Every year, a large percentage of employers make a serious mistake when they change health plans. It’s not an intentional mistake – in fact, employers often don’t even realize what they’re doing until it’s too late. What is this costly mistake that leaves many an HR professional weeping with regret after the New Year? It is automatically changing COBRA administrators just because there’s a change in the health plan provider.
While it’s true that many insurance brokers have favorite recommended administrators, “favorites” are not a good reason to switch. There’s too much labor and record-keeping at stake.
To help you understand the gravity of the COBRA-jump decision, I offer an example you can all understand: banking. When was the last time you personally changed banks? When was the last time your business changed banks? Most of us avoid bank-hopping simply because it’s a huge hassle. Your bank has your payment history and if you need to balance your checkbook or prove that you made a payment six months ago, it’s tough to do when you frequently change banks. The same is true of COBRA.
Think about everything that your team puts into COBRA administration system set up. It’s a little like setting up online banking. If you use a COBRA software, you have to enter the COBRA-applicable plans, the participants, and all other related data. Why start from scratch if it’s not needed?
Now, take a moment to think about your record-keeping. Every time you change COBRA administrators, you interrupt the chain of proof, and that could cost you big time in a COBRA dispute. If you need to establish proof that a notice was sent appropriately, and your record-keeping is spread across three different systems, it could be challenging.
So, as you reevaluate your health plans and make open enrollment decisions, give COBRA administration the due diligence it warrants.
- Consider your current COBRA administrator’s services. Are you satisfied? Do they take care of notices, record-keeping and secure premium collection? Is there any real reason to change vendors?
- Clearly communicate with your broker. Make sure your broker knows your intentions with regard to COBRA administration. Don’t let your broker make assumptions about how you want to proceed.
- If you are a broker, help your employer clients objectively evaluate the pros and cons of switching COBRA administrators. Realize that this is a big decision that should not be taken lightly.
- Beware of “free” offers. As you’ve probably discovered, free never really means free. If a carrier offers free COBRA administration, ask about the length of the free offer. Is it free next year and for the three years after that? Will the carrier provide free labor to accommodate the new program set up? Will the carrier provide free transfer and storage for all your COBRA data for the past seven years? How will they assist you if a dispute arises that requires proof of notification from two years ago?
In life, there are a lot of opportunities to try new things on a whim – new restaurants, new vacation venues and even new paint colors are fun. However, there are other things that require careful consideration because mistakes are painful and long lasting. COBRA administration is one of those things. Don’t change COBRA administrators or COBRA software on a whim. Think about what’s involved and give the decision the due diligence is deserves.
For more on REASONS TO SWITCH and REASONS TO STAY with your COBRA administrator, download our free report, “Is it Time to Break Up with Your COBRA Administrator?”
With Healthcare Reform in flux, it's a confusing time for employers and healthcare brokers. However, one thing that's not confusing is the future of COBRA administration. Regardless of the Healthcare Reform outcome, COBRA compliance will continue to be a requirement. To help you separate fact from fiction, we've tackled three common COBRA administration myths below:
MYTH #1: COBRA is no longer required if Healthcare Reform goes forward.
This one is pure fiction. The health reform law did not eliminate or change the COBRA rules. There’s also a belief that since there will be no pre-existing condition exclusions for all health plans beginning in 2014 and everyone will be required to have health insurance, nobody will need COBRA. This is a dangerous assumption since reform did not eliminate the employer-based system of health coverage.
As long as there is employer-based coverage, the need for COBRA administration will continue. In fact, the IRS just published new COBRA audit guidelines in March 2012, further affirming that the IRS and DOL are not backing down on COBRA. The new guidelines crack down on COBRA violations and foreshadow increased audits.
Myth #2: Insurance exchanges are the only option under Healthcare Reform.
Also not true. Health insurance exchanges are one option. Variations will still exist among employer-provided plans. Individual coverage, even through insurance exchanges, is likely to be more expensive and may not be as comprehensive as employer-provided group coverage. Therefore, for unemployed individuals, employment-based coverage through COBRA may be the more desirable option.
Myth #3: Exchanges will alleviate employers' COBRA responsibilities.
False! In fact, exchanges will likely create more of a burden for employers because they will have to make sure COBRA programs meet the minimum essential coverage requirement – or face a monthly penalty. The employer penalty is effective January 1, 2014 and applies to employers with 50 or more full time employees with part time employees counted on a fractional basis.
