Q.- An employee dropped her husband from health coverage at our open enrollment. Now the husband is asking to continue his coverage under COBRA. Should we have sent him a COBRA qualifying event notice?
A.- Probably not. COBRA coverage is available when an employee or dependent experiences a loss of coverage due to a qualifying event, such as termination of employment, reduction in hours, divorce or aging out of the plan.
If an employee voluntarily decided to terminate her spouse’s coverage during open enrollment, that would not qualify as a COBRA event. If the termination was, however, in anticipation of divorce, COBRA might have to be offered.
Benefit Allocation Systems (BAS) provides best-in-class, online solutions for: Employee Benefits Enrollment; COBRA; Flexible Spending Accounts (FSAs); Health Reimbursement Accounts (HRAs); Leave of Absence Premium Billing (LOA); Affordable Care Act Record Keeping, Compliance & IRS Reporting (ACA); Group Insurance Premium Billing; Property & Casualty Premium Billing; and Payroll Integration.
MyEnroll360 can Integrate with any insurance carrier for enrollment eligibility management (e.g., Blue Cross, Blue Shield, Aetna, United Health Care, Kaiser, CIGNA and many others), and integrate with any payroll system for enrollment deduction management (e.g., Workday, ADP, Paylocity, PayCor, UKG, and many others).