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… changes employers will see (and perhaps benefit from) will be the changes to the Blue Cross members’ practices, which should result in increased market competition and lower payments for employers and employees alike. [1] Insured Groups include both employers and other groups (e.g., Taft-Hartley plans, multi-employer welfare arrangements, association health plans, retiree groups, and other non-employer groups). [2] Self-Funded Accounts include both employers and other groups (e.g., Taft-Hartley plans, multi-employer welfare arrangements, association health plans, retiree groups, and other non-employer groups). EPIC Employee Benefits Compliance Services For further information on this …

… will end sooner if AEIs become eligible for other group health plan coverage or Medicare, or if AEIs exhaust their maximum coverage period under federal COBRA or state continuation. Applicable Coverage For employees and their family members enrolled when a reduction in hours or involuntary termination of employment caused a loss of coverage, the COBRA subsidy must be offered for all group health plans (e.g., medical, dental, vision, HRA (health reimbursement arrangement), EAP (employee assistance program), onsite clinic), but not health FSAs (flexible spending accounts). Employer Responsibility & Payroll Tax Credits For group health plans subject to federal COBRA …

… Reinvestment Act (ARRA). Therefore, we will discuss the guidance that was in place in 2009 in this guide as it’s possible that the agencies will adopt similar guidance for the ARPA COBRA subsidy. Under the 2009 guidance, an involuntary termination meant “a severance from employment due to the independent exercise of the unilateral authority of the employer to terminate the employment, other than due to the employee’s implicit or explicit request, where the employee was willing and able to continue performing services.” Involuntary termination was interpreted broadly under this guidance. The following are all examples of involuntary …