Specifically, the plan must be “affordable” and provide “minimum value.” The plan will not be affordable or provide minimum value if the individual’s required contribution toward the plan premium for self only coverage exceeds 9.5 percent of their household income OR the plan pays for less than 60 percent, on average, of covered health expenses. The employer will still be required to provide all appropriate notices of these provisions.
Also, employers may not impose cost sharing in amounts greater than the current out-of-pocket limits for high deductible health plans ($6,250 for individuals, $12,500 for families in 2013) and they may not impose a waiting period longer than 90 days for healthcare coverage. If the employer’s existing COBRA plan does not match these requirements, they will need to adjust accordingly. This will especially impact employers with high turnover and longer eligibility waiting periods.
The Supreme Court case ruling on PPACA is expected in June. Regardless of the result, employers will need to be ready to maintain COBRA compliance. For more helpful COBRA administration tips, subscribe to our monthly e-newsletter COBRATalk.
Test your COBRA compliance knowledge: Are you required to offer COBRA for your vision plan? What about life insurance? Get the low-down on COBRA Compliance requirements here.
Since the IRS installed their revised audit guidelines for COBRA compliance in March 2012, you’ve had even more incentive to keep up on the laws and requirements. When you add in the ramifications of new health care legislation, it’s not surprising that employers have plenty of confusion and questions about COBRA laws. Test your knowledge about what COBRA covers with the questions below.
1. Which types of plans does COBRA qualify?
When COBRA was passed by Congress in 1986, only medical plans qualified. In 1996, dental plans were added, and in 2001 the qualifying plan definition was expanded to “health care,” which covers diagnosis, treatment and cures. This significantly broadened COBRA’s applicability to other types of plans such as flexible spending, wellness and cancer care.
According to the Department of Labor, COBRA applies to all private sector group health plans maintained by employers who have at least 20 employees on more than 50% of their typical business days. COBRA also applies to plans sponsored by state and local governments, but the law doesn’t apply to plans sponsored by the federal government.
2. What benefits are covered under COBRA?
The Department of Labor stipulates that a qualified beneficiary under COBRA must receive the same benefits, choices and services that a similarly situated participant or beneficiary is currently receiving under your health plan. This is usually the same coverage that the qualified beneficiary had immediately before the qualifying event.
3. What exactly is covered under medical care?
For purposes of COBRA, “medical care" includes:
- Inpatient and outpatient hospital care
- Physician care
- Surgery and other major medical benefits
- Prescription drugs
- Dental and vision care
Life insurance and disability benefits are not considered "medical care” and COBRA does not cover plans that provide only life insurance or disability benefits.
Those with cancer or other preexisting conditions are generally covered under COBRA, assisted by HIPAA laws, and as long as they meet certain criteria, they should be able to buy individual health insurance that will cover their cancer care costs immediately.
4. How does COBRA affect my employees’ flexible spending accounts (FSA)?
An employee may be able to sign up to extend their FSA benefits under COBRA coverage, which also applies to money in their flexible spending accounts. They are also not required to use COBRA for health insurance to have COBRA coverage for their flex plan.
5. What about voluntary plans?
This is a tricky one. Although, under Labor Reg. § 2510.3-1(j), ERISA normally does not apply to a program where there is insufficient involvement—including the absence of contributions—on the part of the relevant employer or employee organization, the final regulations provide that COBRA would apply to a plan even though the employer or employee organization makes no contributions to the arrangement if coverage under the plan would not be available at the same cost to the individual but for the individual's employment-related nexus to the employer or employee organization. Treas. Reg § 54.4980B-2, Q & A 1(a). So, with that with that in mind, do not assume that COBRA does not apply to voluntary benefits.
6. How does COBRA apply to our wellness program?
With no significant federal focus on the COBRA implications of wellness programs to date, this issue can get dicey. There are a number of factors, agencies and triggers that can come into play depending on your situation, and the interaction of wellness programs, ERISA (the Employee Retirement Income Security Act of 1974), COBRA, Medicare Part D, and HIPAA guidelines is sadly not well-defined.
