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Someone out on disability is not criteria for an involuntary termination
State Continuation continuees might very well be eligible for the subsidy. Page 329, lines 18 and 19 of the Act
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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
If someone is a voluntary termination are they eligible for the COBRA extension of the election period that was included in ARPA?
Are self insured plan employees eligible for this or only fully insured employees?
So if a person, already on COBRA with a subsidy that ends April 30th. Would they now be extended through September?
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?
if someone is in the 36 months what NY State continuance. what happens
what about non for profits
What options are available to AEI’s where the employer no longer offers medical coverage?
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 $$?
To be clear, if someone was termed in May of 2020 due to layoff they would be eligible?
To my understanding COBRA includes dental and vision but do they also include the gap insurance that was initially purchased under COBRA?
Does this subsidy apply to dental and vision coverage as well?
where can employer get these notice
Just clarifying, the ARPA COBRA subsidies are not offered to employees involuntarily terminated for gross misconduct...right?
is there an employer size that this covers
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?
my guess is employers with 21 or more total employee even if only 2 are covered
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?
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?
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?
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?
Yes, if still eligible
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.
how pays back premium. is back premium due
So, the employer pays that back premium or can the election just be effective 4/1/21?
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?
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.
What about furloughed employees
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?
did you answer employer with 19 EE's is that a COBRA
Who is responsible to pay the back premiums in that scenario? The employer?
who pays the back premiums for employees enrolling on coverage retroactively?
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.
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.
what if the company has gone through open enrollment since the termination occurred and the company switched plans or insurance companies?
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
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?
Jennifer - EE would elect current plans
So the employer is stuck with the back premiums?
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
Can you answer all of these questions in writing & email to all participants to we have some more clarifications?
What are your direct phone #s?
Good job with this meeting!
What are your direct phone #s?
Thank you that was very helpful!