Important Information regarding COBRA laws.
It is the employers responsibility to make sure the group is in compliance with State and Federal COBRA regulations

A group is subject to Federal COBRA regulations if they had 20 or more employees on more than 50 percent of its typical business days in the previous calendar year. Both full and part-time employees are counted to determine whether a plan is subject to COBRA. Each part-time employee counts as a fraction of an employee, with the fraction equal to the number of hours that the part-time employee worked divided by the hours an employee must work to be considered full-time.
For Federal COBRA groups, please make sure you give the member the COBRA information upon a qualifying event. When they wish to continue coverage you will need to set up premium collection with them and report the member to us as continuing under COBRA. We will reinstate their coverage on your group invoice. 

For more information on the Federal COBRA regulations and model notices, please follow this link to the Department of Labor.
Groups of 2 to 19 are subject to Cal-COBRA regulations.
For Cal-COBRA groups you will need to give us the terminating member's home address with the termination and we will send a COBRA election form. Once we receive a response we will set up individual premium collection directly with the member.
For questions on Cal-COBRA, follow this link to the California Department of Managed HealthCare.
Please use this page to communicate which COBRA regulations your group is subject to for a calendar year.

   







Which COBRA regulations apply to this group?



For which year does this apply?


Do you use a COBRA administrator?