The document summarizes new COBRA laws under the American Recovery and Reinvestment Act (ARRA) that provide subsidized health coverage through COBRA. Key provisions include a temporary 65% premium subsidy for qualified beneficiaries between September 2008 and December 2009, an extended election period, income limits for eligibility, required notices, and penalties for noncompliance. Employers must determine eligible beneficiaries, issue revised notices, and establish procedures to receive reimbursement for the subsidized premium amounts.

1. THE NEW COBRA LAWS By Eric Swenson ©2009 RSJ/Swenson LLC

2. ©2009 RSJ/Swenson LLC OVERVIEW COBRA and the New ARRA Assistance Eligible Individuals (AEIs) The Subsidy – Premium Assistance Extended Election Period Notices Non-Compliance Penalities What To Do!

3. ©2009 RSJ/Swenson LLC THE ACT AFFECTS MOST EMPLOYERS Employers with group health plans subject to COBRA through Tax Code, ERISA or PHSA (Public Health Service Act): Private companies with 20 or more employees State and local government employers Federal government Other employers with group health plans subject to COBRA comparable coverage (such as state mini-COBRA )

4. ©2009 RSJ/Swenson LLC EFFECTIVE DATES The Act became effective February 17, 2009, but applicable for any period of coverage after that date Exceptions possible for shorter coverage periods Special effective dates for premium subsidy eligibility September 1, 2008 through December 31, 2009 Extended COBRA election period also tied to notice

5. FAILURE TO COMPLY ©2009 RSJ/Swenson LLC Legislative history suggests violation of new notice rules is a violation of COBRA notice rules ERISA attaches $110/day penalties for COBRA notice violations Tax Code $100/day excise tax for COBRA violations Potential lawsuits under ERISA and Public Health Service Act

6. One Additional Chance The Act provides assistance eligible individuals (AEIs) another opportunity to elect COBRA Additional election right does not extend to COBRA comparable coverage plans Election right begins February 17, 2009 and continues for 60 days following notification Election right available even if AEI did not previously elect, or prematurely ended COBRA ©2009 RSJ/Swenson LLC

7. ©2009 RSJ/Swenson LLC Who is eligible for Premium Reimbursement? Qualified beneficiaries are eligible for COBRA assistance if: Eligible for federal or state COBRA at any time between September 1, 2008 and December 31, 2009; and Elects COBRA (when first offered or during extended election period); and Involuntarily terminated between September 1, 2008 and December 31, 2009

8. COBRA Premium Assistance AEI pays only 35% of COBRA premium Employer or insurer picks up remaining 65% and is later reimbursed by the federal government AEI s 35% can be paid by third party, but employer payment alters benefit Premium subsidy continues for up to 9 months ©2009 RSJ/Swenson LLC

9. COBRA Premium Assistance Subsidy begins on first day of first month of the period of coverage beginning on or after February 17, 2009 Subsidy ends on the earliest of: 9 months after the first day of the first month of coverage The date following expiration of the maximum COBRA coverage period If the individual becomes eligible for coverage under other group health plan, subsidy ends. ©2009 RSJ/Swenson LLC

10. ©2009 RSJ/Swenson LLC Income Limits Apply If taxpayers income exceeds $145,000 ($290,000 for joint taxpayers), then amount of premium reduction must be repaid. High-income individuals can waive assistance

11. ©2009 RSJ/Swenson LLC PROVIDING NOTICES – INCLUDE THIS INFORMATION: The forms necessary for establishing eligibility for the premium reduction; Contact information for the plan administrator or other person maintaining relevant information in connection with the premium reduction; A description of the second election period (if applicable to the individual); A description of the requirement that the Assistance Eligible Individual notify the plan when he/she becomes eligible for coverage under another group health plan or Medicare and the penalty for failing to do so; A description of the right to receive the premium reduction and the conditions for entitlement; and If offered by the employer, a description of the option to enroll in a different coverage option available under the plan.

12. ©2009 RSJ/Swenson LLC WHAT TO DO IF YOU ARE AN AFFECTED EMPLOYER Determine eligible qualified beneficiaries Satisfy new notice requirements Establish administrative procedures for 65% premium subsidy Establish administrative procedures for federal reimbursement Additional guidance can be found at: www.dol.gov/ebsa/cobra.html

13. ©2009 RSJ/Swenson LLC YOUR BUSINESS RESOURCE www.rsjswenson.com 818.461.1874 702.688.4002