**UPDATE** On December 19, 2009, Congress amended the ARRA by extending the COBRA premium reduction eligibility period from December 31, 2009, until February 28, 2010, and increased the maximum period for receiving the subsidy from nine to 15 months, making employers responsible for paying 65 percent of the COBRA healthcare premium for an additional six months. Visit dol.gov/ebsa/cobra.html for more information. ARRA COBRA PREMIUM REDUCTION PROVISION SUMMARY AND FREQUENTLY ASKED QUESTIONS The American Recovery and Reinvestment Act (ARRA), enacted on February 17, 2009, gives assistance eligible individuals the right to pay reduced COBRA premiums for periods of coverage beginning on or after February 17, 2009 and lasting up to 9 months. For consideration as an assistance eligible individual and to qualify for reduced premiums a person: MUST have been eligible for continuation coverage at any time during the period from September 1, 2008 through December 31, 2009 and elect the coverage; MUST have had a continuation coverage election opportunity related to an involuntary termination of employment that occurred at some point during the period of September 1, 2008 through December 31, 2009; MUST NOT be eligible for Medicare; AND MUST NOT be eligible for coverage under any other group health plan, such as a plan sponsored by a successor employer or a spouse s employer. Individuals who experienced a qualifying event as the result of an involuntary termination of employment at any time during the period of September 1, 2008 through February 16, 2009 and were offered, but did not elect, continuation coverage OR who elected continuation coverage and subsequently discontinued it may have the right to an additional 60-day election period. IMPORTANT If, after an individual elects COBRA and is paying the reduced premium, the individual becomes eligible for other group health plan coverage or Medicare, the individual MUST notify Blue Cross of Idaho in writing. If not, the person may be subject to a tax penalty. Electing the premium reduction disqualifies the individual for the Health Coverage Tax Credit. If the individual is eligible for the Health Coverage Tax Credit, which could be more valuable than the premium reduction, the individual will have received a notification from the IRS. The amount of the premium reduction is recaptured for certain high income individuals. If the amount earned for the year is more than $125,000 (or $250,000 for married couples filing a joint federal income tax return) all or part of the premium reduction may be recaptured by increased income tax liability for the year. If expected income exceeds the amounts above, the individual may wish to consider waiving his or her right to the premium reduction. For more information, consult a tax preparer or visit the IRS webpage on ARRA at www.irs.gov. For general information regarding your plan s COBRA coverage you can contact Blue Cross of Idaho Enrollment and Billing at 800-289-8613, Ext. 7929.
ARRA COBRA Premium Reduction Provision Summary General COBRA Frequently Asked Questions What is COBRA continuation health coverage? What does COBRA do? How is a person eligible for COBRA continuation coverage? What process must individuals follow to elect COBRA continuation coverage? How long after a qualifying event do I have to elect COBRA coverage? Under COBRA, what benefits require coverage? When does COBRA coverage begin? Can I receive COBRA benefits while on FMLA leave? How do I find out about COBRA coverage and how do I elect to take it? Am I eligible for COBRA if my company closed or went bankrupt and there is no health plan? COBRA Premium Subsidy Frequently Asked Questions What is the new COBRA subsidy provision contained in the stimulus package? Who is eligible to receive the COBRA premium reduction? Who is eligible for a new, second election opportunity for COBRA coverage? Who is an assistance eligible individual? Do I need to have coverage under the group health plan at the time of the involuntary termination of employment in order to be considered an assistance eligible individual? How can I tell if I am eligible to receive the COBRA premium reduction? I was laid off from my job in December. Is that an involuntary termination of employment? Are there income limits for the premium reduction? I was offered COBRA in connection with a qualifying event that was a layoff on or after September 1, 2008, but I believe that I am also eligible for the Healthcare Tax Credit under the Trade Adjustment Act. Which program can I receive benefits from? I am eligible for the premium reduction and have been enrolled in COBRA coverage since before the ARRA s enactment. Can I get a refund of 65 percent of the premiums I have paid prior to the law s enactment? How can I apply for the COBRA premium subsidy? I received my COBRA election notice. Can I change my coverage option from the one I had previously? What plans does the premium reduction apply to? Only part of my family elected COBRA coverage but all of us were eligible. Can I enroll the others and take advantage of the premium reduction? How does the 65 percent premium subsidy get paid to me? Does the 35 percent I am required to pay include any administrative fees plans are permitted to charge or do I need to pay that fee separately? Who can claim the payroll tax credit? What can I do if my former employer s group health plan denies my application for the premium reduction? If an assistance eligible individual pays the full COBRA premium and is later determined to be eligible for the premium reduction, what should the plan do with the overpayment? Does ARRA impose any new notice requirements? What information must the notices include? What changes did the Trade Act of 2002 and the TAA Health Coverage Improvement Act of 2009 make with regard to COBRA continuation coverage? What is the Federal Government's role in COBRA?
