The 2004 Final COBRA regulations made a number of changes, including new COBRA notice requirements.

Employers are required to provide a COBRA Initial Notice within 90 days of the date an individual first become covered under the group health plan.

The COBRA Initial/General Notice must contain the following information:

• Name of Plan
• Information about who may become qualified beneficiaries.
• Types of Qualifying Events.
• Employer’s COBRA obligations.
• Employee’s COBRA responsibilities.
• Premium requirements.
• Maximum COBRA coverage period.

Generally, the notice should explain the need for all qualified beneficiaries to keep the plan administrator informed of their current address.  The notice should also state that the notice is general in nature and more information is available from the Summary Plan Description and the plan administrator.

It is estimated that as many as 90% of all U.S employers fail to properly provide the Initial COBRA notice.  If you company hasn’t sent this notice to all currently covered employees since the last notice update in 2004, you should do so immediately.

For more information about CobraAid's COBRA Compliance Program:

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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