ACA Reporting
ACA Compliance Lessons Learned From Recent Reporting Seasons
Common themes emerge when reflecting on recent ACA reporting seasons that can help employers reduce administrative burdens and improve accuracy.
COBRA
Question of the Week - Enrollment After COBRA
Q:- If a member exhausts COBRA, how long do they have to enroll onto their new employer’s medical plan (assuming the waiting period was satisfied)?
Q:- If a member exhausts COBRA, how long do they have to enroll onto their new employer’s medical plan (assuming the waiting period was satisfied)?
A:- The answer depends on the terms of the new employer’s plan. The individual should ask their new employer. A group health plan subject to the HIPAA special enrollment rules typically has to provide an individual 30 days to enroll after a loss of other coverage. If it is an insured plan, there could be state insurance laws that set different enrollment timing requirements.
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