{"id":3275,"date":"2009-03-19T16:12:52","date_gmt":"2009-03-19T16:12:52","guid":{"rendered":"http:\/\/www.hrresource.com\/articles\/view.php?article_id=3403"},"modified":"2009-03-19T16:12:52","modified_gmt":"2009-03-19T16:12:52","slug":"dol-posts-model-notices-other-additional-guidance-on-stimulus-bill-cobra-rules","status":"publish","type":"post","link":"https:\/\/squarehr.com\/index.php\/2009\/03\/19\/dol-posts-model-notices-other-additional-guidance-on-stimulus-bill-cobra-rules\/","title":{"rendered":"DOL Posts, Model Notices, Other Additional Guidance On Stimulus Bill COBRA Rules"},"content":{"rendered":"

The U.S. Department of Labor (“DOL”) this morning (March 19, 2009) posted Model Notices and other additional guidance about temporary requirements added to the group health plan medical coverage continuation requirements of the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended (“COBRA”) by the American Recovery and Reinvestment Act of 2009 (“Stimulus Bill”). Employers, health plan administrators, and health insurers involved in the sponsorship or administration of COBRA-covered group health plans should consult with counsel about the suitability of using the Model Notices to provide required notifications of the new Stimulus Bill COBRA rules and other steps necessary to comply with the new requirements.  While the Model Notices and other guidance provides helpful insights about the new requirements, many group health plan sponsors, administrators and fiduciaries are likely to find it necessary or desirable to specifically tailor the notifications and other procedures they provide to more clearly communicate the workings of the new requirements as they relate to their specific plans so as to minimize administrative burdens of compliance and fiduciary risks.
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