Cobra Administration

The Consolidated Omnibus Budget Reconciliation Act of 1989 (COBRA) and the Health Insurance Portability and Accountability Act of 1996 (HIPAA) require qualified employers to provide legally compliant notices and procedures. These regulations ensure that eligible staff gain the opportunity to continue health care and other benefits in the occurrence of a qualifying event.

Watch Your Step

In COBRA Administration, landmines are the regulatory details that could put a company into court facing large fines. Non-compliance is costly and detrimental to an employer. We offer Federal COBRA services to clients with mid-size companies and also offer full State Continuation services for groups with fewer than 20 employees.

COBRA law is defined by lawsuits. It's not uncommon for a lawsuit to cost millions of dollars just for missing one of the many COBRA deadlines. For many businesses, it can mean survival or failure. By outsourcing the administration of COBRA benefits you can assure that you and your employees can be protected and in full compliance with all COBRA laws and regulations, including the new American Rights and Recovery Act (ARRA) of 2009 and it's more recent extensions.

With eCOBRA Administration, employers stay in compliance with the laws and enjoy considerable cost savings over performing COBRA Administration in-house. eCOBRA service can help alleviate drains on a company's internal resources caused by COBRA administration and recordkeeping. The bottom line is that with eCOBRA, employees are protected and employers are in compliance with all laws and regulations. That's peace of mind.

Components of eCOBRA Administration Services

• Provide online COBRA activation requests for qualifying events at www.eCOBRA.com
• Notify employees and spouses of their continuation rights
• Issue payment coupons and collect COBRA premiums from participants
• Notify participants of premium changes
• Issue monthly premium payments to employer
• Late payment notices to participant -optional service at no charge
• Provide HIPAA certificates of creditable coverage - optional service at no charge
• Ensure employer notification of COBRA termination at appropriate expiration date
• Provide insurance conversion notifications when applicable
• Monitor COBRA participants for individuals who reach 65 and become ineligible for Continuation of COBRA rights
• Provide monthly reports of participant activity, benefits enrollment and terminations
• Provide knowledge of various State laws which may affect Federal COBRA regulations
• Provide Initial Notice of COBRA rights to all current employees.

Optional Services (additional fees may apply)

• Notify carriers of COBRA participant enrollments and terminations.