The concept behind COBRA is simple, a person shouldn't have to lose their health care coverage simply because they change jobs, get divorced, or become too old to be covered as a dependent.
Things can become quite complicated when you work through all of the details that are required to put this simple concept into effect. We will explain the COBRA requirements that apply to employers, including the plans that are subject to COBRA, the special COBRA rules for Health FSAs, the situations in which COBRA must be offered, how long COBRA must be offered, and the notices that may be required under COBRA.
Agenda
Faculty
Steven P. Smith
Hinkle Law Firm LLC
- Member of the Hinkle Law Firm LLC
- Practice is focused on the benefits that employers provide to their employees, including 401(k) plans and group health plans, and on the laws governing those plans, including ERISA, HIPAA, COBRA, and the Internal Revenue Code
- Frequent public speaker on employee benefits-related topics
- Contributing author to the book, Group Health Plans: Federal Mandates Other Than COBRA and HIPAA (published by the Employee Benefits Institute of America, a division of Thomson Reuters), 2003 – present; Traps for the Unwary: Avoiding Problems with Employee Benefit Plans in Divorce, Kansas Bar Association Journal, February 2011
- Admitted to the Kansas Bar, member of the Gulf Coast Area IRS TE/GE Council and the Kansas Bar Association
- Recognized in The Best Lawyers in America
- Adjunct Professor, University of Kansas School of Law
- J.D. degree, University of Kansas
- Can be contacted at 316-267-2000 or [email protected]
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