COBRA for partners

If you’re an employer with 20 or more employees, you’re required to offer COBRA to employees and their eligible dependents when employees or dependents lose coverage due to the following qualifying events:

  • Termination of employment
  • Death of the employee
  • Loss of coverage due to retirement
  • Medicare entitlement of the employee
  • Reduction in the employee's work hours
  • Divorce or legal separation
  • A child's loss of dependent status
  • Leave of absence

Let us help with your COBRA administration

We handle COBRA administration accurately and quickly. You can outsource this time-consuming job to our professionally trained experts.

COBRA services we provide include:

  • Initial notification letters
  • Qualifying event notices
  • Premium collection and disbursement
  • Plan enrollment reports
  • Notice to members of their rights and responsibilities
  • Eligibility management and account history
  • Carrier reports and payments
  • Membership activity reports
  • Financial reports

 

Why choose us? 

It’s difficult and time-consuming to keep track of ever-changing COBRA regulations while also maintaining all the necessary documentation. Our long history of industry experience and specialized training allows our member specialists to provide you with personalized customer service that makes COBRA administration simple.

We work closely with Employee Benefits Institute of America (EBIA) and our legal counsel to ensure compliance is always up-to-date.

 

Contact us

To get more information about our services, contact your agent or BenefitHelp Solutions sales representative by email or call 503-412-4210 or 888-387-5440. For specific member account information, please contact a Customer Service representative at 503-219-3679 or 888-398-8057.

Resources

The COBRA Event Notification Spreadsheet provides contracted employer groups with a tracking tool for future reference and also helps ensure timely delivery of COBRA notices to your employees.

BenefitHelp Solutions will confirm receipt of The COBRA Event Notification Spreadsheet and use the spreadsheet to generate the COBRA Notice and Election Forms.

FAQ

COBRA Continuation services include:

  • Initial notification letters
  • Qualifying event notices
  • Premium collection and disbursement
  • Plan enrollment reports
  • Notice to members of their rights and responsibilities
  • Eligibility management and account history
  • Carrier reports and payments
  • Membership activity reports
  • Financial reports

The Initial Notification Letter is a letter of notification to newly hired employees and their covered dependents. It explains their COBRA rights.

The Employee Benefits Institute of America (EBIA) highly recommends that the initial notice or SPD be sent to the employee’s home immediately upon hire. We send notices to employees and covered spouses with proof of mailing from the US Postal Service. This ensures proper documentation that the notice has been delivered to the employee and dependents, in case of an audit by the IRS.

A qualifying event letter notifies employees that their active coverage has been terminated due to a qualifying event. It explains how they can continue their benefits and the cost of these benefits.

Currently employers notify us of a qualifying event by mail, e-mail, fax or electronic file.

COBRA rates vary depending on the number of continuants and services required. Request a quote online or contact our Sales Team by email or phone: 503-412-4210 or toll-free at 888-387-5440.

We scan all documents into an imaging system, which can be accessed at any time. This ensures documents are secured from being lost or damaged.

Additionally, we receive proof of mailing from the US Postal Service for both the initial notification and qualifying event letters. This proof of mailing is scanned into the former employee's file.

We have a knowledgeable staff dedicated to COBRA administration. We ensure good customer service by:

  • Providing quick and courteous telephone service
  • Prompt billing of Members, and payments to carriers
  • Alerting employers of potential COBRA violations

BenefitHelp Solutions has a trained staff dedicated to COBRA administration. Our staff attend ongoing Employee Benefits Institute of America (EBIA) training sessions to stay up-to-date with federal COBRA regulations. The consultants at EBIA are also available on a retainer basis for consultation on issues as needed.

BenefitHelp Solutions also has access to the services of Ater Wynne, LLP, our corporate consulting attorneys.

You must notify us within 30 days of the qualifying event, but we recommend you do so as soon as possible.

No. You are only required to offer continuation of the same coverage that was in effect at the time of termination. If active employees are allowed to select dental only, the COBRA qualified beneficiary must be given the same right.

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