2340 Detroit Ave, 3rd Floor Maumee, OH 43537 | Phone: 419-535-5502

Best Practices for Initial COBRA Notices | Ohio Benefit Advisors

The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) requires group health plans to provide notices to covered employees and their families explaining their COBRA rights when certain events occur. The initial notice, also referred to as the general notice, communicates general COBRA rights and obligations to each covered employee (and his or her spouse) … Continued

Get the Facts on COBRA Coverage – Who, When and How Long? | Ohio Employee Benefits

As we mentioned in the first edition of this mini-series on the Federal Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), “marketplaces” or “exchanges” created by the Patient Protection and Affordable Care Act (ACA) did not make COBRA obsolete. Rather, COBRA is still going strong. And while the general rule of COBRA is not necessarily … Continued

DOL Increases Audits to Enforce ACA Compliance

Employers subject to COBRA can also be subject to a DOL audit of the documents, procedures and processes related to those benefits. As the DOL increases their quota for audits, employers prepare for the daunting task. Read full article here…

DOL Increases Audits to Enforce ACA Compliance

Employers subject to COBRA can also be subject to a DOL audit of the documents, procedures and processes related to those benefits. In March 2012, the IRS provided a plan for COBRA audits and published a guide on audit techniques for examiners to determine an employer’s COBRA compliance.

Fear of the DOL health plan audit

Perhaps you have heard that the DOL expressed its goal to audit all employee benefit plans by the end of 2015. A daunting task, yes, but most agree the task is logistically impossible. Are you prepared for a DOL audit? Are you prepared for the work that is involved and the fines for non-compliance?

DOL Begins Auditing Group Health Plans

Employers should consider taking a serious look at their group health plans, not only for compliance with the PPACA, but also with the long standing mandates for group health plans – ERISA, HIPAA, COBRA and others laws.

Compliance Recap for December 2013

December usually brings a number of releases from the regulatory agencies and 2013 has carried on that tradition. Read more on recent notices, W-2 reporting, marketplace extensions, and projected figures for 2015.

COBRA – Post PPACA

With the advent of the health marketplaces, why do we still have COBRA? Read more…

A Costly Mistake: Failing To Timely Offer COBRA Coverage

Sponsors of self-funded health plans often fail to offer COBRA coverage on a timely basis to employees who are placed on a leave of absence. This mistake can lead to a most unpleasant result the denial of stop-loss coverage.

Q3 Newsletter: Benefits and Employment Briefing

A quarterly Newsletter about Employee Benefits and Current Issues

Top