In general, to the extent your wellness program provides medical care (many contemporary programs do), it is subject to COBRA. In theory at least, a COBRA beneficiary would have the right to pay for continuation coverage under the wellness program (health screenings, smoking cessation program, etc.). A fairly thorough primer on guidelines pertaining to wellness programs can be found here:
http://www.lockton.com/Resource_/InsightPublication/1261/Wellness_20Programs_111309.pdf
Navigating COBRA laws is a daunting but necessary part of controlling your health care costs, your COBRA administration, and your bottom line. By surrounding yourself with knowledgeable HR, health care and legal professionals and available information, you’ll be able to make COBRA administration decisions that make sense for your organization. For more COBRA compliance information, consult the Department of Labor website at: http://www.dol.gov/ebsa/publications/cobraemployer.html
For another great COBRA administration tool, download our free report "Fight the Bite of COBRA FRAUD." This report makes you ask "Are my COBRA participants REALLY eligible for COBRA?" Managing COBRA eligibility requirements can be tricky and this free report gives you insight on how to manage ineligible COBRA dependents. Get your free report now!
In March of 2012, the Internal Revenue Service (IRS) published revised audit guidelines for COBRA compliance. The revised COBRA guidelines are intended to encompass laws enacted over the last decade that overlap with COBRA administration such as the Family and Medical Leave Act (FMLA) and the Health Insurance Portability and Accountability Act (HIPAA).
Employers’ healthcare requirements may be changing, but COBRA administration requirements remain intact. In fact, with these new COBRA guidelines in place, employers may see that future audits are more rigorous and extensive than those in the past. Employers with 20+ employees who offer employer-provided group health plans are still required to provide appropriate COBRA notices and election opportunities to those who would otherwise lose their coverage due to qualifying events.
The new guidelines summarize employers’ COBRA obligations as well as the penalties for non-compliance. Below are a few of the highlights – this is a summary only, so please read the COBRA guidelines and consult your attorney for complete information.
Documents that employers should have ready in case of COBRA audit include:
- COBRA compliance procedures manual
- COBRA form letters and notices
- Internal COBRA audit procedures
- Group healthcare plan documents
- Documentation of any past or pending COBRA violation lawsuits
According to the new COBRA guidelines, future COBRA audits may include review of:
- Personnel records to confirm dates of qualifying events and the coordinating notices sent
- Unemployment records to verify if unemployment benefits were granted in cases where a former employee was deemed ineligible for COBRA benefits because of a “gross misconduct” termination
- Participant data between one year’s plan ending date and the next plan year’s beginning date, to check for participants who dropped off and to verify they received appropriate election notices
- State and federal tax returns
Excise Taxes That May Be Assessed for Failure to Follow COBRA Rules
The IRS is authorized to assess excise taxes for failure to follow COBRA rules. While there are some stipulations and special rules, the general formula for calculating the COBRA excise tax is:
# of days in non-compliance X # of qualified beneficiaries for which failure occurred X $100
So, for example, if the non-compliance period was 540 days (roughly 18 months) and two qualified beneficiaries were impacted, the COBRA excise tax could be $108,000. If a COBRA failure is discovered during an IRS audit, the IRS may impose a maximum COBRA excise tax for failures in any one taxable year of up to $500,000, or, if less, 10% of the employer's total expenditures on the group health plan.
In addition to the excise tax, each qualified beneficiary who is impacted by a COBRA notice violation can recover civil penalties of up to $110 per day, in addition to attorney fees. They may also recover lost benefits or be reinstate to the plan retroactively.
Prepare Now
A COBRA audit has the potential to take a big bite out of many employers’ profits. Employers should shore up COBRA administration practices now, so that they’re ready if and when the IRS or U.S. Department of Labor arrives.
- Review plan documentation against the updated COBRA requirements to ensure procedures and notices are current.
- Keep all the documents listed above in an accessible location.
- Audit COBRA procedures and triggers for sending notices.
- Make sure COBRA premium charges are accurate.
Finally, if you don’t have time to really manage COBRA compliance internally, considering outsourcing COBRA administration and getting an expert involved. The cost of non-compliance is too high to take chances.
Instant messaging, also known as IM, has become prevalent at work, and is fast becoming a management and HR issue. In fact, a report issued by Radicati.com, states that in 2011 there were nearly 2.6 billion IM accounts worldwide and that number is expected to grow to over 3.8 billion by the end of 2015. According to Radicati, that’s a growth rate of 11% per year. IM isn’t necessarily bad or disruptive for businesses IF it’s used correctly and for the right purposes.
