In the world of employee benefit plan administration and compliance, we often focus on what not to do. However, even in this highly regulated industry, plan sponsors have options when it comes to COBRA.
The COBRA Blog
No matter how long you work with COBRA, questions still arise. Here are four COBRA administration questions that caught our attention this month. Ready for a pop quiz? See if your team can answer these four questions correctly!
Warning: This article is technical, and it contains way too many acronyms. In fact, we had to engage our ERISA counsel, Amy Grace at ERISA Logic to make sure we got the facts straight. That said, it’s worth reading. This topic is one more example of unintended consequences. What started as a way to help employers save money on employee benefits, may ultimately result in some COBRA complications. Read on to get the details.
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COBRA can be denied in some cases for gross misconduct. Of course, sexual misconduct can be gross in that it is disgusting … and demeaning, insulting, terrifying, and awful. That said, does sexual misconduct in the workplace constitute “gross misconduct” allowing employers to deny the availability of COBRA coverage upon termination of employment? If so, what are the requirements and ramifications?
Tags: sexual misconduct
A sad and scary reality is sweeping our country. Drug addiction has skyrocketed. Drug overdoses are now the leading cause of death among Americans under the age of 50. According to the United States Department of Health and Human Services (HHS), in 2015, 12.5 million Americans misused prescription opioids, 828,000 people used heroin and 33,091 people died from overdosing on opioids. In late October of 2017, the Trump administration declared the opioid epidemic a public health emergency.
Tags: opioid epidemic
According to PwC's Deals mid-year review and outlook report, mergers and acquisitions in 2017 were steady with actual volume up 12% over 2016. With this kind of continuous activity, we thought it would be a good time to revisit the complexities of COBRA during mergers and acquisitions.
Group health plans sponsored by private-sector employers are required to maintain and distribute a Summary Plan Description (SPD). The SPD requirement does not apply to governmental and church sponsored plans, although many choose to provide an SPD.
COBRA administration is anything but routine. In this article, we examine a few interesting situations that deserve the label “COBRA Curveballs.” Batter up!
Tags: COBRA compliance
According to the CDC, marriage rates in the United States are increasing and divorce rates are decreasing. This is good news … unless you are a divorce attorney. It also has COBRA implications.