The forms necessary to establish eligibility.

A description of the AEIвЂ™s right to enroll in different coverage if so permitted.A prominently displayed description of the AEIвЂ™s right to the subsidy and conditions on entitlement.A general notice regarding the option to enroll in different coverage if the employer permits it.A general notice regarding the availability of the subsidy.The DOL is expected to provide model language for these notices by April 10, 2021. The following specific information must be included in the notices to AEIs.Once notified, the 60-day election period begins. Special Election AEIs.В By May 31, 2021, employers or plan administrators must notify AEIs who are eligible for the special election of the opportunity to elect continuation coverage.An employer or plan administrator can provide this information in the COBRA election notice or a separate notice to be distributed with the election packet. By May 31, 2021, employers or plan administrators must notify AEIs who have become eligible for the subsidy of the subsidyвЂ™s availability and, if permitted by the plan, the option to enroll in different coverage. Notice RequirementsДЄRPA imposes the following notice requirements: Individuals must notify their plan if they become so eligible or be subject to statutory penalties. Individuals are no longer eligible for the subsidy once they become eligible for other employer coverage or Medicare, or beyond their maximum COBRA coverage period (which, under federal law is 18 months and under California law may be up to 36 months). The Department of Labor may provide additional guidance on these points. However, the statute does not specify whether a particular termination of employment (such as a contract-based resignation for вЂњgood reason,вЂќ mutual termination, voluntary exit incentive program or mandatory retirement) is voluntary or involuntary, nor does it distinguish between voluntary or involuntary reduction in hours. The subsidy does not apply to individuals who have voluntarily resigned. Individuals eligible for the subsidy, known as вЂњAssistance Eligible IndividualsвЂќ (AEIs), are those who were involuntarily terminated or experienced a reduction in hours, and who timely elect COBRA continuation coverage after April 1, or, in the case of individuals who failed to timely elect COBRA continuation coverage or who dropped the coverage prior to April 1, make a special election within a new 60-day special election period beginning April 1 and ending 60 days after they have been notified of their eligibility. Subject employers are required to cover the COBRA premiums, and will be reimbursed through a federal tax credit toward their quarterly payroll taxes. It does not apply to flexible health spending accounts, and it is currently unclear whether it applies to dental or vision plans. The subsidy applies to plans subject to COBRA (both insured and self-insured plans) as well as self-funded and insured plans not subject to COBRA but subject to continuation coverage under state law (such as CaliforniaвЂ™s Cal-COBRA, which applies to employers with two or more employees). The federal American Rescue Plan Act of 2021 (ARPA) provides for a 100% subsidy of COBRA premiums for six months from Apthrough September 30, 2021, for individuals (and their covered dependents) who lose coverage under their employerвЂ™s health care plan due to a reduction in hours or involuntarily termination for reasons other than gross misconduct.

Desert cobra pack gone