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COBRA Administration

COBRA benefits your employees. Our administration benefits you.

COBRA’s complex rules and requirements, mandatory notices, multiple deadlines and potentially serious consequences for mistakes can be difficult to follow and administer. Our highly skilled staff has all the resources you need to alleviate the administrative burden of handling COBRA on your own. We work as an extension of your HR team, employing state-of-the-art technology and certified COBRA professionals to handle every last detail. 

 

COBRA can be complicated, costly, and time-consuming. And that's why companies like yours are turning to us.

The entire Sentinel family—top to bottom—is professional, responsive, and quick to resolve any issues that may arise.

– Benefits Analyst, iRobot Corporation

Our COBRA Administration solution offers:

Our COBRA administration services include enrollment, execution, compliance and beyond. Partner with us and you'll have a seamless, efficient, and cost-effective way to manage your COBRA benefits.

  • Toll-free number for active participants and qualified beneficiaries
  • Dedicated employer resources
  • Continuous monitoring to quickly resolve discrepancies
  • Maintenance of regulatory and compliance demands
  • Effective communication, tracking and collections
  • Administration of other billing arrangements, such as LOA, LTD, and retiree benefit premium collection

COBRA FAQs

What is a health plan under COBRA?

Healthcare includes diagnosis, cure, mitigation, treatment or prevention of disease, and any other services or care for the purpose of affecting any structure or function of the body.

Plans covering the following are generally considered health plans under COBRA:
 

  • Medical or surgical care
  • Prescription drugs
  • Dental care
  • Vision care
  • Hearing care
  • Drug and mental health treatment

What is a COBRA qualifying event?

A qualifying event must: a) result in a loss of coverage; and b) be a result of a specified event:
 

  • Termination of employment or reduction of hours of the covered employee (other than by reason of gross misconduct)
  • Death of a covered employee
  • Divorce or legal separation of a covered employee from the covered employee’s spouse
  • A dependent child ceasing to be a dependent child under the terms of the health plan 
  • An employer’s filing of bankruptcy under Chapter 11

Who is a qualified beneficiary?

A qualified beneficiary is any individual who, on the day before the qualifying event, is covered under a health plan by virtue of being:
 

  • An employee
  • A spouse of a covered employee
  • A dependent child of the covered employee
  • Any child who is born to or placed for adoption with a covered employee during a period of COBRA continuation coverage.


Each qualified beneficiary has an independent right to elect COBRA. For example, if an employee and his or her spouse were covered under the health plan on the day before the qualifying event, the spouse may elect COBRA even if the employee declines coverage.

*Please note that domestic partners do not meet COBRA’s definition of a spouse or dependent and even where state law recognizes domestic partners, domestic partners are not qualified beneficiaries.

Take the next step.

To learn more about how our approach to COBRA administration can help you increase your operational efficiencies and decrease your overall costs, contact us today by calling 800-463-6689 or filling out the form to the right.