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OnDemand Course

COBRA: Simple Concept - Complicated Rules

The concept behind COBRA is simple: A person shouldn't have to lose their health care coverage simply because they change jobs, get divorced, or become too old to be covered as a dependent.

Things can become quite complicated when you work through all of the details that are required to put this simple concept into effect. We will explain the COBRA requirements that apply to employers, including the plans that are subject to COBRA, the special COBRA rules for Health FSAs, the situations in which COBRA must be offered, how long COBRA must be offered, and the notices that may be required under COBRA.

Learning Objectives

  • You will be able to identify which employers are subject to COBRA.
  • You will be able to recognize the definitions of a Qualified Beneficiary
  • You will be able to differential between COBRA qualifying events
  • You will be able to identify COBRA Notice Requirements

Runtime: 91 minutes
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Why Lorman?

Over 33 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Employers Who Are Subject to COBRA

  • Church Plans Exception
  • Small Employer Exception

Definition of a Group Health Plan for COBRA Purposes

Special COBRA Rules for Health FSAs

COBRA Qualified Beneficiaries: Individuals Who Have the Right to Continue Coverage

COBRA Qualifying Events

  • Termination of Employment/Reduction of Hours
  • Death of Employee
  • Divorce or Legal Separation
  • Loss of Dependent Status
  • Entitlement to Medicare
  • Employer Bankruptcy

Duration of COBRA Coverage

Events Allowing Termination of COBRA Coverage

  • End of Maximum Coverage Period
  • Failure to Pay the Applicable Premium
  • Coverage Under Another Group Health Plan
  • Entitlement to Medicare
  • Determination That Qualified Beneficiary Is Not Disabled
  • Termination for Cause
  • Employer No Longer Maintains Any Group Health Plans

COBRA Notice Requirements

The Cost of COBRA Coverage

  • Determining the Applicable Premium
  • Deadline for the Initial and Subsequent COBRA Premiums
  • Rules for Underpayments
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Why Lorman?

Over 33 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Course

This course was last revised on July 28, 2020.

Call 1-866-352-9540 for further credit information.

  • CPE/NASBA - QAS Self Study 2.5 including Personnel/HR 2.5
     
  • Lorman Education Services is registered with the National Association of State Boards of Accountancy (NASBA) as a QAS Self Study sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its web site: https://www.nasbaregistry.org/cpas/complaints. For more information regarding administrative policies such as complaint and refund, please contact our offices at 866-352-9539. CPE Credit: Maximum Credit Hours: 2.5 each session (based on a 50 minute credit hour). You must attend at least 50 minutes to obtain credit. Field of Study: Personnel/HR for 2.5 hours. Prerequisite: basic knowledge of employee benefits. Level of Knowledge: Intermediate. Teaching Method: Seminar/Lecture. Advance Preparation: None. Delivery Method: QAS Self Study. Please refer to the information in this advertisement for outline, course content and objectives. Upon completion of this course, you will receive a certificate of attendance. Final approval of a course for CPE credit belongs with each state's regulatory board.
     
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Why Lorman?

Over 33 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Steven P. Smith

Steven P. Smith

Hinkle Law Firm LLC

  • Member of the Hinkle Law Firm LLC
  • Practice is focused on the benefits that employers provide to their employees, including 401(k) plans and group health plans, and on the laws governing those plans, including ERISA, HIPAA, COBRA, and the Internal Revenue Code
  • Frequent public speaker on employee benefits-related topics
  • Contributing author to the book, Group Health Plans: Federal Mandates Other Than COBRA and HIPAA (published by the Employee Benefits Institute of America, a division of Thomson Reuters), 2003 – present; Traps for the Unwary: Avoiding Problems with Employee Benefit Plans in Divorce, Kansas Bar Association Journal, February 2011
  • Admitted to the Kansas Bar, member of the Gulf Coast Area IRS TE/GE Council and the Kansas Bar Association
  • Recognized in The Best Lawyers in America
  • J.D. degree, University of Kansas
  • Can be contacted at 316-267-2000 or [email protected]
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Why Lorman?

Over 33 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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Product ID: 407955
Published 2020
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