While COBRA administrators are there to take care of the paperwork, it's no excuse to slack because the legal liability still falls on employers, says Bill Sweetnam, principal at the Washington, D.C., employee benefits firm Groom Law Group.
Employers need to communicate with COBRA administrators to let them know which ex-employees were involuntarily terminated, while COBRA administrators need to inform the payroll department of the reimbursement amount to apply for payroll tax refunds.
Stay tuned for part three of our workout with Bill. We move on to the leg machine and work on the future of COBRA reform. Could these regulations be here to stay?
(Note: Revised notices need to be sent to all eligible former employees as of September 2008)
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What about COBRA premium assistance for those who are not working and receiving no salary while on a 12 month Medical Leave? I am the sole support for my family. I desperately need health coverage while on medical leave. My monthly COBRA cost is almost 800.00. If we can provide assistance for those who have been terminated or layed off, what about those of us on medical leave, who glso receive no pay and may as well be unemployed?
ReplyDeleteDavid Baumgartner
201 Charles Drive
Lindale, Texas 75771
903-881-5069
cdbaum@suddenlink.net