COBRA Procedures Manual - Table Of Content

- TABLE OF CONTENTS -

Below are the covered topics for both our COBRA Training & Certification Program and our Procedures Manual. While each includes numerous tips, examples, and procedural recommendations, the way each is used is different.

For the Training & Certification Program, the content is presented as classroom learning where you complete one lesson, then are quizzed on the what you learn before moving on to the next lesson. The Manual is typically used as a reference material, and allows you to click through to related links (instead of having to use an index, like at the back of a traditional book), so essentially you can click on any topic at any time to see not only that content, but all related content on one page. Click here to order the Training & Certification Program or the Manual individually, or both for a discounted price.

Overview

• Issues with COBRA – Cost Issues And the Affordable Care Act
• What Is COBRA?
• Historical Costs
• Inception
• Updates
• Short-Term Update: The American Rescue Plan Act
• 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
• Coronavirus Related Deadline Extensions

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

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

Your COBRA training can be purchased as a Training & Certification Program ($799) or Manual ($799) only, or combined ($999). We also offer discounts for purchasing training for multiple employees or administrators.