These are uncertain times, and we may not know all the answers, but here is what we do know about how the Coronavirus outbreak is impacting all the alphabet soup programs.
Equal rights for COBRA participants at open enrollment
Active employees get information and time to make benefit elections at enrollment, COBRA participants are entitled to the same rights.
Moving at the speed of data: Electronic Data Transfer
This renewal season, we’re working to remove the redundancy of transmitting plan data. Here’s how.
Question of the month: Do I have to go on my new employer’s plan or can I stay on COBRA?
What if you like your COBRA coverage better than your new employers plan. Can you just stay put? It’s our question of the month.
Update: Telemedicine benefits need attention for COBRA compliance & beyond
Gina learned so much more about telemedicine benefits when she went to a recent TPA conference. Here’s our updated post with all her findings – and spoiler – the alphabet soup ramifications go way beyond COBRA notices.
Hold the phone: Do you have to include a telemedicine benefit in your COBRA notices?
Telemedicine benefits are increasingly popular, but are they COBRA eligible?
Mailing Initial COBRA Notices prevents future finger pointing
Making the effort to properly mail Initial COBRA Notices not only thwarts the “I didn’t know” defense, it can also stave off lawsuits and costly penalties. Here’s the scoop.
No yawning allowed: plan documents & SPDs are riveting…and required
While the topic may seem a bit of a snooze, ignoring plan document and SPD requirements in alphabet soup programs could be a wake up call in the form of potential penalties.
The muddy waters of COBRA and a global world
Our world is increasingly connected – domestic companies owned by global corporations, employees working in other countries. When an employee terminates, who gets COBRA? Find out.
Question of the month: Do I have to offer COBRA to an employee I fired for misconduct?
Our alphabet soup expert explains why you just may want to offer COBRA to an employee who may not deserve it.