COBRA: What is your employer’s responsibility?

SyncHR has partnered with BASIC HR Solutions to help you with your COBRA needs. It is BASIC’s policy to do all they can to make COBRA worry-free. However, there are certain steps you should be aware of that the employer is required to do:

  1. Notify COBRA Record-keeper of Initial Events (new additions to the health plan).
  2. Notify COBRA Record-keeper of Qualifying Events within 30 days of event.  The qualifying events are:
    1. Termination of Employment (voluntary or involuntary)
    2. Reduction of Work Hours
    3. Employee’s Death
    4. Divorce or Legal Separation
    5. Loss of Dependent Status
    6. Medicare Entitlement
    7. Bankruptcy of Employer
  3. Notify COBRA Record-keeper of Unavailability of COBRA Event
  4. Notify Insurance providers of additions and terminations
  5. Notify COBRA Record keeper of discrepancies in the monthly summary reports
  6. Notify COBRA Record keeper of insurance renewal rates and additions/changes of COBRA qualified benefits.

Let our COBRA experts help you avoid costly compliance pitfalls! Can you afford to leave your business vulnerable to penalties up to $100 per day per qualified beneficiary? Click Here for more information!

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