Comments on: Feds warn about 4 COBRA pitfalls http://www.hrbenefitsalert.com/cobra-pitfalls-watch-these-4-areas/ Daily dose of benefits news and know-how Sat, 18 Jun 2011 21:36:33 +0000 hourly 1 http://wordpress.org/?v=abc By: Shirley http://www.hrbenefitsalert.com/cobra-pitfalls-watch-these-4-areas/comment-page-1/#comment-979 Shirley Fri, 03 Oct 2008 11:48:05 +0000 http://www.hrbenefitsalert.com/?p=53#comment-979 I too would like the exact passage in ERISA that verifies #3 regarding severance payments. I too would like the exact passage in ERISA that verifies #3 regarding severance payments.

]]> By: Tina http://www.hrbenefitsalert.com/cobra-pitfalls-watch-these-4-areas/comment-page-1/#comment-923 Tina Thu, 25 Sep 2008 21:31:12 +0000 http://www.hrbenefitsalert.com/?p=53#comment-923 I too would like to know what exact passage in ERISA verifies #3 regarding severance payments. I too would like to know what exact passage in ERISA verifies #3 regarding severance payments.

]]> By: Scott Adams http://www.hrbenefitsalert.com/cobra-pitfalls-watch-these-4-areas/comment-page-1/#comment-344 Scott Adams Thu, 14 Aug 2008 18:39:23 +0000 http://www.hrbenefitsalert.com/?p=53#comment-344 We are also in / have had the same situation Jessica. Can HR Benefits alert provide Jessica and myself the exact passage in ERISA that verifies this? We are also in / have had the same situation Jessica.

Can HR Benefits alert provide Jessica and myself the exact passage in ERISA that verifies this?

]]> By: Mary http://www.hrbenefitsalert.com/cobra-pitfalls-watch-these-4-areas/comment-page-1/#comment-339 Mary Thu, 14 Aug 2008 18:12:34 +0000 http://www.hrbenefitsalert.com/?p=53#comment-339 Jessica, If I am interperting #3 correctly, I would say if you are being consistent with every person in a lay off by offering to extend coverage until the end of their severence, then you are not in violation. I believe #3 refers to executive deals where there is no end to their group coverage and COBRA is never offered which might have the IRS go into a tailspin. Jessica, If I am interperting #3 correctly, I would say if you are being consistent with every person in a lay off by offering to extend coverage until the end of their severence, then you are not in violation. I believe #3 refers to executive deals where there is no end to their group coverage and COBRA is never offered which might have the IRS go into a tailspin.

]]> By: Jessica http://www.hrbenefitsalert.com/cobra-pitfalls-watch-these-4-areas/comment-page-1/#comment-312 Jessica Thu, 07 Aug 2008 18:12:16 +0000 http://www.hrbenefitsalert.com/?p=53#comment-312 I find #3 interesting because when we lay an employee off, we pay them one week for every year of service they have given us and we include medical coverage (deduction comes from sev. check to cover employee contribution) through the end of the severance agreement. After that, they are eligible for COBRA and must pay 100% of the premium. Our agreement was written by our attorney, but from what I am reading, it sounds as though this is a violation of COBRA policy. I find #3 interesting because when we lay an employee off, we pay them one week for every year of service they have given us and we include medical coverage (deduction comes from sev. check to cover employee contribution) through the end of the severance agreement. After that, they are eligible for COBRA and must pay 100% of the premium. Our agreement was written by our attorney, but from what I am reading, it sounds as though this is a violation of COBRA policy.

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