3 Common COBRA Errors to Avoid: The Shelby Report

Reduce COBRA Errors by Learning COBRA Coverage Requirements for Employers

From MyHRConcierge HR & Benefits News

COBRA (Consolidated Omnibus Budget Reconciliation Act) can be confusing. It can cost independent grocers over $300 per day in penalties if not administered correctly.

When You Need to Offer COBRA

If your business employs 20 or more employees and offers a group health plan, COBRA requires you to provide former employees and dependents with the opportunity to continue group health insurance coverage for a designated time.

COBRA Administration Common Errors

The independent grocers we work with often face these 3 common errors when administering COBRA. Read on to see how you can avoid these administration hazards.

  1. Not Understanding When to Offer COBRA

    Employers are often confused about when to offer COBRA (the Qualifying Event). Who should receive coverage? How long they are eligible for the benefit?

    COBRA requirements are triggered when a Qualifying Event occurs that ends the employee, spouse or dependent group health insurance coverage. Length of time an employer must offer extended coverage can vary based on the qualifying event and disability status.

    Click here to see COBRA’s 7 Qualifying Events Chart. You’ll see what the events are, who should receive coverage, and the length of the coverage.

  2. Failing to Send an Accurate & Timely COBRA Election Notice

    The complex COBRA process often requires the employer to send a variety of  notices. Complying with the COBRA Election Notice requirements challenges many independent grocers. Here’s an overview of how it works:

    – Employer notifies the group health plan of the Qualifying Event

    – The plan must send a COBRA Election Notice to the individuals entitled to coverage (employee, spouse, dependents)

    – Must be provided within 14 days of when the group health plan receives notification of a Qualifying Event

    – The Notices describe the recipients’ rights under COBRA such as, how to enroll in COBRA and payment requirements

    – The Employer is responsible if the group health plan does not send the required COBRA Election Notices

    Accurately providing information in the COBRA Election Notice can trip up even the most diligent employer. We suggest adhering to the Department of Labors’ model COBRA Election Notice to ensure you include the required information.  The DOL (Department of Labor) deems use its model election notice as good faith.

  3. Improperly Setting COBRA Premiums

    Many employers mistakenly believe they must continue their employer contribution for the group health plan for COBRA participants. They are often surprised to learn that whether to charge and how much to charge COBRA participants is at the discretion of the employer. BUT, it is very important that employers follow the law when setting COBRA premiums and payment requirements including:

    – The premium charged cannot exceed 102% of the cost of coverage

    – The premium charged must remain consistent for each 12-month premium period unless there is an increase in the plan premiums during that period.

    – If a qualified beneficiary receives the 11-month extension due to disability, the premiums for the additional 11 months can be increased to 150% of the cost of coverage.

COBRACompli – A Solution for COBRA Errors Compliance

MyHRConcierge offers our clients COBRACompli, a human resources solution that allows our clients to outsource their COBRA services and remain compliant with the law’s rules and regulations.

To learn more about how COBRACompli can help your business stay compliant and protect you against labor fines, contact Chris Cooley, co-founder of MyHRConcierge and SMB Benefits Advisors.

Cooley’s companies specialize in helping small to mid-sized grocers throughout the U.S. Chris can be reached at (855) 538-6947, ext. 108 or at ccooley@myhrconcierge.com.