IM Workplace Benefits:
- It’s the electronic equivalent of slipping a note under the door during a meeting – it allows co-workers to discreetly multi-task
- It’s a fast means to communicate both internally and with customers
- It’s relatively inexpensive compared to other forms of electronic communication
From the HR perspective, IM is considered electronic communication just like email and other electronic communications. It carries the same responsibilities as other types of company communication.
Does your company have a policy for IM usage? Remember, IM is not email and should be specifically outlined in your electronic usage policy.
Before you put a policy in place, find out the following:
- Does your IT department have IM tracking set up?
- How often are employees using IM?
- Do certain departments or employees use it more than others?
- Are any non-company sponsored IM systems in use by employees?
- What does your electronic communication policy say about IM?
Once you get a good baseline of IM use and monitoring within your company, make sure your IM usage policy is sufficient. Use legal counsel to make sure that all your any potential liability issues are covered.
Remember, like email, IM communication logs can be discovered and used by a claimant if a lawsuit is filed against your company. Make sure your IM policy addresses the following:
- The company has the right to monitor IM
- The company has the accessibility to monitor IM
- Disciplinary procedures, including termination can and will follow if the IM usage agreement is not followed
The policy needs to be read and signed, accepted and returned by each employee.
As with any HR agreement, it needs to be reviewed and approved by legal counsel and it should be sent out to employees annually for review and signature. Also, make sure that all new hires receive, review and sign the policy.
Click here to get a sample IM policy a look at for ideas.
Like all electronic communication, IM has both pros and cons and can be effective and productive for a business if used correctly and monitored, so don’t avoid it if it’s useful for your business model, but make sure that you have proper protocol and usage policies in place to protect your employees, your customers, and your company.
For great COBRA info. subscribe to our free monthly e-newsletter CobraTalk. Keep yourself informed with helpful COBRA tips and advice!
It’s the day no business owner or HR professional wants to think about … the day the company closes its doors forever. As you can imagine, this situation is fraught with complicated operational details … one of which could be COBRA.
Do you know what to do in this situation? Test your COBRA compliance savvy below:
#1: 90 days before closing your doors, what do you need to do to achieve COBRA compliance?
A. Nothing.
B. Establish a schedule of key dates so you can make insurance and COBRA decisions.
C. Tell the COBRA administrator to send out COBRA notifications ASAP so you’re in compliance with the 60-day COBRA notice period.
If you answered “B,” you are correct. I’ll explain why “C” in incorrect in a moment, but first, take a stab at this question.
#2: When a company goes out of business, are the employees eligible for federal COBRA?
A. Yes. Their jobs will be terminated, which is a qualifying event, so they are eligible for 18 months of COBRA.
B. No. If a company closes its doors, the health plan ceases to exist. If the health plan ceases to exist, no COBRA is available to the laid off workers.
C. Yes, but COBRA is only available through the date that the health plan is paid. The time period might be much shorter than 18 months.
Surprisingly, “B” and “C” are the correct COBRA compliance answers. COBRA only exists if the health plan exists. So, the length of COBRA availability depends entirely upon the business’ timeline and approach to ceasing operations.
If a company is restructuring or filing bankruptcy, the health plan may stay intact for some time, and COBRA may be available for that period. However, if the business closes its doors immediately, the health plan often ends immediately. COBRA is only available through the date the health plan premium is paid. If the company failed to pay its carrier bill in the months leading to the shutdown, the COBRA date dies along with the plan retroactively.
Now, back to the first question … Why shouldn’t the COBRA administrator send out COBRA notifications immediately?
Because …
- COBRA may not be available at all.
- If COBRA is available, you need to know how long the plan will continue before sending an offer letter so the newly unemployed understand exactly what their continuation rights are (or are not).
In fact, instead of just an offer letter, it may be more appropriate to send a COBRA election notice indicating the time involved with the end of the plan and a notice of unavailability, letting laid-off workers know that they will not have access to COBRA when the plan ends.
To sum things up, follow these steps for COBRA compliance if your business is closing:
- Understand that closing decisions and timelines will have a huge impact on the dislocated employees’ access to COBRA.
- Don’t mail anything until you have a clear picture of the situation.
- Answer these questions:
- Will everyone be laid off at once or will it be a gradual process?
- For how long will the health plan be maintained?
- Is it a restructure or a bankruptcy?
- Call the carrier to confirm the health plan’s paid through date.
