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COBRA Administration
Support Program
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
sets forth a complex set of requirements in providing for the
option of continuation of group health coverage for certain employees
and covered dependents. CBSA's COBRA Administration Support Program
can relieve employers of the burden of the notifications and
record keeping required. In addition, CBSA handles the billing,
collection and remittance of premium for COBRA plan participants.
Flexible Benefit
Compensation Plans
CBSA FLEX is a Flexible Benefit Compensation Plan that allows
employees to voluntarily reduce their pay before application
of Federal, State and Social Security taxes and receive tax-free
reimbursement for certain qualified expenses. Under the provisions
of Sections 125 and 129 of the Internal Revenue Code, Flexible
Benefit Compensation Plans can be established to cover Group
Medical and Dental Coverage Contributions to Employer-Sponsored
Plans, Unreimbursed Health Care Expenses and Dependent Care Costs.
CBSA FLEX can be added to any employee benefit plan. As a Third
Party Administrator, CBSA provides enrollment assistance and
ongoing administrative support, including documentation, discrimination
testing, reporting and reimbursements.
FSA (Flex) Employee Brochure
Flex Claim Form
Dependent / Child
Care Receipt
Orthodontia Receipt
Flex Change of Status
Form
Direct Deposit
- Employee
Direct Deposit
- Employer
FSA guidelines for
over-the-counter medications and supplies
Connections
Newsletter FSA 12/05
Updated Web site - FSA employee overview brochure
HIPAA Administration
Support Services
The Health Insurance
Portability and Accountability Act (HIPAA) which became law on
August 21, 1996, impacts virtually all group medical plans established
after June 1, 1997. HIPAA amended the Employee Retirement
Income Security Act (ERISA), the Public Health Service Act, and
the Internal Revenue Code to provide improved portability and
continuity of health insurance coverage. The law:
- limits exclusions for pre-existing
medical conditions, provides credit for prior health coverage,
and sets forth a process for providing certificates concerning
prior coverage to a new group health plan or issuer;
- establishes new rights that
allow individuals to enroll for health coverage when they lose
other health coverage or add a new dependent;
- prohibits discrimination in
enrollment and in premium charges to employees and their dependents
based on health status-related factors;
- sets new standards for disclosure
of plan benefits to employees.
Certificates of coverage must
be provided at the time an employee or dependent leaves the Plan
and again when COBRA benefits cease. An employee can also
request additional certificates.
CBSA is prepared to issue the
necessary certificates for employees and dependents who terminate
while CBSA is the administrator of your Plan. Our fee to
retrieve the information, complete the certificate, and send
it to the employee by first class mail will be $1.50 per certificate.
The number of certificates produced each month will show as a
separate item on the group's monthly statement.
HIPAA Compliance Services Brochure
CBSA
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