COBRA and HIPAA

MED0000163We provide a comprehensive COBRA and HIPAA outsourcing alternative to companies of all sizes. Our outsourcing solutions offer a safe and effective way to keep your health programs in compliance for a fraction of the cost of maintaining a staff in-house to do the same job. A review of your operations would more than likely show that too much resources are being devoted to secondary activities such as COBRA and HIPAA administration, that do not contribute to the bottom line. If you engage us, not only will be able to devote more time to your company’s growth and profitability, you would also effectively rid your company of any potential liability that could result from non-compliance. Let BOI be your guide to carry out day to day administrative support for your company’s COBRA and HIPAA programs.

COBRA & Retiree Administration to include:

  • Initial Plan Design and Setup
  • COBRA Related Notification
  • General Hire Notices
  • Retiree Notices
  • Open Enrollment
  • Premium collection & Reconciliation
  • Compliance with Government Regulations
  • Administration of Qualified Domestic Relations Order (“QDRO”) for Your Plans
  • Dependent verification Audit
  • Client Accessibility/ On-line access
  • HIPAA Compliance
  • Dedicated customer service team

Employers Guide: 

What is COBRA?

COBRA is the acronym known for the federal law Consolidated Omnibus Reconciliation Act of 1985 (COBRA) which is a law that gives employees the right to continue participation in the employer group health insurance coverage after leaving their job. Employers who sponsor group medical, dental, vision, flexible spending accounts must permit covered individuals who lose insurance coverage to continue identical coverage for a specified period of time based on a “Qualifying Event” through COBRA with the responsibility of payment being on the former employee.

What are your responsibilities under COBRA laws?

As an EMPLOYER sponsoring the health care insurance plan, you are legally obligated to give COBRA notices:

  • If 20 or more employees were employed by you or more than 50% of the typical business days during the previous calendar year.
  • When a group health plan first become subject to COBRA.
  • When new employees are hired.
  • When employees add spouses; and
  • When qualifying events occur.

What is HIPAA?

HIPAA stands for “Health Insurance Portability and Accountability Act of 1996″. It is a federal law designed to improve the portability of health insurance coverage by restricting preexisting condition exclusions and limitation inherent in most insurance plans. It is also to:

  • Provide credit for prior coverage to reduce or eliminate preexisting condition waiting periods.
  • Improve availability of health coverage by providing special enrollment rights in certain conditions.
  • Prohibit discrimination based on health status.
  • Guarantee the renew ability of health plans for small employers

What are your responsibilities under HIPAA laws?

In order for a group health plan to impose preexisting condition exclusion on a participant or a dependent, it is required by law that the EMPLOYER sponsoring the plan gives written notice to all such participants of the existent plan and terms of the preexisting condition exclusion under the plan. The EMPLOYER is also required by law to provide written Certification of Coverage:

  • Automatically when an employee ceases to be covered under the plan or experiences a COBRA qualifying event.
  • Automatically when an individual cease to be covered under COBRA.
  • Upon request within twenty-four months after the loss of coverage.

For information on how Benefits Outsource, Inc. can assist you with your COBRA and HIPAA needs, please click here or call (888) 877-2780.

COBRA Helpful links

http://www.dol.gov/ebsa/COBRA.html

http://www.dol.gov/ebsa/publications/cobraemployer.html

http://en.wikipedia.org/wiki/Consolidated_Omnibus_Budget_Reconciliation_Act_of_1985