Q.- Do we have to mail our COBRA Initial Rights Notice to employees or can we distribute it as part of our benefits enrollment package?
A.- COBRA requires the plan to provide the initial notice to “each covered employee and spouse of the employee (if any).” You may include it in your benefits enrollment materials, but consider addressing the enrollment material to “employee and spouse.” You should also have a process to confirm that the benefits enrollment materials are actually provided. Under the COBRA rules, the notice is considered to be “furnished” as of the date of mailing, if mailed by first-class, certified, or express mail, or as of the date of electronic transmission, if transmitted electronically. Consider how the benefits guide is distributed in order to document timely distribution.
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).
