Tina Sadowski
Phone: 716-675-2100 ext.190
Email: [email protected]
The Consolidated Omnibus Budget Reconciliation Act of 1989 (COBRA), applicable State continuation laws and the Health Insurance Portability and Accountability Act of 1996 (HIPAA) require eligible employers to provide compliant notices and follow continuation procedures as mandated by these laws. They were designed to ensure that eligible employees and dependents have the opportunity to continue their health care and other benefits upon the occurrence of a qualifying event. A qualifying event is triggered if your hours of employment are reduced or your employment is terminated for any reason other than your gross misconduct. Other examples of qualifying events are: divorce, loss of coverage from a spouse’s employer, dependents reaching their limiting age etc..
What is COBRA?
Aebly & Associates can assist your company with the administrative processes necessary to fulfill your company’s COBRA responsibilities. We are equipped to distribute required notifications to qualified beneficiaries and track premium payment on your behalf. Our professionals will help you reduce your company’s COBRA liability by keeping you current with any changes and compliant with the existing COBRA laws.
- Provide initial (at time of hire) COBRA notifications
- Send COBRA letters to terminated employees and qualified dependents within proper notification periods via appropriate mailing process
- Process COBRA elections including notifications to carriers
- Provide payment coupons for COBRA participants
- Collect and disburse COBRA premiums
- Communicate any rate, plan or regulatory change to COBRA participants
- Provide warning and/or termination letters to COBRA participants who fail to make premium payments
- Provide warning and/or termination letters to COBRA participants who exhaust their benefit period
- Maintain appropriate documentation regarding COBRA
- Provide client with COBRA handbook and administration forms
Length of COBRA coverage:
Your COBRA coverage will last either 18 or 36 months depending on the qualifying event. For example, if there is a reduction in your employment hours, or if your employment ends, your coverage can remain in effect for up to 18 months. If you enroll in Medicare, get a divorce (or legally separate), or pass away, then the coverage can remain for up to 36 months. Your coverage may be terminated before the end of the maximum coverage period if you fail to pay your premium on time, become covered under another group health plan, enroll in Medicare, or if the employer ceases to provide any health coverage under the health plan. Additional State continuation laws can extend coverage periods due to certain qualifying events.
If you have any questions regarding COBRA Administration, Please contact Tina at 716-675-2100 extension 190, or you may fill out the contact form below for more information.