Understanding your responsibilities when it comes to COBRA is the best way to prevent costly penalties. Here are 5 do's and don'ts to help you get started:
- DO count part-time employees, as fractions of full-time employees, to determine whether your plan meets the 20-employee threshold for being subject to COBRA.
- DO stay on top of required notices by keeping track of when and to whom notices are sent.
- DON'T overlook qualifying events, including a reduction in hours worked by an employee, that may give rise to COBRA rights.
- DON'T terminate COBRA coverage too early and remember there are very specific rules on when COBRA ends.
- DON'T forget about state laws, commonly referred to as 'mini-COBRA' laws, which typically require continuation of group health plan coverage for employers with fewer than 20 employees.
For more tips, check out Preventing Common COBRA Mistakes, featuring the top 10 COBRA mistakes and strategies for compliance.
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