Do you:
• Use written notifications reviewed by ERISA attorneys to communicate with beneficiaries about COBRA rights?
• Send each employee, spouse, and dependent an initial COBRA notification when enrolled?
• Know which events trigger the right to COBRA continuation and which individuals are entitled to coverage?
• Know how to administer all new COBRA Medicare and disability extension rules?
• Know when administration fees may be increased to the maximum 150%?
• Grant mandated extensions of COBRA coverage to the appropriate beneficiaries within legal time limits?
• Know under which circumstances termination of COBRA coverage is lawfully permitted?
• Notify qualified beneficiaries of conversion options during the required timeframe?
• Keep detailed records of all COBRA-related events?
• Have methods in place to maintain continuity of historical files when the individual responsible for administering COBRA leaves your employment?
• Send each employee, spouse, and dependent an initial COBRA notification when enrolled?
• Know which events trigger the right to COBRA continuation and which individuals are entitled to coverage?
• Know how to administer all new COBRA Medicare and disability extension rules?
• Know when administration fees may be increased to the maximum 150%?
• Grant mandated extensions of COBRA coverage to the appropriate beneficiaries within legal time limits?
• Know under which circumstances termination of COBRA coverage is lawfully permitted?
• Notify qualified beneficiaries of conversion options during the required timeframe?
• Keep detailed records of all COBRA-related events?
• Have methods in place to maintain continuity of historical files when the individual responsible for administering COBRA leaves your employment?
If you answered NO to any of the above questions, you are exposed to the risk of lawsuits and penalties.