February 5, 2016

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In This Issue
National Member Webinar on Navigating Commissions, Ethics, and Antitrust Laws
White House to Release Cadillac Tax Fix
New Guidance on the HIT/Expatriate Plans
House Fails to Override Presidential Veto; Holds Hearing on Prescription Prices
CMS: 79,000 Agents and Brokers Helped Enroll on HealthCare.gov
Webinar: Understanding the Pros and Cons of Cost Containment Strategies
Compliance Cornered: Coping with COBRA… and Employer Reporting!
It’s Time to Make your Hill Appointments for Capitol Conference
The ShiftShapers Podcast with David Saltzman
HUPAC Roundup
What We’re Reading
Tools
E-mail the Editor
Visit the NAHU Website
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Compliance Cornered: Coping with COBRA… and Employer Reporting!

Head over to the Compliance Cornered blog to check out our latest post: Coping with COBRA… and Employer Reporting! Employer reporting is hard enough! But, employer reporting when there has been a COBRA qualifying event revives images of coiled snakes striking out.

Final 2015 instructions for completing forms 1094-C and 1095-C changed some of the rules related to reporting COBRA offers of coverage.

Example for Termination at End of Month

Facts or Assumptions:

  • Employer offers insured plan
  • Coverage for lowest cost employee premium is $300
  • Offer of COBRA to employee who lost coverage as a result of termination on last day in February and former employee enrolled in coverage
  • Assumes MEC/MV coverage was also offered to former employee’s spouse and dependents as well as the former employee and only the former employee enrolled.

Example for Termination During Month

Facts or Assumptions:

  • Employer offers insured plan
  • Coverage for lowest cost employee premium is $300
  • Offer of COBRA to employee who lost coverage as a result of termination mid-February and former employee enrolled in coverage
  • Assumes MEC/MV coverage was also offered to former employee’s spouse and dependents as well as the former employee and only the former employee enrolled.


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