Need COBRA help? COBRA is confusing even for people who work with it every day. Fortunately, COBRAGuard is here to help with an all-new COBRASchool webinar series!
To whet your appetite, below are two COBRA questions that every HR professional and business owner should be able to answer. Do you know the answers to these COBRA questions?
1. What are my basic responsibilities as an employer, if required to offer COBRA?
2. What record maintenance is required to be compliant with COBRA law?
If you can’t answer these questions with certainty, it might be time to enroll in COBRASchool and your timing is good because our COBRA training classes are free for a limited time!
While you’re waiting for your first course, the answers below will provide some quick COBRA tips. Also, make sure to visit our Frequently Asked Questions page for even more great COBRA guidelines.
Q: What are my basic responsibilities as an employer, if required to offer COBRA?
A: Employers are required to ensure all employees are aware of COBRA and its limitations. You must provide written notification to all covered employees and their dependents about COBRA. This notification of rights must be provided three times: (1) upon inception of coverage, (2) in the summary plan description, and (3) upon the occurrence of a qualifying event. In every circumstance, maintain records to prove that you’ve met these notice requirements and that you’re in compliance with the COBRA law.
Q: What record maintenance is required to be compliant with COBRA law?
A: Employers must demonstrate that they followed procedures that ensure compliance with the COBRA law. You’re required to establish:
1. Written policies or procedures that outline:
- How you notify new employees and dependents of their COBRA rights
- How you notify employees and/or dependents when a COBRA event occurs
2. Evidence that the written policies are followed, such a proof of mailing
Want to know more about COBRA guidelines and COBRA law?