COBRA Compliance and Common Tripwires: Master the Fundamentals of Health Coverage Continuation Administration
Live Webinar: Wednesday, March 8, 2017
1:30 p.m. to 3:00 p.m. Eastern / 10:30 a.m. to 12:00 p.m. Pacific
As most employers covered by COBRA (and/or its state-law counterparts) know, the law allows terminated employees and their dependents to continue their current group health coverage, paying out of their own pocket, for a certain period of time.
While the law has been around for a while, its complexities make it a source of confusion and concern for employers:
- Does every employer need to offer federal COBRA continuation coverage to former employees? If not, when do exceptions apply?
- How long must an employee be enrolled in your group health plan before a “qualifying event” occurs that allows COBRA to kick in?
- How is the term “beneficiary” defined?
- What’s considered a “qualifying event”? And what happens when there’s more than one?
- What steps is HR responsible for when it comes to handling COBRA administration? And how far does that responsibility extend?
- What constitutes “gross misconduct” that terminates an employee’s right to COBRA?
- How does COBRA intersect with Medicare and retiree coverage?
Join us on March 8 when Trucker Huss attorneys Callan G. Carter and Jahiz Noel Agard offer expert guidance on COBRA fundamentals and many common misconceptions about your compliance requirements under the federal health coverage continuation law.
- Who’s entitled to COBRA benefits and when
- Which plans are subject to the COBRA law, including employee assistance programs (EAPs), wellness programs and health care flexible spending accounts
- Issues to consider regarding COBRA and retiree medical plans
- What constitutes a qualifying event
- Whether the employer is responsible to administer COBRA, or whether another entity may take it on
- What termination for “gross misconduct” constitutes, legally
- How to provide the general notice
- When and how the employer is responsible to notify the plan administrator of a termination or qualifying event
- How to provide the election notice
- What constitutes “continuation coverage”, and how long it runs for
- And much more!
Register now for this informative event featuring live Q&A, so you can learn precisely what COBRA entails, who qualifies, and how to provide employees with the information they need.
About Your Presenters:
Callan G. Carter, Esq.
Callan G. Carter, Special Counsel at Trucker & Huss, has extensive experience in the areas of health and welfare plans, qualified plans, and deferred compensation. She focuses her practice primarily on health and welfare plans, cafeteria plans, and the effects of healthcare reform. She advises clients on plan design, prepares required documents, and assists in compliance with applicable laws, including ERISA, HIPAA, IRC, USERRA, COBRA and the ACA (as well as state and local requirements). Ms. Carter advises clients on the complex application of non-discrimination rules, prohibited transactions, fiduciary issues, controlled group determinations, and benefits issues in mergers and acquisitions. She also negotiates services contracts on behalf of her clients with insurance companies and other health and welfare plan vendors.
Jahiz Noel Agard, Esq.
Jahiz Agard is an Associate at Trucker & Huss who concentrates his practice in the areas of health and welfare plans, qualified retirement plans, and executive deferred compensation plans. He assists clients in drafting plan documents, amendments, SPDs, and memoranda of understanding; preparing IRS submissions; reviewing qualified domestic relations orders (QDROs); resolving ERISA and Internal Revenue Code compliance issues; reviewing appeals to denied claims; reviewing service provider agreements; and addressing various litigation matters.