The Federal law known as COBRA requires sponsors of group health plans with 20 or more employees to allow employees and their dependents the opportunity to continue their group health insurance in certain circumstances.

Since COBRA is an employer-based law (as opposed to an insurance-carrier based law), COBRA also requires employers to become COBRA administration experts. 

To effectively administer COBRA the employer should, at a minimum:

• Provide up-to-date COBRA Notices when applicable.
• Maintain proper COBRA documentation, including copies of COBRA notices, proof of mailing, etc.
• Keep a written copy of your company’s COBRA procedures.  This document should outline the COBRA “basics”, including an outline of COBRA law, copies of COBRA notices, the name of the individual responsible for the company’s administration of COBRA duties, etc.
• Track election timeframes and eligibility.

CobraAid specializes in helping employers with in-house COBRA administration.  Our COBRA software, up-to-date notices, and e-mail support for your COBRA questions are all designed to help your company get COBRA compliant.

For more information, visit the Department of Labor website to review the latest COBRA regulations:

http://www.dol.gov/ebsa/regs/fedreg/final/2004011796.htm

For more information about CobraAid's COBRA Compliance Program:

Employers Click Here

Brokers Click Here.

For a Free COBRA Employers Guide, CLICK HERE.

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*COBRA is a Federal law that requires certain employers to offer ex-employees and their dependents the opportunity to continue their coverage under the company’s group health plan. To request a free copy of COBRA’s latest regulations (2004) in PDF version, send your request to service@cobraaid.com