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 These days the term “Employee Benefits” has taken on a whole new meaning. It wasn’t that long ago when most employer’s benefits package consisted of only health insurance and a retirement savings accounts, such as an 401(k) or an IRA.
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 If history has taught us anything about global economics, its that financial trends are often repeated. Every so often the US will experience an economic downturn, or as it’s better known, a recession.
 As part of the Affordable Care Act that was passed into law in 2010, employers are required to provide all their new hires with a written notice about the ACA's health insurance exchanges – also referred to as the marketplace.
 As 2019 nears its end and the beginning of a new decade is about to be ushered in, there are a number of HR and compliance issues that employers need to aware of and plan for.
 The Family and Medical Leave Act, most notable known as FMLA, is a federal law that was enacted to provide eligible employees job protected leave for medical reasons or to care for specified family members.
 Take a second and think about the world we live in today in comparison to what it was like 10 or 15 years ago.
 One of CobraHelp’s fundamental components as a third-party COBRA administrator is to constantly guide and educate our target client base on the importance of proper COBRA compliance.
 As The COBRA Experts for 33 years, we receive many COBRA related questions from employers, insurance brokers, TPA’s and plan participants.
 For job seekers there are many factors to consider when it comes to potential job offerings from a new employer – compensation, workplace culture, location, benefits package, etc.
 It's no secret that Employers are faced with a myriad of high-risk obligations when it comes to Federal COBRA compliance.
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