Course Description
Learn The COBRA Compliance Rules And Requirements - And Earn A COBRA Certification!If your organization offers health insurance to employees, you need to understand the Consolidated Omnibus Budget Reconciliation Act (COBRA). Compliance with this law is essential, but you also need to reduce your organization's liability. COBRA training can help you comprehend this complex regulation and balance your employees' needs with your company's interests.What Are The Key Areas - And Problems - For Good COBRA Administration?Good COBRA administration is essential for both employers and employees to ensure compliance with federal regulations and smooth continuation of healthcare coverage. Here are some key aspects for which you need to be on top of your game:- Understanding COBRA Regulations
- Keeping accurate records
- Correctly handling Qualifying Events
- Timely Notification
- Enrollment Process
- Premium Collection
- Compliance Monitoring
- Coordination with Third-Party Administrators (TPAs)
- Communication and Support
- Staff Training
- Keeping Updated On The Law
By focusing on these key areas, employers can effectively administer COBRA coverage, maintain compliance, and support continuity of healthcare benefits for eligible employees and their beneficiaries.Why Enroll In A COBRA Certification ProgramHR departments are typically responsible for compliance with COBRA. Understanding your organization's COBRA requirements can be challenging even for the most experienced professionals, especially because the Act comes with certain exceptions. Failing to comply with COBRA proves costly, so you need to follow the law exactly. Bottom line, enrolling in a COBRA training program allows you to take control of your company's compliance.Learn COBRA Requirements For Employers, Plus Get COBRA Certified!With changing rules, regulations, and court cases, being COBRA compliant is extremely complex. Employers that fail to understand their COBRA requirements and use proper procedures and design options can create financial and legal risks. This means companies rely on their HR professionals to understand COBRA and administer it properly.Our COBRA Training &Certification Program - already used by thousands of companies and TPAs across the county - covers everything from the basics to advanced concepts, and will provide the answers to your questions regarding COBRA administration and COBRA compliance.
Our COBRA online certification training course will help you to better understand your COBRA compliance requirements. Below are just some of the things you will learn by taking this course:
- Which employers are subject to COBRA
- What type of benefit plans are - and are not - subject to COBRA
- How an individual qualifies for COBRA
- What employers are required to notify employees and family members of
- The COBRA timelines for notification requirements
- The requirements for notifying employees and family members
- How to calculate and bill for COBRA premiums
- How - and when - to terminate COBRA Coverage
- How to properly offer and handle COBRA with Medicare and other coverage
- Facts for determining Cessation Of Dependency Status
- How to use Affirmative Rejection and Alternative Coverage design options to reduce health care and claims costs
In addition to covering COBRA administration at a deep level, this course also allows you to test to earn a COBRA certification! Upon successful completion of the course, you will receive your certification and eight hours of Society for Human Resource Management (SHRM) and Human Resource Certification Institute (HRCI) recertification credits.
FYI: This course is sold as an annual subscription with four components: the training course itself; access to all training materials as a resource for one full year; free updates whenever the law changes, and; a Certified Administrator designation. Each year thereafter, you have the option to continue access to your materials, updates, and a new Certificate for only $99 per year!
Agenda
Overview
- Issues with COBRA – Cost Issues And the Affordable Care Act
- What Is COBRA?
- Historical Costs
- Inception
- Updates
- Responsibility
- Plan Obligations
- Excise Tax Penalties
- Contractual Obligations
- Fiduciary Responsibilities
- Penalties For Noncompliance With COBRA
- Issues with COBRA – Cost Issues And the Affordable Care Act
- Coordinating COBRA And The Employer Mandate
Employers And Plans Subject To COBRA
- Basic Rules For Determining Whether A Plan Or Employer Is Subject To COBRA
- Defining A Group Health Plan
- Exceptions
- Other Exceptions
- Determining Eligibility Or Exemption: Employees Not Counted
- Determining Eligibility Or Exemption: Counting Part-Time Employees
- Determining Eligibility Or Exemption: Typical Business Days
- Determining Eligibility Or Exemption: Multi-Employer Health Plans
- Determining Eligibility Or Exemption: Foreign Members of Employers’ Controlled Groups
- Determining Eligibility Or Exemption: Compliance Suggestions
Individuals Covered By COBRA
- Individuals Eligible For COBRA
- A QB’s Rights
- A QB’s Rights: Notification
- A QB’s Rights: Election
- Other QB "Rights"
- Who May Not Be A QB, And Who Does Not Have QB Rights
- Qualified Beneficiaries Located Outside of Plan’s Service Area
The General (Initial) COBRA Notice