GENERAL COBRA FREQUENTLY ASKED QUESTIONS Q: What is COBRA continuation health coverage? A: Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in 1986. The law amends the Employee Retirement Income Security Act, the Internal Revenue Code and the Public Health Service Act to provide continuation of group health coverage that otherwise might be terminated. Q: What does COBRA do? A: COBRA provides certain former employees, retirees, spouses, former spouses, and dependent children the right to temporary continuation of health coverage at group rates. This coverage, however, is only available when coverage is lost due to certain specific events. Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, since usually the employer pays a part of the premium for active employees while COBRA participants generally pay the entire premium themselves. It is ordinarily less expensive, though, than individual health coverage. Q: How is a person eligible for COBRA continuation coverage? A: To be eligible for COBRA coverage, you must have been enrolled in your employer's health plan when you worked and the health plan must continue to be in effect for active employees. COBRA continuation coverage is available upon the occurrence of a qualifying event that would (except for the COBRA continuation coverage) cause an individual to lose his or her healthcare coverage. Q: What process must individuals follow to elect COBRA continuation coverage? A: Employers must notify plan administrators of a qualifying event within 30 days after an employee's death, termination, reduced hours of employment or entitlement to Medicare. A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation or a child's ceasing to be covered as a dependent under plan rules. Plan participants and beneficiaries generally must be sent an election notice not later than 14 days after the plan administrator receives notice that a qualifying event has occurred. The individual then has 60 days to decide whether to elect COBRA continuation coverage. The person has 45 days after electing coverage to pay the initial premium. NOTE: If your qualifying event was involuntary termination of employment that occurred on or after September 1, 2008 through February 16, 2009, you may be eligible for an additional election opportunity under the American Recovery and Reinvestment Act of 2009 (ARRA). For more information see the questions below or visit the COBRA Premium Reduction FAQs or call 866-444-3272 to speak to a benefits advisor. Q: How long after a qualifying event do I have to elect COBRA coverage? A: Qualified beneficiaries must be given an election period during which each qualified beneficiary may choose whether to elect COBRA coverage. Each qualified beneficiary may independently elect COBRA coverage. A covered employee or the covered employee's spouse may elect COBRA coverage on behalf of all other qualified beneficiaries. A parent or legal guardian may elect on behalf of a minor child. Qualified beneficiaries must be given at least 60 days for the election. This period is measured from the later of the coverage loss date or the date the COBRA election notice is provided by the employer or
plan administrator. The election notice must be provided in person or by first class mail within 14 days after the plan administrator receives notice that a qualifying event has occurred. NOTE: If your qualifying event was involuntary termination of employment that occurred on or after September 1, 2008 through February 16, 2009, you may be eligible for an additional election opportunity under ARRA. For more information see the questions below or visit the COBRA Premium Reduction FAQs or call 866-444-3272 to speak to a benefits advisor. Q: Under COBRA, what benefits require coverage? A: Qualified beneficiaries must be offered coverage identical to that available to similarly situated beneficiaries who are not receiving COBRA coverage under the plan (generally, the same coverage that the qualified beneficiary had immediately before qualifying for continuation coverage). A change in the benefits under the plan for the active employees will also apply to qualified beneficiaries. Qualified beneficiaries must be allowed to make the same choices given to non-cobra beneficiaries under the plan, such as during periods of open enrollment by the plan. Q: When does COBRA coverage begin? A: COBRA coverage begins on the date that healthcare coverage would otherwise have been lost by reason of a qualifying event. NOTE: If your qualifying event was involuntary termination of employment that occurred on or after September 1, 2008 through February 16, 2009, you may be eligible for an additional election opportunity under ARRA. The date coverage begins will generally differ for individuals exercising this additional election. For more information see the questions below or visit the COBRA Premium Reduction FAQs or call 866-444-3272 to speak to a benefits advisor. Q: Can I receive COBRA benefits while on FMLA leave? A: The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA. A COBRA qualifying event may occur, however, when an employer's obligation to maintain health benefits under FMLA ceases, such as when an employee notifies an employer of his or her intent not to return to work. Further information on FMLA is available from the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, U.S. Department of Labor, Employment Standards Administration.
