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COBRA

The COBRA provisions under ARRA - signed into law on February 17, 2009 and updated under the Temporary Extension Act(TEA) of 2010 demonstrate just how dynamic the rules and regulations are and the challenges they present to COBRA administrators.

The new rules if not applied correctly and in a timely manner can result in significant penalties.

eSource-HR will assist you with updating your COBRA policies and procedures so that your organization will remain compliant under the new, and continually changing regulations.

COBRA Administration Services:

  • Provide initial (at time of hire) COBRA and HIPAA notifications
  • Send COBRA letters to terminated employees and qualified dependents within proper notification period via appropriate mailing process
  • Communicate any rate, plan or regulatory change to COBRA participants
  • Provide warning and/or termination letters to COBRA participants who exhaust their benefit period
  • Maintain appropriate documentation regarding COBRA

Contact us for a customized COBRA Administration solution tailored to your business needs.

COBRA Overview

What does COBRA do?

COBRA provides certain former employees, retirees, spouses, former spouses, and dependent children the right to temporary continuation of health coverage at group rates. This coverage, however, is only available when coverage is lost due to certain specific events.

Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, since the employer usually pays a part of the premium for active employees while COBRA participants generally pay the entire premium themselves. It is ordinarily less expensive, though, than individual health coverage.

NOTE: Please visit this link to review the most recent changes to COBRA.
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