Cobra Compliance

Make sure your company stays in compliance. Contact Trish at Nevada Benefits for assistance. She can plan a visit at your place of business to review your Cobra letters and systems. These fines are real!

COBRA STIMULUS ASSISTANCE EXTENDED to March 31, 2010 and soon to be extended even longer to December 31, 2010.

COBRA is NOT an Insurance Law, it is an "EMPLOYER LAW" So at the end of the day, it will ALWAYS be the responsibility of the EMPLOYER.

Initial COBRA notifications - Requirement - it is the responsibility of the Employer or their cobra administrator to supply the laws of COBRA to all qualified members at the time they go on to benefits.

Is your company FEDERAL COBRA or NEVADA STATE Continuation? This is determined by your PREVIOUS years' taxes not CURRENT year.

What really defines INVOLUNTARY TERMINATION? There are 101 ways to determine if there was an involuntary termination or not. Let Nevada Benefits determine this for you.

NEVADA STATE CONTIUATION is not the responsibility of the employer, it is the responsibility of the EMPLOYEE

Do you know who your COBRA members are at ALL times? You should for reasons like did you know that new employees benefits are offered to COBRA members whether or not they are currently electing that benefit. It needs to be offered to them.

The FINE for not notifying a qualified beneficiary of cobra is $100 per day per member. For a family of 4, if you failed to inform them of their right to cobra within 14 days of termination of employment for would be fined $100 x 4 = $400 by how ever many days past 14 days. THIS ADDS UP QUICKLY

Website for COBRA information www.dol.gov/ebsa