COBRA Administration

COBRA is an employer law with numerous requirements and time frames to track. This creates complex tasks for employers to perform. This law comes with possible IRS excise tax issues, ERISA penalties, litigation and day-to-day compliance requirements that can be an expensive distraction if not done properly.

At Infinisource, we are the COBRA compliance and administration experts. We have the tools, experience, knowledge and dedication you need to make COBRA compliance trouble-free.

Infinisource COBRA Administration provides:

• Web-based COBRA or Electronic Data Transfer reporting
• All required notices for a comprehensive COBRA program
• An ERISA attorney on staff
• Management of COBRA elections and premium payments
• Updates on regulations, legislation and court cases
• Qualified Beneficiary website and call center support
• Client website and call center support

 Contact us today to outsource your COBRA compliance program and discover a solution that you can trust.

Open Enrollment

COBRA regulations require many notices including Open Enrollment Notification. These requirements state employers provide the same rights to COBRA Continuees during an open enrollment period that are offered to active employees. Infinisource is ready to offer support with Full Service Open Enrollment for COBRA beneficiaries.

Infinisource will mail information to inform the individuals of:

• Open enrollment period
• Available options
• Rates for each option
• Deadline dates for open enrollment period

Infinisource provides

• Up-to-date reporting
• Passive or active enrollment
• Preparation and mailing of Open Enrollment Packet
• Great customer support system

Don't pass over these important notifications. Call today to find out how Infinisource can tailor a solution to meet your needs. Focus on your active enrollees and let Infinisource process the paperwork for COBRA beneficiaries.

State Continuation

More than 40 states and the District of Columbia have laws that provide continuation of health benefits in the event that employer-sponsored coverage is terminated. The goal of state continuation is basically the same as COBRA and there is often an overlap between the two. The laws for state continuation can be complex and confusing with carriers, employers, employees and dependents in the mix. It can easily become challenging to manage this without the help of an administrator that recognizes the importance of state laws and the interaction with federal COBRA.

Infinisource offers state continuation for the following:

• Cal-COBRA Continuation
• Connecticut State Continuation
• New York State Continuation
• Texas State Continuation

Services for state continuation include:

• Generation and delivery of election and other notices
• Election processing
• Premium billing and collection
• Tracking relevant time frames
• Website support and reports
• Toll free employer and participant support

 Protect your company today. Call Infinisource and find the expertise to meet your state continuation requirements.

COBRA Eligibility

COBRA Eligibility Management saves time, reduces Qualified Beneficiary complaints and reduces exposure to claims!  These are benefits that every HR department values.

There are several management tasks to look for in a COBRA Eligibility Management administrator:  

• Manage multiple carriers and plan changes
• Obtain online access to carriers to enter COBRA new continuees and terminations
• Fast online eligibility changes 
• Prompt reinstatements for your employees and COBRA terminations
• Online access for Qualified Beneficiaries to view status
• Work with your carriers to resolve any errors

Learn more about how Infinisource can take this time-consuming task off your list and provide you with piece of mind. Contact us today.

USERRA

The Uniformed Services Employment and Reemployment Act of 1994 (USERRA) protects the rights of persons who voluntarily or involuntarily leave employment positions for duty in the uniformed services. USERRA not only provides for re-employment, it also defines how health coverage should be handled.

Both COBRA and USERRA generally allow individuals called for active duty to continue coverage under an employment-based health plan for both the service members and their families. USERRA coverage can extend up to 24 months and applies to all health plans (including Health FSAs) for all employers (including those with less than 20 employees). An employer's compliance with COBRA does not necessarily ensure compliance with USERRA..

Infinisource can provide the same type and level of services for USERRA coverage that employers expect for COBRA, including:

• Appropriate notice content and delivery
• Premium billing and premium collection
• Renowned client support
• Qualified Beneficiary website and call center support
• Web-based reporting
• Assistance in determining special enrollment eligibility

Contact us today to learn more about how this difficult issue can be supported by Infinisource.