Change in Cobra Notices

tfevergrn · June 2004

Does anyone know specifically, what the changes are, to any of the Cobra Notices, that will become effective next month? There is nothing on the DOL website! Where can I go to find out the new requirements?

Thanks in advance for any help you can give me!

awilliams · June 2004

[font size="1" color="#FF0000"]LAST EDITED ON 06-17-04 AT 01:44PM (CST)[/font][br][br]The new COBRA regulations change the notice requirements regarding COBRA continuation coverage. You can find the final regulations on the DOL website at: [url]http://www.dol.gov/ebsa/regs/fedreg/final/2004011796.htm[/url]. You can also find a new model notice on the DOL site at: [url]http://www.dol.gov/ebsa/compliance_assistance.html#section2[/url].

The regulations are "effective" July 26, 2004, however, they do not have to be implemented for most plans until the first day of the first plan year beginning on or after May 26, 2004 - which means January 2005 for calendar year plans.

We are offering an audio conference on the COBRA regulations on July 8, 2004. For information on how to register for this audio conference, go to: [url]http://www.hrhero.com/audio/cobra.shtml[/url]

In addition, subscribers to Benefits and Compensation Law Alert will receive a detailed article on the new regs in their July issue. For information on how to subscribe to Benefits and Compensation Law Alert, go to: [url]http://www.hrhero.com/bcla.shtml[/url]

Anne Williams
Attorney Editor
M. Lee Smith Publishers, LLC

tfevergrn · June 2004

Thank you Anne !!

Don D · June 2004

Ann's about as sharp as they come!

tfevergrn · June 2004

Sharp and quick! I spent too much time looking for the changes on the DOL website and decided this forum was quicker. I was right!

irenesmsaclaims · June 2004

Actually, I believe it's an effective date of May 26, 2004 for the final COBRA rules, but plans would have to comply on the first day of a plan year beginning after November 26, 2004. Correct me if I'm wrong. I don't think any of these final rules are "earth shattering", they confirm that the COBRA sections of an SPD would suffice as the "general COBRA notice" and some of the timing provisions for notification on the part of employees and employers. I'll write more if there are more important provisions.

Change in Cobra Notices

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