July 2, 2024

COBRA and Employee Assistance Program (EAP) compliance can be frustrating and complex. Certain elements must be present for an EAP to be considered a COBRA-covered benefit. Plan sponsors should take care in determining which plans are subject to COBRA and comply accordingly.

December 20, 2023

Open enrollment is one of the busiest times of year for employee benefits professionals. It’s a stressful season that typically results in questions and complaints and comes with a high potential for both employer and employee mistakes.

August 24, 2023

The Consolidated Omnibus Budget Reconciliation Act 1985 (COBRA) requires plan administrators to provide certain disclosures to plan participants, other covered dependents, and those who lose their health plan coverage and attain the status of qualified beneficiaries. Failing to meet COBRA requirements can result in significant consequences for the employer who is the Plan Sponsor, including penalties as well as potential liability to pay extensive medical bills if COBRA enrollment opportunities are missed. 

One of the best ways an employer can ensure they are managing group health plan requirements appropriately and mitigating unnecessary risk and expenses is to know their notice responsibilities and to make sure they are met.

May 24, 2021 - Additional IRS Guidance Concerning Premium Assistance for COBRA Benefits  

On May 18, 2021, the IRS issued Notice 2021-31, which provides FAQs for further guidance on the American Rescue Plan Act of 2021 (ARPA) that was signed on March 11, 2021.

April 9, 2021

The American Rescue Plan Act of 2021 (ARPA), enacted on March 11, 2021, allows qualified beneficiaries to receive premium assistance if health coverage was lost because of involuntary termination of employment or a reduction in hours. This assistance is available for the coverage period beginning on April 1, 2021, and ending on September 30, 2021. Premium assistance is initially “advanced” by the plan sponsor or insurer and then recovered or reimbursed through a tax credit.

On March 11, 2021 President Biden signed the American Rescue Plan Act of 2021 (ARP), which provides financial relief to employers and employees affected by the COVID 19 pandemic. The legislation included several provisions affecting health benefits:

March 8, 2021 - On Friday, February 26, 2021, the Department of Labor (DOL) released EBSA Disaster Relief Notice 2021-01, which provides guidance on the duration of COVID-related relief and the National Emergency “Outbreak Period.”

February 17, 2021

Must an employer maintain health insurance benefits for an injured employee who is out on Workers' Compensation leave? When can the employee be placed on COBRA? The interaction of Workers' Compensation, FMLA, and COBRA all come into play in answering these questions. 

August 31, 2020

Plan renewal season is upon us and we’re still in the COVID-19 Outbreak Period (OP). The federal government has expanded COBRA election opportunities and employers should understand these provisions, especially if they are changing COBRA administrators or medical carriers as part of their benefit plan renewal process.

June 5, 2020

In response to questions we have received related to the benefit plans we administer, Chard Snyder has compiled these helpful resources to provide guidance for our partners. Answers include the most recent information shared by the U.S. government and its agencies regarding the impact of COVID-19 on these services.

May 13, 2020

Chard Snyder has created FAQs regarding COBRA deadline extensions for participants and health plan sponsors in response to a joint ruling issued by the DOL & IRS on April 28.

April 30, 2020

Recognizing the impact of the COVID-19 pandemic, the Department of Labor and the Department of the Treasury have issued Notice 2020-01, which extends certain time frames affecting a participant's right to elect continuation of group health coverage under COBRA, pay premiums for COBRA continuation coverage, submit claims for coverage, and dispute denials of claims for benefits. The guidance also extends the period of time that a group health plan sponsor or administrator has to provide a COBRA election notice.

February 27, 2020

In the world of healthcare benefits, Medicare and COBRA are two types of coverage that are extensive in their regulations and complicated to understand. How do they work together? Here are a few common myths that are debunked or verified to help in benefit plan design.

October 20, 2017

In order for a Flexible Spending Account to be eligible for COBRA continuation, there must be a positive balance at the time the employee experiences the qualifying event.