Q: How do I find out about COBRA coverage and how do I elect to take it? A: Employers or health plan administrators must provide an initial general notice if you are entitled to COBRA benefits. You probably received the initial notice about COBRA coverage when you were hired. When you are no longer eligible for health coverage, your employer has to provide you with a specific notice regarding your rights to COBRA continuation benefits. Employers must notify their plan administrators within 30 days after an employee's termination or after a reduction in hours that causes an employee to lose health benefits. The plan administrator must provide notice to individual employees of their right to elect COBRA coverage within 14 days after the administrator has received notice from the employer. You must respond to this notice and elect COBRA coverage by the 60th day after the written notice is sent or the day healthcare coverage ceased, whichever is later. Otherwise, you will lose all rights to COBRA benefits. Spouses and dependent children covered under your health plan have an independent right to elect COBRA coverage upon your termination or reduction in hours. If, for instance, you have a family member with an illness at the time you are laid off, that person alone can elect coverage. NOTE: Under ARRA, plans have additional notice requirements. If your qualifying event occurred on or after September 1, 2008 through December 31, 2009, you may receive one of these notices and be eligible for temporary reduced premiums for up to 9 months (some individuals will also be eligible for an additional election opportunity). For more information visit the COBRA Premium Reduction FAQs or call 866-444-3272 to speak to a benefits advisor. Q: Am I eligible for COBRA if my company closed or went bankrupt and there is no health plan? A: If there is no longer a health plan, there is no COBRA coverage available. If, however, there is another plan offered by the company, you may be covered under that plan. Union members who are covered by a collective bargaining agreement that provides for a medical plan also may be entitled to continued coverage.
COBRA PREMIUM SUBSIDY FREQUENTLY ASKED QUESTIONS Q: What is the new COBRA subsidy provision contained in the stimulus package? The stimulus package, which was enacted as the American Recovery and Reinvestment Act of 2009 (ARRA) temporarily reduces the premium for COBRA coverage for eligible individuals. COBRA (the Consolidated Omnibus Budget Reconciliation Act of 1985) allows certain people to extend employerprovided group health coverage, if they would otherwise lose the coverage due to certain events such as divorce or loss of a job. Individuals who are eligible for COBRA coverage because of their own or a family member's involuntary termination from employment that occurred from September 1, 2008 through December 31, 2009 and who elect COBRA, may be eligible to pay a reduced premium. Eligible individuals pay only 35 percent of the full COBRA premiums under their plans for up to 9 months. The employer (or other responsible entity) may recover the remaining 65 percent of the premium by taking the subsidy amount as a credit on its quarterly employment tax return. This premium reduction is generally available for continuation coverage under the Federal COBRA provisions, as well as for group health insurance coverage under state continuation coverage laws. If the individual was offered Federal COBRA continuation coverage as a result of an involuntary termination of employment that occurred at any time between September 1, 2008 through Feburary 16, 2009, and that individual declined to take COBRA at that time, or elected COBRA and later discontinued it, he/she may have another opportunity to elect COBRA coverage and pay a reduced premium. Q: Who is eligible to receive the COBRA premium reduction? ARRA makes the premium reduction available for "assistance eligible individuals." An assistance eligible individual is a COBRA qualified beneficiary who meets the following requirements: Is eligible for COBRA continuation coverage at any time during the period starting September 1, 2008 and ending December 31, 2009; Elects COBRA coverage (when first offered or during the additional election period provided by ARRA); and The COBRA election opportunity relates to an involuntary termination of employment that occurred during the period starting September 1, 2008 and ending December 31, 2009. However, if the individual is eligible for other group health coverage (such as through a new employer s plan or a spouse's plan) or Medicare he/she is not eligible for the premium reduction. If the employee's termination of employment was for gross misconduct, the employee and any dependents generally would not qualify for COBRA or the premium reduction. Electing the premium reduction disqualifies the individual for the Health Coverage Tax Credit. Additionally, certain high-income individual may have to repay the amount of the premium reduction through an increase in their income taxes. If the amount earned for the year is more than $125,000 (or $250,000 for married couples filing a joint federal income tax return), individuals may have to repay all or part of the premium reduction through an increase in their income tax liability for the year. For more information, visit the IRS web page on ARRA.
