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COBRA Insurance - COBRA Health Insurance and Cobra Administration

offers COBRA Insurance Administration Services. Liability is removed from the employer and all functions mandated by COBRA and CAL-COBRA law from initial notifications of eligibility to monthly billing and account maintenance are performed on the employer's behalf.

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COBRA Insurance - Consolidated Omnibus Reconciliation Act of 1985

Under Federal Law, COBRA Insurance allows an employee to continue core employee benefits under an employer-sponsored insurance program for specific durations dependent upon a qualifying event (termination, disability, divorce, etc...) The qualifying employee or their dependent may each make a separate election and may continue only the exact coverage they had in effect on the date the loss of coverage occurred. Employers are not required to contribute to the cost of continuing health insurance coverage but must meet specific notification requirements to eligible employees.

Typically benefits are extended for 18 months. AB 1401 allows for an additional 18 months extension if the recipient meets the Social Security Standard for disability. Under the extension, the electing employee or dependent must pay up to 102% of the premium the employer is charged for the coverage.

CAL COBRA is an extension of the COBRA law applicable to California-based small employer groups of 2 to 19 enrolled employees. CAL COBRA has three major distinctions from Federal COBRA. First, an employee with five or more years of service who is at least age 60 may continue their COBRA benefits to age 65 under CAL-COBRA. Second, the group health insurance carrier is responsible for COBRA administration for employers of this size and typically offer basic COBRA Insurance services. Finally, under Cal-COBRA the carrier may elect to charge a previous employee up to 110% of the premium charged for the coverage.

Typically benefits are extended for 18 months. AB 1401 allows for an additional 18 months extension if the recipient meets the Social Security Standard for disability. Under the extension, the electing employee or dependent must pay up to 110% of the premium the employer is charged for the coverage.

There are two options available to you to ensure your compliance. First, you can select our full-service option. Our full-service COBRA option is like having a COBRA Insurance compliance officer on your team. Everything is Internet-based including submission forms, reports, account maintenance and includes an updated on-line resource center with the latest rulings and legislation.

Alternatively, you can opt to self-administer your COBRA Insurance compliance and for a small fee, we will send you a CD-ROM with all you will need in order to do so. We will also update your CD-ROM regularly so you do not miss any new developments or legislation.

Be sure to discuss these services with your Account Executive while installing your group health insurance product.

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