FSA / HRA / HSA
FSA Reimbursement for Non-Covered Spouse
Health FSA funds may generally be used to reimburse eligible medical expenses for a spouse or qualifying dependents even if they are not enrolled in the employer's health plan.
COBRA
Question of the Week – COBRA Coverage
Q.- Our health plan runs on a 7/1 to 6/30 plan year. An employee enrolled in the plan starting July 1 and then terminated employment July 2. Do we have to offer COBRA? He was only
Q.- Our health plan runs on a 7/1 to 6/30 plan year. An employee enrolled in the plan starting July 1 and then terminated employment July 2. Do we have to offer COBRA? He was only covered under the plan for one day.
A.- Yes, COBRA continuation coverage must be offered. It doesn’t matter how long the individual was covered. If he was covered under the plan on the day before the qualifying event, he has a right to continue coverage under Federal COBRA. State continuation aka Mini COBRA eligibility rules can vary depending on the state.
Benefit Allocation Systems (BAS) provides online solutions for: Employee Benefits Enrollment; COBRA; Flexible Spending Accounts (FSAs); Health Reimbursement Accounts (HRAs); Leave of Absence Premium Billing (LOA); Affordable Care Act Record Keeping, Compliance & IRS Reporting (ACA); Group Insurance Premium Billing; Property & Casualty Premium Billing; and Payroll Integration.
MyEnroll360 integrates with major insurance carriers for enrollment eligibility management (e.g., Blue Cross, Blue Shield, Aetna, United Health Care, Kaiser, CIGNA and others), and with leading payroll platforms for enrollment deduction management (e.g., Workday, ADP, Paylocity, PayCor, UKG, and others).
This article is for informational purposes only and is not intended as legal, tax, or benefits advice. Readers should not rely on this information for taking (or not taking) any action relating to employment, compliance, or benefits. Always consult with a qualified professional before making decisions based on this content.
Topics
COBRA
COBRA Offering to Retirees
When a covered employee becomes entitled to Medicare before retiring, a covered spouse may receive up to 36 months of COBRA continuation from the date of Medicare entitlement.
COBRA
COBRA Offering to Retirees
When a covered employee becomes entitled to Medicare before retirement, the spouse may be eligible for up to 36 months of COBRA continuation coverage.