Benefits Administration
Health Benefits
COBRA

FAQs On The COBRA Premium Reduction Extension Provisions

When an employee on FMLA leave becomes eligible for COBRA

Because an HRA is an employer sponsored health plan, it is subject to COBRA

Outlines the basics of COBRA health benefit provisions

Useful for employers subject to COBRA

Under The American Recovery And Reinvestment Act Of 2009

Explanation of COBRA health benefit provisions

Compliance assistance materials for employers on COBRA requirements

Answers to Frequently Asked Questions about COBRA Continuation Health Coverage

Advice for business and for individuals - e.g., what happens with bankruptcy and more

General Notice and Election Notice

Sample fill-in-the-blank notice

Text of the law

Answers to common employee questions

Test your knowledge of COBRA essentials

It will be necessary to review terminations since September 1, 2008

Advice for COBRA administrators on a wide variety of topics - coverage periods, penalties, eligibility, notices, etc.

Sample forms and guidance

Text of the COBRA law

Lists the conditions under which COBRA does not apply

A fill-in-the-blank letter template to comply with COBRA notification laws - plus checklists

State law requires employers with 2-19 employees to provide for the continuation of health benefits to employees

Individuals who qualified on or before May 31, 2010 may continue to pay reduced premiums for up to 15 months

29 states have a state run health insurance plan for state residents who are denied health insurance

Some state laws require employers with 2-19 employees to provide for the continuation of health benefits to employees

Which states have one of these

Text of the act that extends COBRA subsidy