Combined Services LLC's COBRA Administration

COBRA Administration		Want more information? Email a link to this page to your Insurance Provider now.
What is COBRA? COBRA (Consolidated Omnibus Budget Reconciliation Act) is a Federal law enacted in April 1986. COBRA requires that employers of twenty or more employees provide temporary health care coverage for employees and their eligible dependents after the occurrence of a qualifying event, such as termination of employment; reduction in work hours; divorce or legal separation; entitlement to Medicare benefits; death; or a dependent child ceasing to qualify as a dependent. It is the employer's responsibility to provide accurate information to its employees about the availability of COBRA benefits. COBRA can be burdensome for employers to administer themselves. The rules and regulations of COBRA are complicated and, as Congress passes new legislation, they continue to change. The penalties against employers for noncompliance can be severe and expensive. Your benefit administrator needs to be experienced with the program requirements to limit your risk. Combined Services LLC Can Help Employers with twenty or more employees (on average) are required to offer temporary insurance coverage to employees and/or their eligible dependents with the occurrence of a qualifying event.
It is the employer's responsibility to provide accurate information to its employees about COBRA benefits which can be difficult to keep up with. However, not meeting Federal Guidelines requirements can lead to costly penalties. Combined Services LLC has been providing COBRA Compliance Administrative Services to employers since 1987. By contracting with Combined Services LLC, employers can cut down on this administrative burden and be confident that the Federal guidelines of COBRA administration are met. The list below breaks down which responsibilities remain with the employer and which Combined Services LLC can be expected to administer with an agreement in place.

COBRA Responsibilities Check List

Download our COBRA Administration checklist to get started.

Responsible For	Employer	Administrator
Verifying that COBRA information is consistent between all written materials, including Plan Document, and Summary Plan Description (SPD).
Sending General COBRA Notification for current covered or when an employee or spouse first become covered by a group health plan.
Documenting that General COBRA Notification was properly sent.
Identifying Qualifying Events and notifying COBRA Administrator (reminder: adjustments to "active" group with carrier(s) should be made at this time).
Notifying existing Qualified Beneficiaries (QBs) of change of Administrator, including any new information regarding remitting payment.
Notify Qualifying Event (QE) Notices to QBs.
Documenting proper notification/distribution of QE notification.
Handling coverage issues during the QBs Election Period.
Handling inquiries from QBs during Election Period.
Processing COBRA Election forms.
Billing and tracking of QBs who elect coverage.
Handling COBRA payments.
A 2% administrative premium surcharge is retained by CSLLC.
Reporting status of each QBs.
Handling inquiries from QBs after the Election Period.
Providing open enrollment information to QBs, including benefit changes and rate changes.
Notifying QB of termination of coverage and conversion availability.

Combined Services LLC - COBRA Administration

The staff of Combined Services LLC has been meeting the COBRA compliance administration needs of employers since 1987. Their COBRA compliance administration services include:

•	Notification by certified mail to COBRA eligible beneficiaries.
•	Monthly billing of those beneficiaries who choose to continue their health, dental and/or vision benefits under COBRA.
•	Collection of premiums and remittance to insurance carriers.
•	Complete and professional COBRA compliance information. Importantly, all COBRA compliance administration services are offered at reasonable and competitive fees.