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The Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) provides covered employees and covered dependents, collectively known as qualified beneficiaries, the right to continue health benefit coverage under the employer group health plans for a limited amount of time following the loss of coverage under the group plan. The length of eligibility is based on the cause of loss of coverage under the group health plan. Adherence to the COBRA regulations generally applies to employers with 20 or more employees.


We offer a “turn-key” COBRA Administration service for employers. We will not only provide the required Election Notice, but will also manage the subsequent administrative responsibilities for billing, collecting and remitting COBRA premium for the qualified beneficiaries that elect to continue the group coverage. The outsourcing of the COBRA Administration will enhance legal compliance with COBRA and increase the efficiency of the employer’s HR Department by removing this source of responsibility from the workflow.


We have serviced this market segment for over 10 years. While we do offer a personal level of service for the benefit of the employer HR staff, we have demonstrated considerable expertise in working successfully with employers to maintain compliance through the major changes mandated by the American Recovery and Reinvestment Act of 2009 (ARRA of 2009) and the Affordable Care Act of 2010 (ACA of 2010 -or- ObamaCare). We are well positioned with staff and expertise to offer a professional level of COBRA Administration service while offering a personal relationship with the employer staff to ease the anxiety of compliance and provide a resource for questions and answers.

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