COBRA Boot Camp Basics
Congress made COBRA a requirement over 20 years ago, yet today employers still face challenges complying with its requirements.

And it is not just that COBRA compliance requirements are numerous, but the plan could face any of the following repercussions for non-compliance:

  • Failure to provide any required COBRA notice in a timely manner could result in a penalty up to $110/day
  • A plan could become subject to an audit and/or enforcement action by the U.S. Department of Labor
  • A lawsuit could be brought against the employer by a qualified beneficiary who did not receive the coverage for which he or she was entitled

Learning Objectives

The best way to ensure the understanding and correct application of COBRA is to start with the basics, including a thorough knowledge of the basic COBRA regulations and requirements.

Bob Ellerbrock of Constangy, Brooks &Smith, LLP will cover a number of COBRA-related essentials in our "COBRA Boot Camp for New COBRA Administrators" webinar, including using real-life examples to illustrate the function of COBRA rules in an actual practice.

Covered topics include:

  • The employees/employers who are subject to, or covered by, COBRA - and those who are not
  • Types of benefits which must be offered under COBRA and details on how to provide them
  • The definition of a Qualified Beneficiary and their rights under the law (also, an overview of those who are often mistaken for Qualified Beneficiaries)
  • The different types of Qualifying Events and what benefits must be made available for each
  • Suggestions for handling multiple Qualifying Events (e.g., termination of employment and subsequent divorce)
  • The potential repercussions which can result from an employer's failure to adhere to COBRA regulations
  • How to avoid some of the more common administrative mistakes
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