On March 2, 2010, President Obama signed H.R. 4691 into law. Do you know how this impacts your business? You need to.
Small businesses across the United States are turning to Professional Employer Organization Services for Employee Benefits Management. One area of complexity is the management of COBRA Continuation Coverage. If your business offers a group health plan and has 20 or more employees, you are required by law to extend COBRA continuation. In addition, if an employee is involuntarily termed the American Recovery and Reinvestment Act of 2009 (ARRA) requires employers to pay 65% of the premium which is calmed as a tax rebate.
If you have less than 20 employees you may think these laws do not apply. Not so quick! Many states have enacted what is called "mini-COBRA". This may include a premium subsidy.
Do you know your responsibilities under COBRA at both the federal and state level? Let a PEO keep your business compliant by utilizing their Employee Benefits Administration, so you can focus on your growing business.
Small businesses across the United States are turning to Professional Employer Organization Services for Employee Benefits Management. One area of complexity is the management of COBRA Continuation Coverage. If your business offers a group health plan and has 20 or more employees, you are required by law to extend COBRA continuation. In addition, if an employee is involuntarily termed the American Recovery and Reinvestment Act of 2009 (ARRA) requires employers to pay 65% of the premium which is calmed as a tax rebate.
If you have less than 20 employees you may think these laws do not apply. Not so quick! Many states have enacted what is called "mini-COBRA". This may include a premium subsidy.
Do you know your responsibilities under COBRA at both the federal and state level? Let a PEO keep your business compliant by utilizing their Employee Benefits Administration, so you can focus on your growing business.
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