- Arrange a meeting or conference call between the employer, any legal counsel, the COBRA administrator, and the carrier to reach agreement about the proper notification process. If the closure involves a bankruptcy or formal restructure, and depending on the company’s size, there could be special COBRA notification requirements and a bankruptcy judge involved. The company’s legal counsel should advise on this matter.
- When the facts are clear, the COBRA administrator should promptly send impacted workers and COBRA participants the appropriate COBRA notifications. These could include:
- A standard offer letter, notifying them of the appropriate COBRA timeline associated with their COBRA eligibility.
- An amended offer letter, notifying them of a shortened COBRA period of eligibility.
- A notice of unavailability letter, notifying them that they have no access to COBRA either due to the end of the plan now or at a future date.
Do you have other COBRA compliance questions? Visit our library of free employer reports, register for COBRA training, or subscribe to our COBRA newsletter, COBRATalk.
Which is most advantageous – an HRA or an HSA?
It depends on who you ask. One person I know has a high deductible plan with a $2,500 HRA funded by the employer. As a participant, she loves the plan. The premium is moderate because of the high deductible, but because of the way the plan is structured, she never feels any high-deductible pain. The carrier administers the HRA plan and transfers money from it as needed to cover copays and deductibles. The participant rarely pays anything out of pocket. It’s a win-win. The money belongs to the employer but it’s available to the employee for this specific purpose.
But what happens if she terminates and elects COBRA?
COBRA applies to the HRA itself. The employer still has to fund the HRA. And, the next year, if she remains on COBRA, the employer has to fund the HRA again – even though this person is no longer an employee. In this case, the amount funded is $2,500, which is a lot of extra money to put out for someone who isn’t an employee. The HRA funds still belong to the employer. The COBRA participant can’t take the money and use it elsewhere. If the money isn’t used, it benefits the employer. So, from the COBRA administration side of things, HRAs are a bit complicated to track.
What if this same plan used a Health Savings Account (HSA) instead of a Health Reimbursement Account (HRA)? From the plan participant angle, many of the same great advantages can exist with an HSA. Depending on how the plan was set up, the employee may have to submit receipts for reimbursement or use an HSA debit card rather than having the carrier oversee all the copay and deductible reimbursements. The true difference appears if and when the employee terminates and elects COBRA.
When an employee with an HSA terminates, there is no right to COBRA on the HSA itself. The money in the HSA fund at the time of terminiation is hers to keep. The employer has no control over it and does not get it back if it goes unused. On the other hand, the employer does not have to fund it once the person is no longer an employee. If a year goes by and the participant remains on COBRA under the health plan, there’s no HSA to fund or administer. So, from the COBRA administration viewpoint, HSAs are a much simpler option.
Have other COBRA administration questions?
Register for a COBRASchool COBRA training course and subscribe to our COBRA newsletter, COBRATalk.
On March 6, Forbes posted an article suggesting that employees across the nation are making up to 30% less than they should be, by not taking full advantage of the employee benefit plans available to them.
It seems that many employees renew their benefits year after year, without conducting a comprehensive analysis of the pros and cons of each plan. These employee don't realize that they're coming to work each day with a 30% raise waiting in the wings.
This is an old familiar story, but I think it applies to employers just as often as it applies to employees. How many times have you gotten busy and renewed your company's employee benefits plan - relying solely on the advice of one broker? How about your COBRA administration plan? When was the last time you had a comprehensive review of the benefits available with your current COBRA administrator compared to the other choices available? Have you ever asked your broker to provide more than one COBRA administration option?
What if 30% more profit is waiting in the wings for YOU?
Here are four tips to make sure YOUR COMPANY gets all that it deserves:
- Maximize your CORE benefits. Review your health coverage and your COBRA administration practices every year. If you're like most companies, you've probably raised deductibles and squeezed plan benefits over the years to control costs. Always assume you can do better.
- Retain top talent by communicating about benefits. Don't let your employees work for 30% less than they have coming. Spread the word and help them take advantage of what's available. They'll be happier, and more loyal, and you'll have less turnover.
- Take advantage of the extra perks available through your health insurance carriers and COBRA administrator. For example, our clients have access to free COBRA training, a COBRA e-newsletter with COBRA tips and advice, and participant support is part of most plans. They also enjoy assistance with setting up data feeds and reporting. You don't always have to do it yourself.
