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On April 29, 2020, the U.S. Department of Labor along with the Department of Treasury and the IRS issued a joint final rule extending specific deadlines affecting group health plans....
COBRA continuation coverage, special enrollment periods, claims for benefits, appeals of denied claims, and external review of certain claims. These extensions provide participants and beneficiaries of employee benefit plans additional time to make important health coverage and other decisions affecting their benefits during the coronavirus outbreak.
Per the final rule - which can be found HERE - it states, in part:
Subject to the statutory duration limitation in ERISA section 518 and Code section 7508A,7 all group health plans, disability and other employee welfare benefit plans, and employee pension benefit plans subject to ERISA or the Code must disregard the period from March 1, 2020 until sixty (60) days after the announced end of the National Emergency or such other date announced by the Agencies in a future notice (the “Outbreak Period”) for all plan participants, beneficiaries, qualified beneficiaries, or claimants wherever located in determining the following periods and dates--
The notice goes on to provide some examples as they relate to COBRA:
Example One: Electing COBRA
Example Two: Special Enrollment Period
Example Three: COBRA Premium Payments
At this time CobraHelp is working closely with the DOL to understand in greater detail how this final rule will affect the administration of COBRA for our partners, clients, and their participants moving forward. We will be sure to notify our client base with any changes and new developments that will need to be implemented once more information is available to us. In the meantime, we would encourage everyone to checkout the DOL’s FAQ about the joint notice HERE.
Learn more about the new laws impacting national employee benefits administration here