In this month’s webinar, the Benefits attorneys of Maynard, Cooper & Gale will review compliance considerations surrounding the required COBRA subsidies under The American Rescue Plan Act, including new guidance and model notices from the Department of Labor.
(Pre-approved for 1 SHRM credit hour. Pending approval for HRCI credit.)
Please note that many employees under 60 years old will qualify for vaccine based on the “High-risk critical workers” exception listed below. Among many other job types, this includes manufacturing and construction workers who work in an enclosed space and cannot maintain physical distance.
Please note that the eligibility is based on the “honor” system. Those administering the vaccine generally do not check employment details to verify eligibility.
The following summary is from the WA DOH Website linked above:
We are currently in Phase 1B tiers 3 and 4 of vaccine distribution
People, staff, and volunteers in certain congregate living settings: correctional facilities; group homes for people with disabilities; settings where people experiencing homelessness live or access services
High-risk critical workers* in certain congregate settings: agriculture, fishing vessel crews, food processing, grocery store/food bank, corrections (prisons, jails, detention centers), court of law, public transit, remaining first responders, restaurants, food services, construction, and manufacturing
People 16 years or older who are pregnant or have a disability that puts them at high risk for severe COVID-19 illness
All people 50 and older who live in a multigenerational household
All workers in health care settings
Educators and school staff for pre-kindergarten through 12th grade and child care workers
People who live or work in long-term care facilities
In this month’s webinar, the Benefits attorneys of Maynard, Cooper & Gale will review the benefits provisions within the recently passed American Rescue Plan Act of 2021, including new COBRA subsidies and requirements. The webinar will also cover recent guidance from federal agencies, including guidance regarding the Outbreak Period Extensions and cafeteria plan changes.
We highly recommend you attend this webinar, as there are many important provisions in the APRA that may impact your company.
(Pre-approved for 1 SHRM credit hour. Pending approval for HRCI credit.)
In anticipation of the webinar, I have also attached a very helpful APRA COBRA compliance update to this email from our Cobra partner, Rehn & Associates.
I hope you are doing well. Along with our law firm, Maynard Cooper, we are working our way through the benefits provision in the ARPA signed into law this month. We are still waiting on additional guidance from Rehn & Associates along with the processes and notices related to this change. Please be on the look out for future communications from us and Rehn & Associates with details on the new notices, changes to the existing COBRA process, collecting premiums, etc.
Even though we do not have all the details, we thought it would be helpful to share with you the latest updates Maynard Cooper has put together regarding the new COBRA subsidy:
COBRA Subsidy Provisions in the American Rescue Plan Act: Time is of the Essence for Employers
On March 11, 2021, President Biden signed into law the American Rescue Plan Act of 2021 (“ARPA”), which is the latest round of federal economic stimulus legislation in response to the ongoing COVID-19 pandemic. The ARPA has several benefits-related provisions, the most notable of which is the COBRA premium subsidy and its related election period extension and notice requirements. As discussed in more detail below, these COBRA provisions, which apply to both fully insured and self-insured group health plans subject to COBRA, take effect as soon as April 1, 2021, which means that employers have a limited window of time to get familiar with and implement these provisions in order to avoid costly penalties for COBRA non-compliance.
COBRA Premium Subsidy
The ARPA establishes a COBRA premium subsidy, which will cover COBRA premiums at 100% for certain assistance eligible individuals (“AEIs”) during the period from April 1, 2021 through September 30, 2021 (the “Subsidy Period”). An “AEI” is a qualified beneficiary who is eligible for and elects COBRA for a period of coverage within the Subsidy Period due to a qualifying event of involuntary termination of employment or reduction of hours.
The employer (or, in some cases, the plan or insurer) will pay 100% of an AEI’s COBRA premium during the Subsidy Period and will be reimbursed by the federal government through a credit against payroll taxes or, for credit amounts exceeding payroll taxes, as a refund of an overpayment.
The Subsidy Period will last for six (6) months at most and may be shortened for AEIs who reach the end of their COBRA maximum coverage period (generally, 18 months) or who become eligible for coverage under Medicare or another group health plan (excluding coverage consisting of only excepted benefits, health FSAs, and qualified small employer HRAs (i.e., QSEHRAs)) earlier than September 30, 2021.
Extended Election Period
Individuals who do not have a COBRA election in effect on April 1, 2021, but who would be AEIs if they did, are eligible for the subsidy. In addition, individuals who elected but discontinued COBRA coverage before April 1, 2021, are eligible if they would otherwise be AEIs and are still within their COBRA maximum coverage period. These individuals may elect COBRA during the period beginning on April 1, 2021, and ending 60 days after they are provided required notification of the extended election period. Any election for these AEIs would be prospective only, and not retroactive to the date coverage was lost.
Plan Enrollment Option
The ARPA also creates a “plan enrollment option,” under which a plan may (but is not required to) permit AEIs to elect to enroll in a different coverage option (i.e., a different group health plan offered by the employer other than QSEHRAs, health FSAs, or coverage that offers only excepted benefits). An AEI has 90 days after notice of the enrollment option is provided to make the election. The different coverage option cannot have a premium that exceeds the premium for the individual’s existing coverage and must also be offered to active employees.
Group health plans must timely notify AEIs who become eligible to elect COBRA during the Subsidy Period of the subsidy’s availability. Plans must also provide notice to any individuals eligible to elect COBRA under the extended election period described above (i.e., any individuals who experienced a COBRA event due to an involuntary termination or reduction in hours and who are still within their 18-month maximum COBRA period) regarding the subsidy’s availability and the extended election period by May 30, 2021. These notice obligations can be met by amending existing notices or by providing the required notices in a separate document.
The ARPA directs the DOL to issue model notices by mid-April. Our preferred Cobra administrator, Rehn & Associates, will be sending out communication about these notices soon.
In addition to the above, plans must separately notify AEIs of their subsidy’s expiration between 45 and 15 days before the expiration date, unless the subsidy is expiring because the AEI has become eligible for coverage under another group health plan or Medicare.