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ARPA & the COBRA Subsidies - Shared screen with gallery view
David.Mordo@benefitmall.com
33:55
Someone out on disability is not criteria for an involuntary termination
David.Mordo@benefitmall.com
35:28
State Continuation continuees might very well be eligible for the subsidy. Page 329, lines 18 and 19 of the Act
Maria Gil-Arias
36:01
I cannot hear you guys
Maria Gil-Arias
36:58
NVM
Molly Rambo
47:14
AEI's that did not elect COBRA at the initial time they were eligible, but are now electing due to ARPA, would they have to backpay all of the premiums to bring them current
Haley Fischer
48:38
If someone is a voluntary termination are they eligible for the COBRA extension of the election period that was included in ARPA?
Darian Altomare
49:34
Are self insured plan employees eligible for this or only fully insured employees?
Maria Gil-Arias
53:04
So if a person, already on COBRA with a subsidy that ends April 30th. Would they now be extended through September?
Steven Neski
53:27
If a group has a minimum of 20hrs/wk for participation, and an employee drops from 40 to 20 hrs per week, (in other words still qualified for medical,) are they then eligible for subsidized COBRA?
Glen Seidner
54:48
if someone is in the 36 months what NY State continuance. what happens
Glen Seidner
56:37
what about non for profits
Haley Fischer
01:01:43
What options are available to AEI’s where the employer no longer offers medical coverage?
Nicky Rafalik
01:02:36
If the employer is federal COBRA the employee normally gets coupons to pay. Do they send those coupons back to the employers to pay the $$?
Ian Murphy
01:05:39
To be clear, if someone was termed in May of 2020 due to layoff they would be eligible?
Yehudit Levy
01:05:41
To my understanding COBRA includes dental and vision but do they also include the gap insurance that was initially purchased under COBRA?
Haley Fischer
01:06:11
Does this subsidy apply to dental and vision coverage as well?
Glen Seidner
01:06:28
where can employer get these notice
Shelly Conley
01:06:37
Just clarifying, the ARPA COBRA subsidies are not offered to employees involuntarily terminated for gross misconduct...right?
Glen Seidner
01:07:43
is there an employer size that this covers
Lisa Witt
01:08:08
If someone who didn’t elect back in July, for example, and they elect now, do they pay the premiums back to July and employer pays starting 4/1?
Glen Seidner
01:08:34
my guess is employers with 21 or more total employee even if only 2 are covered
Melissa Perryman
01:09:08
even if we don't have the notices available yet, and may not until mid April...….do you advise ex-employees to elect COBRA now?
Amanda Roy
01:11:30
so if someone waives COBRA, then is offered the subsidy and re-elects, they are only allowed to enroll for a prospective date, not a retroactive date right?
Jennifer Waskiewicz
01:11:33
If cobra eligible member did not elect cobra but moved to an individual market plan, are they still now eligible to enroll April 1st under cobra to get the subsidy and term their IMD plan?
Yehudit Levy
01:13:23
Will there be another open enrollment or will the employees be qualified for special enrollment after September 30th when the subsidy ends if they can't pay the high cost of the COBRA's premiums?
TED BISKIND
01:13:29
Yes, if still eligible
Melissa Perryman
01:14:22
if the employer isn't COBRA eligible, only State Continuation...….would the terminated employee have to had to be on the plan 90 days? like for 'norma;' State Cont.
Glen Seidner
01:16:14
how pays back premium. is back premium due
Lisa Witt
01:16:15
So, the employer pays that back premium or can the election just be effective 4/1/21?
Amanda Roy
01:18:39
so if a member was terminated 01/01/2021 and is eligible for the subsidy, their COBRA goes back retroactive to 01/01/2021, or does the coverage start prospectively on 04/01/2021?
Sunni Bigica
01:19:27
I would think the really small (2 or 3 employee)accounts, will be leaving small group and going on Individual plans, since so many are barely surviving financially, and now they have to pay back Cobra payments and subsidy as well.
Theresa Peterson
01:27:53
What about furloughed employees
Michelle Jenkins
01:27:55
If an employer uses a COBRA Administrator, is it the employers responsibility to send notices, pay the premiums and submit for the tax credit or is it the COBRA Administrator that sends notices, pays premiums and submits for the tax credits?
Glen Seidner
01:27:58
did you answer employer with 19 EE's is that a COBRA
Glen Seidner
01:28:07
or state
Darian Altomare
01:29:13
Who is responsible to pay the back premiums in that scenario? The employer?
Amanda Roy
01:29:37
who pays the back premiums for employees enrolling on coverage retroactively?
Katherine Lau
01:30:05
Can the AEI change the coverage level? For example, if he/she elected EE Only, can the AEI change to EE+Family for the COBRA subsidy from 04/01/2021 to 09/30/2021? Thank you.
Deborah Hebb
01:30:11
back to the question regarding the move from ind. market to cobra subsidy. Once the subsidy ends, is that a qualifying event to drop cobra, and enroll in a individual plan. under normal circumstances, voluntary drop of cobra isn't a qualifying event to select ACA individual medical plan outside of the normal open enrollment period.
Nicole Steinmetz
01:30:28
what if the company has gone through open enrollment since the termination occurred and the company switched plans or insurance companies?
Glen Seidner
01:32:07
so if I was terminated on aug 30 and did not elect cobra. are you saying that if I elect cobra on 4/1 that me 18 mo start on 4/1
Jennifer Waskiewicz
01:33:24
Please answer above on what if company went through OE, changed carriers and/or plans, how does this work with termed 'ee now electing cvg 4/1?
Theresa Peterson
01:34:01
Jennifer - EE would elect current plans
Amanda Roy
01:34:36
So the employer is stuck with the back premiums?
Marti Matheson
01:35:17
Do you have a notice that we can send the employer regarding this subsidy and asking whether the employee was let go voluntariry of non
Jennifer Waskiewicz
01:35:28
Can you answer all of these questions in writing & email to all participants to we have some more clarifications?
Jennifer Waskiewicz
01:36:24
What are your direct phone #s?
Steven Neski
01:36:29
Good job with this meeting!
Jennifer Waskiewicz
01:36:38
What are your direct phone #s?
Jacob Slocum
01:36:43
Thank you that was very helpful!