- Think beyond price. With health insurance and COBRA administration, labor is a huge consideration. Does the plan or program structure free your HR team to focus on core HR issues, or will it bog them down and drain their productivity? If you're looking at COBRA administration, consider the ease of sending notices, collecting premiums, reporting data, and managing participants as well as retirees.
There are many ways to eek out more profit, but many involve doing more with less. This profit plan is about GETTING MORE from your existing programs. All you have to do is ask questions, raise awareness and explore your options.
Would you like to triple your COBRA administration ROI? Discover how three companies saved more than 300% with our case study report.
Earlier this week, in my post "Five HR Issues That Could Be 2012 Game-Changers for Your Company," the issue of social media was prevalent. Social media impacts corporate recruiting and corporate image, so there's no doubt that it warrants some attention from HR professionals - but does it warrant an HR policy?
On the relaxed side of the HR fence, there are those that say "NO." Social media is just one more point of client interaction. If an employee exercises bad judgment and talks inappropriately over the phone, he will be subject to disciplinary action - policy or no policy. Likewise, if he goes online and posts inappropriate comments, why doesn't the same protocol apply?
There are others, on the buttoned-down side of the HR fence, who say an HR policy is crucial. The difference between phone and social media interactions is that one primarily occurs at work, while the other could occur at any time. Furthermore, phone conversations are over in an instant and social media posts can go viral! Social media has too much inherent risk to risk not having a social media policy.
To assist (or further complicate) the question, the National Labor Relations Board issued some social media policy guidance on January 25, 2012. Among other things the report emphasizes two main points:
- Employer policies should not be so sweeping that they prohibit the kinds of activity protected by federal labor law, such as the discussion of wages or working conditions among employees.
- An employee’s comments on social media are generally not protected if they are mere gripes not made in relation to group activity among employees.
More confused? Me too, I think this HR policy stuff is worse than COBRA administration! Fortunately, there's help available including a new webinar from Bloomberg BNA on March 21, 2012, Social Media & the NLRA: What Every Employer Needs to Know.
While your HR team is getting up to date on the latest training, don't neglect COBRA administration! Our new and very popular COBRASchool offers a variety of COBRA training courses every week for HR professionals and employers. And YES, for a limited time, they are FREE. And, for a monthly fill-up of COBRA tips, subscribe to our free e-newsletter, COBRATalk.
Human resources isn’t what it used to be. Tasks such as payroll, benefits, recruiting and COBRA administration continue, but in addition, HR professionals have a host of new HR issues demanding their expertise. Below is a list of a few potential game-changers for 2012.
- Employee engagement: The great recession has created the need for great employee patience. Many have gone years without raises, while paying more for their benefits. Now that the outlook is improving, employees expect their employers to pony up some raises. Employers will need to proactively communicate to manage expectations, while getting creative with employee engagement strategies. Figure this out now … before you lose top talent.
- Use of social media and texting at work: Social media and texting can be good and bad for business. Proactive companies specify how and when these tools are to be used, and monitor them judiciously. In addition to the efficiency ramifications, the corporate image effects can be paramount. Employees should have clear guidelines about who should post to social media sites and what kind of content is permissible. Don’t fall prey to the runaway image syndrome.
- Recruiting in the digital age: The recruiting game has changed. These days, applicants know everything about your company from online sources, and you may know just as much about them. Leverage your website and corporate social media sites to paint the intended picture, using videos, success stories, and blog articles so potential applicants gain an authentic understanding of your corporate culture. To attract the best people, the HR team must be marketing-savvy.
- Cyber liability: Today’s workforce is increasingly mobile, with many employees and contractors travelling and working from home offices. This means your corporate data is in more places, and more accessible to thieves. Make sure you have airtight policies and procedures in place. One breach has the potential to wipe-out an entire year of company profit!
- Doing more with less: This isn’t a new idea, but it will be essential for HR harmony in 2012. As you can see, HR professionals have a growing TO DO list of many issues that weren’t on the radar 10 years ago. Carefully delineate what should be managed in house and what can be outsourced. By outsourcing tasks that are highly methodical and systematic, you can free the HR team to focus on issues that impact corporate talent, brand and profitability.
Speaking of doing more with less, have you considered outsourcing COBRA administration? If so, make sure to download our free report, “In Search of ROO.” ROO stands for Return on Outsourcing – something every company can use!
For more Human Resource and COBRA administration tips and best practices, subscribe to our monthly e-newsletter, COBRATalk.