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Department of Labor Provides Model Subsidized COBRA Notices and Additional Guidance | Polsinelli

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As described in our March 15, 2021 update, the American Rescue Plan Act of 2021 (the “Act”) created a temporary, 100% subsidy for assistance-eligible individuals’ premium payments for continuation health care coverage under the Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”), harkening back to past relief subsidizing COBRA continuation coverage under the American Recovery and Reinvestment Act of 2009. On April 7, 2021 the Department of Labor released four model notices (available here) employers and plan administrators may use to comply with the additional notice requirements with respect to the subsidized COBRA continuation coverage, along with a summary of the premium assistance provisions of the Act and Frequently Asked Questions ( FAQ ) about implementation of the premium assistance. ....

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DOL Releases Model Notices and FAQs About COBRA Premium Subsidy | Locke Lord LLP

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As discussed in our prior post, under the American Rescue Plan Act of 2021, certain individuals who are eligible for COBRA coverage as a result of an involuntary ‎termination of employment or reduction in hours may be eligible to receive a 100% subsidy for ‎COBRA coverage for a six-month period beginning April 1, 2021 through September 30, 2021 (“COBRA Premium Subsidy”). Last week, the Department of Labor (“DOL”) released “frequently asked questions” (FAQs) and model notices related to the COBRA Premium Subsidy.
FAQs
Eligibility for Other Group Coverage
Individuals who are eligible for Medicare or other group health coverage, such as through a new employer’s plan or a spouse’s plan are not eligible for the COBRA Premium Subsidy. The FAQs make clear that eligibility for Medicaid or individual health insurance coverage through the Affordable Care Act marketplace does not disqualify a ....

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DOL Releases Model COBRA Notices To Satisfy Employer Obligations Under ARPA - Employment and HR

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On April 7, 2021, the Department of Labor ( DOL) released a
series of Frequently Asked Questions with clarifying information
about the American Rescue Plan Act of 2021 s ( ARPA )
extended subsidy period for COBRA premium assistance. (Our alert on
the ARPA s COBRA subsidy and other substantive provisions of
the ARPA that impact employers can be found here.)
The ARPA provides for a 100% COBRA premium subsidy for up to six
months (during the subsidy period of April 1, 2021 until September
30, 2021) for eligible employees who lost insurance coverage due to ....

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DOL Issues Model Notices, FAQs and Other Guidance About the ARP COBRA Premium Subsidy | Murtha Cullina

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On April 7, 2021, the U.S. Department of Labor (DOL) issued welcome guidance–including eagerly-anticipated model notices–to help employers and their COBRA administrators implement the temporary six-month (April 1 to September 30, 2021) COBRA premium subsidy provided under the American Rescue Plan Act of 2021 (“ARP”) with respect to certain individuals who have lost or who will lose employer-sponsored group health coverage due to a reduction in hours or involuntary termination of employment.
DOL Guidance Packet. The DOL’s guidance packet consists of the following items:
A
A COBRA Premium Subsidy dedicated web page, available at https://www.dol.gov/agencies/ebsa/laws-and-regulations/laws/cobra/premium-subsidy, providing not only guidance about the ARP COBRA premium subsidy, but also previously-issued COBRA guidance for individuals (including ....

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DOL Releases Model COBRA Notices to Satisfy Employer Obligations Under ARPA | Foley Hoag LLP

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On April 7, 2021, the Department of Labor (“DOL) released a series of Frequently Asked Questions with clarifying information about the American Rescue Plan Act of 2021’s (“ARPA”) extended subsidy period for COBRA premium assistance. (Our alert on the ARPA’s COBRA subsidy and other substantive provisions of the ARPA that impact employers can be found here.)
The ARPA provides for a 100% COBRA premium subsidy for up to six months (during the subsidy period of April 1, 2021 until September 30, 2021) for eligible employees who lost insurance coverage due to an involuntary reduction in hours or involuntary termination. The ARPA also requires employers to notify impacted employees – those who lost their group health coverage due to a qualifying event on or after November 1, 2019, and who elected COBRA, did not elect COBRA, or let it lapse – that they may be eligible for the COBRA premium subsidy. Em ....

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