Pearce
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I believe most states have insurance available in Risk Pools for people who have used all of the COBRA continuation coverage available to them. The coverage is guaranteed issue and there is no pre-ex since the person has been on COBRA coverage for …
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The taxability issue is actually an IRS issue. That is, if the common-law spouse cannot be claimed as a dependent on the employee's federal tax return then the value of the benefit would be taxable income (as with a domestic partner).
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You will need a plan document and an SPD. Sounds like you are currently doing a premium only plan for pre-tax premiums.
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Stop doing the research. Give him another copy of your Summary Plan Description for your 125 plan. It should clearly state when changes may be made.
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Your health plan (self insured) or health policy (fully insured) will have specific language stating the eligibility of employees while on leaves of absence and the duration that they may be covered as active employees.
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He'll stop calling when you tell him that you have no interest in the plan and you will instigate any further contact. Just say "no."
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There is no law that requires a plan to pick up coverage "immediately" after other coverage is lost. The law you are probably referring to is the HIPAA special enrollment rules which say that when coverage is lost (termination of employment would b…
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Page 11 of the Publication reads: "Coverage for dependents. Group term life insurance coverage paid by the employer for the spouse and dependents of an employee may be excludable from income as a de minimis fringe benefit (see page 6). The part o…
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Employee paid after tax dependent group term life insurance is excludable from income. See IRS Publication 15-B, Employer's Tax Guide to Fringe Benefits.
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Be aware that the 11 month extension is not automatic and the employee must be (unless your health plan is more generous than COBRA law) disabled according to the Social Security Administration at the time of the COBRA qualifying event or within 60 …
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Consider carefully your wording to your employees. If there is something you are not willing to administer then there is really no point in asking if your employees have an interest in the benefit.
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There are specific COBRA regulations related to Mergers and Aquisitions. It is highly likely that the purchasing company will have the obligation of picking up the ex-employee as a COBRA participant in their health plan.
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You can download the IRS Notice 98-12 "Deciding Whether to Elect COBRA Health Care Continuation coverage After Enactment of HIPAA" and provide it to your terminating employees or those that ask you questions regarding whether or not they should elec…
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Were the materials presented to the employee during the open enrollment easy to understand and did they summarize accurately the benefit being offered? If the employer sponsor feels that the materials presented to the employees were adequate then I…
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You can find the bonding requirements for employee benefit plans in the United States Code, Title 29, Chapter 18, Subchapter I, Subtitle B, part 4, Section 1112.
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I have the May 28th Federal Register in .pdf format. This includes the notice language. My e-mail address is [email]spearce@fugrochance.com[/email].
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Administrative errors are made virtually every day in one plan or another. Most contracts include wording regarding administrative errors. As a supervisor of a self-insured plan (1,300 employee participants) I would simply send a notice in writing…
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Anyone can pay for COBRA coverage on behalf of a qualified beneficiary. There is nothing in the regulations to state that the QB must make the payment themselves. Some states (medicaid offices) will pay the COBRA coverage for a QB if the medical c…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-03-03 AT 11:24AM (CST)[/font][p]HRQ, You are correct that each Qualified Beneficiary has the ability to make a separate election, but that election is for coverage under the Option they are already en…
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COBRA is offered based on the coverage the participant has at the time of the COBRA qualifying event. If there are three options, and the employee is enrolled in Option 1 at termination of employment the COBRA offer would be to continue Option 1. A…
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Yes
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Our policy has maximum benefit period limitations as follows: Disability commencing under age 60 will have a maximum period to age 65 (a minimum of 60 monthly payments). Disability commencing at 60 - 60 monthly payments Disability at 61 - 48 month…
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You indicate that the payment for May was submitteed "late" on May 8th. You have to allow a 30-day grace period from the due date and during that grace period the payment would not be considered late. Although payments made during the grace period …
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There is a difference between the period of time that is considered leave and the period of time that the person is considered disabled. Under FMLA a person could take up to 12 weeks because of the birth of a child; however, the salary continuation…
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The answers regarding the maximum you may charge COBRA participants have all been correctly stated. Your president is wrong. I wonder what "new regs" he is quoting from. I administer COBRA for our self-funded plan. 1,200 active employee participa…
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The enrollment in Medicare after electing COBRA continuation coverage is a reason for termination of COBRA coverage.
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The first thing I would do is get out the contract or policy for both the previous and current STD carriers. Read everything that you can before you make the phone calls. I agree with Crawford that in most cases if the person went out on disabilit…
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The daughter will lose her eligibility as a dependent on the mother's coverage when she is married. This will give the daughter the ability through HIPAA's special enrollment provisions to enroll in her own coverage with the employer, assuming that…
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A lot will depend upon the make up of your employee population. We have approximately 1,200 employees across the US. Participation in the medical flexible spending account is between 20-25% annually and I would consider this the high end of normal…