Q: Who is eligible for a new, second election opportunity for COBRA coverage? A: Qualified beneficiaries whose qualifying event was an involuntary termination of employment during the period from September 1, 2008 through February 16, 2009 who did not elect COBRA when it was first offered or who did elect COBRA but are no longer enrolled (for example, those who dropped COBRA coverage because they were unable to continue paying the premium) have a new, second election opportunity. Individuals eligible for the extended COBRA election period must receive a notice informing them of this opportunity. This notice must be provided by April 18, 2009 and individuals have 60 days after the notice is provided to elect COBRA. However, this special election period does not extend the period of COBRA continuation coverage beyond the original maximum period (generally 18 months from the employee's involuntary termination). COBRA coverage elected in this special election period begins with the first period of coverage beginning on or after February 17, 2009. Under ARRA, this special election period opportunity is not required to be provided with respect to State continuation coverage that is provided pursuant to State insurance law. A State can take action, however, to provide an additional election period in its continuation coverage program for individuals involuntarily terminated during the period starting September 1, 2008 and ending February 16, 2009 in order for them to request premium assistance based upon involuntary termination occurring during that period. For more information on rights and responsibilities regarding election periods under State law, contact your State insurance commissioner s office or CMS. Q: Who is an assistance eligible individual? A: The ARRA defines an assistance eligible individual as any qualified beneficiary entitled to COBRA coverage by virtue of the covered employee s involuntary termination of employment during the period starting September 1, 2008 and ending December 31, 2009. While the ARRA does not specifically define what involuntary termination includes, it is up to the employer to determine whether the loss of employment was involuntary in nature or the result of gross misconduct. Examples of involuntary termination typically include situations where an employer releases an employee because of: Poor job performance Reductions in workforce Misconduct (as opposed to gross misconduct) Layoffs Q: Do I need to have coverage under the group health plan at the time of the involuntary termination of employment in order to be considered an assistance eligible individual? A: In general, yes. The individual must have coverage at the time of the involuntary termination of employment. This qualifying event must occur at any time during the period starting September 1, 2008 and ending December 31, 2009 and the individual must be eligible for COBRA coverage at any time during that period. Of course, newborns and children who were adopted or placed for adoption after the qualifying event are also considered qualified beneficiaries and so would have the same rights as someone who had coverage at the time of the qualifying event.
Q: How can I tell if I am eligible to receive the COBRA premium reduction? A: ARRA makes the premium reduction available for "assistance eligible individuals." An assistance eligible individual is a COBRA qualified beneficiary who meets the following requirements: Is eligible for COBRA continuation coverage at any time during the period starting September 1, 2008 and ending December 31, 2009 Elects COBRA coverage (when first offered or during the additional election period provided by ARRA) The COBRA election opportunity relates to an involuntary termination of employment that occurred at some time during the period starting September 1, 2008 and ending December 31, 2009. However, if you are eligible for other group health coverage (such as through a new employer s plan or a spouse's plan) or Medicare you are not eligible for the premium reduction. Moreover, electing the premium reduction disqualifies you for the Health Coverage Tax Credit, which could be more valuable to you than the premium reduction. Additionally, certain high-income individuals may have to repay the amount of the premium reduction through an increase in their income taxes. NOTE: If the employee's termination of employment was for gross misconduct, the employee and any dependents generally would not qualify for COBRA or the premium reduction. Q: I was laid off from my job in December. Is that an involuntary termination of employment? A: Being told not to come back to work until further notice is a termination of employment for purposes of COBRA and the ARRA premium reduction provisions. Q: Are there income limits for the premium reduction? A: If the amount you earn for the year is more than $125,000 (or $250,000 for married couples filing a joint federal income tax return), you may have to repay all or part of the premium reduction through an increase in your income tax liability for the year. If you think that your income may exceed the amounts above, you may wish to consider waiving your right to the premium reduction. For more information, consult your tax preparer or visit the IRS web page on ARRA. Q: I was offered COBRA in connection with a qualifying event that was a layoff on or after September 1, 2008, but I believe that I am also eligible for the Healthcare Tax Credit under the Trade Adjustment Act. Which program can I receive benefits from? A: Electing the premium reduction disqualifies you for the Health Coverage Tax Credit. If you are eligible for the Health Coverage Tax Credit, which could be more valuable than the premium reduction, you will have received a notification from the IRS. If you have questions about these provisions, you may call the Health Coverage Tax Credit Customer Contact Center toll-free at 866-628-4282. TTD/TTY callers may call toll-free at 866-626-4282. More information about the Trade Act is also available.
