Sheakley COBRA Administration services help you manage your employer responsibilities under the Consolidated Omnibus Budget Reconciliation Act of 1985. This federal law requires you to offer certain qualified beneficiaries the option of continuing group health plan coverage following a termination or other qualifying life event.

Under COBRA law, the employer must follow specific guidelines and strict timetables when offering continuation options to the individuals losing coverage under their group health plans.

Plan Compliance and Procedures

We'll help ensure you have all of the necessary plan administration procedures, processes, forms and notices in place.
If you’re unsure of whether you’re remaining compliant with all of the regulations, or if you simply want someone else to handle it so that you can focus on your core business, we’ll ensure all of the proper procedures are in place and everything runs smoothly.

Communication and Notification

Our team will process your employees' qualifying COBRA events and send, receive and manage the paperwork and time frames for anyone who is in their COBRA election period, actively covered by COBRA or getting ready to come off of COBRA.
The amount of paperwork and notifications necessary for COBRA, added to all of the other HR compliance requirements, is enough to drive a small or medium-sized business leader crazy. Our COBRA team members are experts and can manage these tasks so you won’t ever have to worry about keeping up.

Premium Billing, Collections and Remittance

We track and manage all of the billing and premium collection on your behalf and then process payments back to you to cover COBRA participant coverage costs.

Participant billing can be a headache for your staff, so our COBRA team will communicate with your COBRA participants regarding short payments, past due payments or any other issues that may arise.

Regulatory Changes and Updates

Our team will keep you updated on COBRA regulatory changes which may affect you and your company.
In other words, we help keep you compliant to minimize any risk of being fined for COBRA violations.

Plan Compliance and Procedures

We'll help ensure you have all of the necessary plan administration procedures, processes, forms and notices in place.
If you’re unsure of whether you’re remaining compliant with all of the regulations, or if you simply want someone else to handle it so that you can focus on your core business, we’ll ensure all of the proper procedures are in place and everything runs smoothly.

Communication and Notification

Our team will process your employees' qualifying COBRA events and send, receive and manage the paperwork and time frames for anyone who is in their COBRA election period, actively covered by COBRA or getting ready to come off of COBRA.
The amount of paperwork and notifications necessary for COBRA, added to all of the other HR compliance requirements, is enough to drive a small or medium-sized business leader crazy. Our COBRA team members are experts and can manage these tasks so you won’t ever have to worry about keeping up.

Premium Billing, Collections and Remittance

We track and manage all of the billing and premium collection on your behalf and then process payments back to you to cover COBRA participant coverage costs.

Participant billing can be a headache for your staff, so our COBRA team will communicate with your COBRA participants regarding short payments, past due payments or any other issues that may arise.

Regulatory Changes and Updates

Our team will keep you updated on COBRA regulatory changes which may affect you and your company.
In other words, we help keep you compliant to minimize any risk of being fined for COBRA violations.
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Why Choose Sheakley

      • Single Source — one provider for your HR and risk management needs
      • Expertise — our experienced team will help guide you through the complicated world of HR
      • Experience — more than 50 years of serving our clients’ HR and risk management needs
      • Trust — family owned, local offices, BBB Accredited and trusted by more than 50,000 clients

FAQ

COBRA is the Consolidated Omnibus Budget Reconciliation Act of 1985. It was designed to provide temporary continuation of healthcare coverage to individuals and their families who lose coverage under their employer-sponsored health plans. Generally speaking, COBRA is only applicable to the group health plan(s) for any employer that employs 20 or more individuals on more than 50% of its typical business days in the preceding year.
Any individual who is covered by one of the plans above and loses coverage as a result of a specific COBRA event is eligible for continuation coverage.
Any employee eligible for COBRA is considered a Qualified Beneficiary. Those who can be considered Qualified Beneficiaries are:

• An employee
• A former employee
• A retired employee
• The dependent children of any of the above (including adopted and placed for adoption children)
• The spouse of any of the above
• Children covered by the plan pursuant to Qualified Medical Child Support Orders
• Individuals who are covered by the plan who are self-employed persons, agents or independent contractors (and their employees, agents and independent contractors)
• Corporate directors

Each Qualified Beneficiary has the same rights under COBRA as any similarly situated active employee covered under the company group health plan. Once a qualifying event occurs, the employee and any covered family members each have the right to make his or her own plan decisions.
COBRA coverage is limited to either 18 or 36 months, depending on the qualifying event. 18 month events are generally limited to those that only affect the employee (termination, reduction of hours), whereas the 36 month events are limited to those that affect the covered spouse or dependents of the employee (death of employee, employee’s Medicare entitlement, divorce/separation, dependent ceasing to be a dependent). The 18 month time frame can be extended to 29 months for the disability of the covered employee or to 36 months for a second event.
A Qualified Beneficiary has 60 days to elect to participate beginning from the later of the loss of coverage date or the date of notification.
COBRA coverage will be terminated when a Qualified Beneficiary reaches the end of their coverage period (18, 29 or 36 months) or voluntarily cancels coverage. However, coverage can also be terminated if the participant fails to make their premium payments in a timely manner, if the employer terminates the group health plan in its entirety for all employees, if the employee becomes covered under another group health plan or if the employee becomes entitled to Medicare benefits.

Hear It From Our Clients

We really appreciate that you’re always on top of these things for us! I don’t know what we’d do without you folks.

Susan Senn, LAMMICO

Thanks so much for your help!  I thought this type of customer service was long gone…

Chris Myers, Air Plus

Your team was knowledgeable, kind, patient, thorough, prompt and lovely. You should consider them a valuable asset to your company!