Though COBRA was instituted in the 1980s, employers still demonstrate a lack of adherence to a number of several rules integral to COBRA administration.
These rules include - but are not limited to - providing Open Enrollment rights, a General Notice, and COBRA Election Notices, acknowledging certain Qualifying Events, and having an accurate understanding of requirements for situations involving Medicare issues.
A seemingly insignificant mistake in any of these areas could cost an organization heavily through penalties, fines, court awards, and in some instances, large medical claims.
"The Six Biggest COBRA Administrative Mistakes – And How To Avoid Them", will provide you with an in-depth discussion of these COBRA-related issues - and the steps you can take to ensure compliance with the requirements.
Examples of questions addressed in this presentation include:
- What is the purpose behind providing a General Notice, who must receive it, and how should it be distributed?
- How does Workers' Compensation affect the definition of a Qualifying Event?
- Should employers offer COBRA to ex-spouses of employees following a divorce? If so, what is the date of the Qualifying Event?
- If an employee is terminated and offered a severance agreement which includes the continuation of coverage under the health plan, when should the employer offer COBRA? At the date of termination, or once the severance agreement offer runs out?
We'll also have a Q&A session where you can ask your COBRA-related questions!
About Your Presenter
Bob Ellerbrock, a member of Constangy's employee benefits practice group, specializes in the areas of ERISA fiduciary duties, benefit plan drafting and revision, and plan compliance issues.
Bob works with all types of employee benefit plans, including retirement plans, non-qualified plans, and Section 125 plans, as well as employment agreements, severance and other agreements. He also advises clients in regards to legislation affecting employee benefit plans.
He frequently speaks on employee benefit issues , such as HIPAA privacy and security rules, common employee benefit plan mistakes, COBRA, and the Patient Protection and Affordable Care Act (PPACA).
Earn PHR / SPHR Re-Certification Credits!
This program has been approved for 1.5 recertification credit hours through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Need Additional COBRA Training
Our COBRA Training &Certification Program - a recipient of the "ASTD Excellence In Design" award - covers everything from the basics to advanced concepts, and will provide the answers to your questions regarding COBRA administration and COBRA compliance. You can even earn a "Certified COBRA Administrator" designation!