Q: I am eligible for the premium reduction and have been enrolled in COBRA coverage since before the ARRA s enactment. Can I get a refund of 65 percent of the premiums I have paid prior to the law s enactment? A: No. The premium reduction provisions apply only to premiums for coverage periods beginning on or after February 17, 2009. If you were eligible for the reduction but paid in full for periods of COBRA coverage beginning on or after February 17, 2009, you should contact the plan administrator or employer sponsoring the plan to discuss a credit against future payments (or a refund in certain circumstances) Q: How can I apply for the COBRA premium subsidy? A: If you were covered by an employment-based health plan on the last day of the employee s employment, the plan should send you a notice of your eligibility to elect COBRA coverage and to receive the premium reduction. The notice should include any forms necessary for enrollment. You may also want to contact your employer directly to ask about getting the premium reduction. Q: I received my COBRA election notice. Can I change my coverage option from the one I had previously? A: In general, COBRA coverage is the same coverage that the individual had at the time of the qualifying event. However, under ARRA, an employer may offer assistance eligible individuals the option of choosing other coverage that is also offered to active employees and that does not have higher premiums than the coverage the individual had at the time of the qualifying event. Q: What plans does the premium reduction apply to? A: In Idaho, the law generally covers health plans maintained by private-sector employers with 20 or more employees, employee organizations, or state or local governments. The COBRA premium reduction provisions apply to all group health plans sponsored by private sector employers or employee organizations (unions) subject to the COBRA rules under the Employee Retirement Income Security Act of 1974 (ERISA). They also apply to plans sponsored by State or local governments subject to the continuation provisions under the Public Health Service Act, and plans in the Federal Employee Health Benefits Program (FEHBP). The premium reduction is also available for group health insurance that is required by State law to provide comparable continuation coverage (such as mini-cobra ). NOTE: Idaho does not have state continuation coverage or mini-cobra laws that apply to groups with 20 or fewer members. Q: Only part of my family elected COBRA coverage but all of us were eligible. Can I enroll the others and take advantage of the premium reduction? A: Each COBRA qualified beneficiary may independently elect COBRA coverage. Moreover, even if a family member did not elect COBRA coverage when first eligible, if the individual would be an assistance eligible individual (except for his or her failure to elect COBRA coverage when first eligible or except because he or she discontinued COBRA coverage before February 17, 2009), that individual gets a second opportunity to enroll and qualify for the premium reduction.
Q: How does the 65 percent premium subsidy get paid to me? A: You will not receive a payment. assistance eligible individuals are responsible for paying only 35 percent of the COBRA premium for the period of coverage. The remaining 65 percent of the premium is reimbursed directly to the employer, plan administrator, or insurance company through a payroll tax credit. Q: Does the 35 percent I am required to pay include any administrative fees plans are permitted to charge or do I need to pay that fee separately? A: If you are an assistance eligible individual, you will only need to pay the amount that is 35 percent of what you would otherwise pay for your COBRA coverage, which already includes any administration fee. Q: Who can claim the payroll tax credit? A: The payroll tax credit may be claimed by: (1) a multiemployer group health plan, (2) an employer maintaining a group health plan that is subject to Federal COBRA continuation coverage requirements or that is self-insured, or (3) an insurer providing coverage under a plan not included in (1) or (2). Only this person is eligible to offset its payroll taxes by the amount of the subsidy. The tax credit is claimed on the January 2009 revision of the IRS Form 941, Employer s Quarterly Federal Tax Return. If the credit amount is greater than the taxes due, the Secretary of the Treasury will directly reimburse the person claiming the tax credit for the excess in the same manner as if it were an overpayment of such taxes. For more information on the credit and tax provisions in the ARRA, visit the IRS web site. Q: What can I do if my former employer s group health plan denies my application for the premium reduction? A: If the plan determines that you are not eligible for the premium reduction, you can request an expedited review of the denial. The Department of Labor will handle appeals related to private sector employer plans subject to ERISA s COBRA provisions. The Department of Health and Human Services will handle appeals for Federal, State, and local governmental employees, as well as appeals related to group health insurance coverage provided pursuant to state continuation coverage laws. The Departments are required to make a determination regarding your appeal within 15 business days after receiving your completed application for review. Q: If an assistance eligible individual pays