The Consolidated Omnibus Budget Reconciliation Act (COBRA) was signed into law in 1986, making extended health insurance coverage available, for a limited period of time, to qualified beneficiaries who experience certain life events. Under the Act, employees and their families can purchase health care coverage at the employer’s group rate when an employee experiences an event that results in the loss of employer-provided coverage.
This online course discusses who qualifies for COBRA, how COBRA works, and what happens to employers who do not comply with COBRA standards.
Managers/Supervisors/Risk Management & HR Professionals
TIME TO COMPLETE
To help managers and supervisors understand the basic regulations and terms of COBRA coverage.
After completing this course, the learner will be able to:
- explain the proper course of action for notifying employees and their spouses about continuation rights when they enroll in a group health plan;
- characterize the circumstances that qualify individuals as beneficiaries, the events that qualify beneficiaries for continued coverage, and the maximum coverage available to these beneficiaries;
- summarize the terms of coverage, including the election of coverage, premium payments, the termination of coverage, and conversion rights;
- describe the potential penalties imposed if an employer does not comply with COBRA;
- depict the relationship between COBRA and various federal and state laws; and
- determine how the American Recovery and Reinvestment Act of 2009 (ARRA) amended COBRA requirements, particularly as they affect assistance eligible individuals.
- What is COBRA?
- What are the Laws and Regulations?
- Who is Eligible?
- What is a Qualifying Event?
- What are the Notification Procedures?
- What are the Penalties for Non-Compliance?
- How has the ARRA Amended COBRA Requirements?
- Notice Upon Enrollment in a Group Health Plan
- COBRA Notice and Election Form Following a Qualifying Event
- Certificate of Group Health Plan Coverage
- Model COBRA Continuation Coverage Additional Election Notice
- Model COBRA Continuation Coverage Election Notice Under the ARRA
HR CERTIFICATION INSTITUTE
This program has been approved for 2.0 recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, visit the HR Certification Institute homepage at www.hrci.org.
(The use of this seal is not an endorsement by the HR Certification Institute of the quality of this program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.)
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
The Human Equation is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 2.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.
THE FLORIDA BAR
The Florida Bar’s Board of Legal Specialization and Education has accredited this course for 2.0 hours of General Continuing Legal Education (CLE) credits. For more information about credit hours, visit the Florida Bar homepage at www.flabar.org.
THE STATE BAR OF GEORGIA
The State Bar of Georgia has accredited this course for 2.0 hours of Regular CLE credits. For more information about CLE credits, visit The State Bar of Georgia homepage at www.gabar.org.
THE COBRA TRAINING & CERTIFICATION PROGRAM
Provided in conjunction with HRcertification.com, The Human Equation is pleased to offer an eight-hour comprehensive certification program on COBRA. Upon successful completion, earn eight-hours of PHR/SPHR recertification credits and receive a "Certified Administrator" or a "Certified TPA" designation. For more information about this program, visit www.hrcertification.com.
- Chapter 1: Instructions
- Course Objectives
- Chapter 2: Introduction
- The ARRA's Provision to Lower COBRA Premiums
- Duration of Premium Reduction
- Expedited Review of Denials of Premium Reduction
- Self-Termination of ARRA amendments to COBRA
- Chapter 3: Qualifying for COBRA
- Notifying Beneficiaries When COBRA is Unavailable
- Beneficiaries Who Receive Notice
- Chapter 4: Terms of Coverage
- Chapter 5: Regulations, Acts, and Laws
- Penalties and Enforcement
- The Family and Medical Leave Act (FMLA)
- Chapter 6: Conclusion
- Chapter 7: Time to Review
- Exam (multiple choice)