Overview:
The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires employers to allow employees to continue group health care coverage for 18 to 36 months following termination of employment or reduction in hours. Premiums are paid by the employee. However, administration of COBRA is not always as simple as one might expect. For example, family members of an employee are entitled to certain COBRA benefits. Some employees enjoy benefits for 18 months while others are entitled to 36 months of benefits.
This program will provide a clear overview of COBRA with pragmatic advice for administering it in your company.
Areas Covered in the Session:
- Overview of the COBRA
- Who is Covered By the COBRA
- State Mini-COBRA statutes
- Administration of COBRA
- Termination of COBRA benefits
Who Will Benefit:
- HR Directors
- Persons Administering COBRA Benefits
- Personnel involved in Labor and Employment matters
Kenneth A. Sprang is one of the founding partners of Washington International Business Counsel, LLP, in Washington, DC, a boutique firm serving businesses around the United States and abroad. Mr. Sprang counsels and represents both domestic and international clients in labor and employment and employee benefits matters, as well as a wide range of corporate, business and transactional matters.
Comments