COBRA & HIPAA Administration
You Can Minimize Claim Costs, Administrative Expense and Potential Penalties
THE CONSOLIIDATED OMNIIBUS BUDGET RECONCIILIIATIION ACT of 1985 (COBRA), enacted into law in April of 1986, generally provides that employers who sponsor group health plans must permit covered individuals who lose coverage under the plan as a result of certain events, to elect to continue their coverage under the plan for a prescribed period of time on a self-pay basis. Failure to provide either notification or failure to adhere to the COBRA regulations can result in severe penalties and possible litigation.
The HEALTH INSURANCE PORTABIILIITY AND ACCOUNTABIILIITY ACT of 1996 (HIPAA), was signed into law in August of 1996. This law includes important protections for people who have preexisting medical conditions or might suffer discrimination in health coverage based on a factor that relates to an individual’s health. Group health plans and insurers are required to provide proper documentation that certifies the creditable coverage an individual has earned. This “Certificate of Creditable Coverage” must be provided automatically when an individual either loses coverage under the plan or becomes entitled to elect COBRA continuation coverage, and when an individual’s COBRA coverage ceases.
Staying up-to-date with current regulations and complying with COBRA and HIPAA regulations can be an administrative burden for any employer. The COBRA-HIPAA rules can be complicated and stressful, particularly when dealing with disgruntled employees and their spouses. To compound matters, employers face costly litigation from former employees and government agencies in the event the COBRA-HIPAA rules are not followed.
Kennion's portfolio of COBRA and HIPAA administrative services enable clients to outsource all the functions associated with their COBRA-HIPAA program. Our services include notification to beneficiaries, premium billing, tracking and remittance to the carriers. It's a "turn-key" system. Our team has developed a program that makes meeting your specific state and federal requirements affordable, easy and reliable. By using a single partner for benefit plan and COBRA/HIPAA administration, Kennion reduces liability typically associated with COBRA administration by eliminating discrepancies across systems and improving the timeliness of COBRA letter distribution.
Comprehensive Services For Employers
• Billing and tracking
• Customer service
• Easy account access
• Eligibility determinations
• Installation kits
• Management reporting
• Notification assistance
• Records management