- The General COBRA Notice
- The General COBRA Notice Overview: Rights and Responsibilities
- The General COBRA Notice: Responsibilities of Employees & Qualified Beneficiaries
- The General COBRA Notice: Employee's Notification Procedures
- The General COBRA Notice: Content of Employee Notifications
- The General COBRA Notice: Common Administrative Errors
- Consequences Of Failure To Provide The General COBRA Notice
- Suggested Procedure For Sending General COBRA Notice
Qualifying Events
- About Qualifying Events
- What May Be A QE
- What May Not Be A QE
- Duration Of COBRA Coverage
- Expanded Coverage For Additional QE’s
- COBRA Notice Rules: Reasonable Notice Procedures
- QE Issues: Gross Misconduct
- QE Issues: Disability
- QE Issues: Disability
- QE Issues: Cessation Of Dependency Status
- QE Issues: Cessation Of Dependency Status
- Suggested Procedures For Managing Cessation Of Dependency Status Issues
- QE Issues: Divorce Or Legal Separation
- QE Issues: Divorce Or Legal Separation Notification Requirements
- Suggested Procedure For Identifying Divorce Or Legal Separation QEs
Qualifying Event Notices
- Notice Requirements For Employers
- What QE Notices Should Include
- To Whom Should QE Notices Be Sent
- When To Send A QE Notice
- Suggested Procedure For Sending QE Notices
- Model Updated Alternative Notice
The COBRA Timeline
- Defining The COBRA Timeline
- Understanding & Managing The COBRA Timeline
- Managing The COBRA Timeline
- The 14-Day Notification Period
- The 60-Day Election Period
- Administrative Tip For The 60-Day Period
- The 45-Day Retroactive Premium Payment Period
- The 30 Day Grace Period
Calculating COBRA Premiums
- COBRA's 12-Month Determination Period
- Handling Rate Changes
- Determining COBRA Premiums For Insured Plans
- Determining COBRA Premiums For Self-Funded Plans
- Determining Rates For Related QBs Who Independently Elect COBRA
- Rates For A QB’s Newly-Added Spouse Or Dependent
Billing & Collection Options
- Who To Bill For COBRA Coverage
- Who Can Pay For COBRA Coverage
- Internal Billing & Collection Options
- External Billing & Collection Options
COBRA's Premium Payment Issues
- Defining Timely Payment
- Determining If Timely Payment Was Made
- Partial Payments & Bounced Checks
- Suggested Procedure For Late And Partial Payments & Bounced Checks
- Charging For Employer-Subsidized Or Alternative Coverages
Events Terminating COBRA Coverage
- An Overview Of The Rules Governing Terminating COBRA Coverage
- Events Terminating COBRA Coverage
- Natural Expiration Of COBRA Continuation Period
- Termination Of COBRA Because Of Employer's Cessation Of Health Plan Sponsorship
- Termination Of COBRA For Failure To Pay Premiums
- Termination Of COBRA Because Of Other Group Health Plan Coverage Or Medicare Entitlement
- Termination Of Extended Disability COBRA Coverage Because Of Cessation Of Disabled Status
- Notice of Unavailability of COBRA Coverage
- Procedures For Terminating COBRA Coverage
Other Rules & Requirementes
- Conversion Issues On Termination Of COBRA Coverage
- Region-Specific HMO Issues
- Stop-Loss Carrier And Insurance Company Issues With Terminating COBRA Coverage
- Coordination Of Administrative Resources
- State COBRA Rules
- Conversion Coverage Rules
- Expansion Of COBRA’s Loss of Coverage Definition
- Deductibles, Limits, Split Family Units
Employer Safeguards
- Summary Plan Descriptions
- Employer And QB Notification To The Plan Administrator
- Determining The Start Of The Election Period
- Issues To Consider For Determining The Start Of The Election Period
- Responses To Provider Inquiries Concerning Qualified Beneficiaries
- Handling Coverage During The 60 Day Election Period
- Suggested Procedure For Handling Coverage During the Election & Payment Periods
- Providing More Than The Required COBRA Coverage
- Aggressively Identify QEs
- Exit Interview Notices And Delivery Systems
- Keep The Envelopes, Use The Postmarks
- Affirmative Rejections / Waivers
- Implement "Use Equals Election" Rules
Medicare
- Medicare Basics
- Medicare: Entitlement vs. Eligibility
- Suggested Procedure For Determining Medicare Entitlement
- Medicare As An Initial QE
- Medicare As A Multiple QE
Open Enrollment
- Open Enrollment Rights
- Plan Changes And Their Effect On QBs
- Open Enrollment Changes By Active Employees Suggesting Possible QEs
Mergers & Acquisitions
- Mergers, Acquisitions, And Plan Terminations
COBRA And The Family And Medical Leave Act
- COBRA & The Family And Medical Leave Act
Alternative Coverage Rules
- Defining Alternative Coverage
- Alternative Coverage: Consecutive Coverage Method
- Alternative Coverage: Concurrent Coverage Method
- Alternative Coverage: Choice Method
- Selecting An Alternative Coverage Method
- Implementing The Selected Alternative Coverage Method
USERRA
- Introduction
- Protected Individuals
- Exceptions To The Five-Year Limit
- Employee Notice Of Service
- Nondiscrimination
- Reemployment Rights
- Time Limits For Reporting Back To Work
- Re-Employment Not Required
- Failure To Timely Report
- Required Documentation
- Job Reinstatement Criteria
- Disability Related To Service
- Undue Hardship
- Employee Discharge
- USERRA And FMLA
- Health Care
- Interaction With COBRA
- Election Notice
- Health Care Premiums
- USERRA Extends Beyond 18 Months Of Continuation Coverage
