The COBRA provisions of the American Recovery and Reinvestment Act (the "Act") change the rules of the game for virtually every employer in the US. The centerpiece of the COBRA provisions is a large government subsidy for employees who were involuntarily terminated from employment between September 1, 2008 and December 31, 2009. This Act will require employers to prepare new COBRA notices and election forms and update their payroll practices and administrative procedures. Employers will even have to provide new COBRA notices to employees who terminated as far back as September 1, 2008, if they declined COBRA coverage. Additionally, employers who subsidize employee COBRA payments (as part of a severance agreement, for example) may need to adopt new practices if they want their employee to be able to receive the full government subsidy.
Litter’s Employee Benefits and Employee Benefits Litigation Practice Groups have put together a comprehensive analysis of these provisions in an effort to assist employers in navigating through these new rules.
In this must-attend webinar, our benefits specialists will discuss:
- Who is eligible for the new COBRA subsidy?
- What are the mechanics of providing this subsidiary to employees?
- What steps must be taken with respect to employees who terminated employment on or after September 1, 2008 who declined COBRA?
- What information about the COBRA changes under the Act should be communicated to terminated employees immediately?
- When must new notices and election forms be provided to terminated employees?
- How is the COBRA subsidy affected where an employer pays some or all of the COBRA premium?
- What changes will be needed in payroll practices and administration?
We hope you can join us for this informative complimentary event:
Thursday, March 19, 2009
1:00 – 2:30 PM EST
(12 PM CST, 11 AM MST, 10 AM PST)
Login information to follow.
For more information, please contact Keith Upton at kupton@littler.com or 415.399.8450.
Speakers
