How To Improve Your COBRA Administration Process And Reduce Errors And Claims

COBRA administration involves a number of notice requirements and timelines, as well as a myriad of other COBRA rules. While anyone reading the COBRA rules can see that you have to identify QBs, send notices on a timely basis, etc., here are a couple of the specific issues that COBRA administrators must be aware of how to:

• Utilize the COBRA Timeline to your advantage
• How to offer COBRA during Open Enrollment as part of Section 125 benefit cycles
• Integrate COBRA with the FMLA, ADA, and PWFA
• Collect COBRA premiums in accordance with FLSA or wage standards
• Communicate rate changes while maintaining HIPAA privacy regarding qualifying events
• Offer 'Alternative Coverage' in lieu of COBRA
• Properly deal with the question of COBRA v Medicare
• Apply Affirmative Rejections / Waivers
• Implement “Use Equals Election“ Rules
• When you can terminate COBRA under labor law. For an HR Generalist, mastering these variables is essential for human resources compliance.

Note: This is an excerpt from our COBRA Training & Certification Program.