Benefits Buzz

Proposed Modifications to COBRA Notices

Posted on May 16th, 2014

As a trusted benefits administrator, Flexible Benefit Service Corporation (Flex) wants to keep you informed on the following:

Federal regulators have recently indicated that they don’t feel the current COBRA notices provide enough information about the Exchanges and the options that COBRA beneficiaries have in the Individual Marketplace. As a result, the Department of Labor (DOL) recently issued proposed guidance that would require additional modifications to COBRA election notices that must be provided to qualified beneficiaries within 14 days after the plan administrator receives the notice of a qualifying event (e.g. termination of employment). COBRA general notices, which must be provided within the first 90 days of coverage, also require modifications.

The new revised notices would provide more details about special enrollment periods in the Individual Marketplace and other details as it relates to Exchanges. 

Model templates of the updated notices are now available at the DOL website.

Check back to this blog for updates. If you are an employer who is tired of the strict legal requirements surrounding in-house COBRA administration, click here to learn about FlexCOBRA®. Our quality services keep you in compliance with the latest government requirements.

Join our mailing list or click here to stay updated on the latest healthcare reform and employee benefit news with Flex.

The materials contained within this communication are provided for informational purposes only and do not constitute legal or tax advice. 

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