the full COBRA premium and is later determined to be eligible for the premium reduction, what should the plan do with the overpayment? A: The plan (or other person to whom such payment is payable) can apply the overpayment as a credit toward subsequent premium payments as long as it is reasonable to believe that the credit can be used within 180 days of the overpayment. Otherwise, the overpayment must be reimbursed to the individual within 60 days of receipt. Q: Does ARRA impose any new notice requirements? A: Yes, plans and issuers are required to notify qualified beneficiaries regarding the premium reduction and other information about their rights under ARRA as follows: A general notice to all qualified beneficiaries, whether they are currently enrolled in COBRA coverage or not, who have a qualifying event during the period starting September 1, 2008 and ending December 31, 2009. This notice may be provided separately or with the COBRA election notice following a COBRA qualifying event. A notice of the extended COBRA election period to any assistance eligible individual (or any individual who would be an assistance eligible individual if a COBRA continuation coverage election were in effect);
who had a qualifying event at any time during the period starting September 1, 2008 and ending February 16, 2009; and who either did not elect COBRA continuation coverage or who elected but subsequently discontinued COBRA. This notice must be provided within 60 days following February 17, 2009. Unless specifically modified by ARRA, the existing COBRA notice manner and timing requirements continue to apply. Under the State programs, the issuer of the group health plan must provide the notice to qualified beneficiaries with the information on how to apply for the premium reduction. These notices must be provided within the time required by State law. Q: What information must the notices include? A: The notices must include the following information: The forms necessary for establishing eligibility for the premium reduction Contact information for the plan administrator or other person maintaining relevant information in connection with the premium reduction A description of the second election period (if applicable to the individual) A description of the requirement that the assistance eligible individual notify the plan when he/she becomes eligible for coverage under another group health plan or Medicare and the penalty for failing to do so A description of the right to receive the premium reduction and the conditions for entitlement If offered by the employer, a description of the option to enroll in a different coverage option available under the plan Q: What changes did the Trade Act of 2002 and the TAA Health Coverage Improvement Act of 2009 make with regard to COBRA continuation coverage? A: The Trade Act of 2002 created a tax credit for certain individuals who become eligible for trade adjustment assistance and for certain retired employees who are receiving pension payments from the Pension Benefit Guaranty Corporation (PBGC). Under the tax provisions, eligible individuals can either take a tax credit or get advance payment of 65 percent of premiums paid for qualified health insurance, including continuation coverage. The TAA Health Coverage Improvement Act of 2009 section of ARRA made several amendments to these provisions, including an increase in the amount of the credit to 80 percent of premiums for coverage before January 1, 2011 and temporary extensions of the maximum period of COBRA continuation coverage for PBGC recipients (covered employees who have a nonforfeitable right to a benefit any portion of which is to be paid by the PBGC) and Trade Adjustment assistance eligible individuals. If you have questions about these provisions, you may call the Health Coverage Tax Credit Customer Contact Center toll-free at 866-628-4282. TTD/TTY callers may call toll-free at 866-626-4282. Q: What is the Federal Government's role in COBRA? A: Several agencies administer COBRA continuation coverage laws. The Departments of Labor and Treasury have jurisdiction over private-sector health group health plans. The Department of Health and Human Services administers the continuation coverage law as it affects public-sector health plans. The Labor Department's interpretive and regulatory responsibility is limited to the disclosure and notification requirements of COBRA. If you need further information on your disclosure or notification
rights under a private-sector plan, or about ERISA generally, telephone EBSA's toll-free number at 866-444-3272. The Internal Revenue Service, Department of the Treasury, has issued regulations on COBRA provisions relating to eligibility, coverage and premiums in 26 CFR Part 54, Continuation Coverage Requirements Applicable to Group Health Plans. Both the Departments of Labor and Treasury share jurisdiction for enforcement of these provisions. The Center for Medicare and Medicaid Services offers information about COBRA provisions for publicsector employees. You can write them at this address: Centers for Medicare and Medicaid Services 7500 Security Boulevard Mail Stop C1-22-06 Baltimore, MD 21244-1850 Tel 877-267-2323, Ext. 61565 ARRA added additional responsibilities for each of the Federal agencies. For more information visit the COBRA Premium Reduction FAQs or call 866-444-3272 to speak to a benefits advisor. SOURCE: U.S. Department of Labor, www.dol.gov/cobra