The recent American Rescue Plan Act (ARPA) is bringing sweeping changes for employers. One of the biggest? Effective April 1, 2021 through September 30, 2021 the government will subsidize 100% of COBRA premiums for qualified employees who lost their health plan coverage during the pandemic. Under the new law, these employees are eligible to maintain (and in some cases change, if the employer permits) the level of health coverage they had while employed.
That raises a LOT of questions for HR and Benefits Leaders on what exactly they need to do next. Join our free webinar Wednesday, April 7 to get answers from our COBRA compliance lawyer, as he details what the ARPA means for your business and how HR can navigate the new requirements without incurring legal penalties or footing the bill.
What specific impacts ARPA will have on COBRA, employees and employers
How the additional COBRA premiums will actually be funded
Official DOL timelines and deadlines to avoid financial penalties
Plus, ask our legal benefits expert your questions in a live Q&A
J. René Toadvine
Employee Benefits and Executive Compensation Lawyer and Office Managing Shareholder, Littler Mendelson
At Littler, a company focused on labor and employment law, which provides legal strategies and solutions for employers, René Toadvine maintains a nationwide practice that focuses on issues that affect employee benefits. From benefits tax issues to the Consolidated Omnibus Budget Reconciliation Act (COBRA) René’s expansive knowledge of insurance law is an asset to all those who seek his counsel.
René previously served on Littler’s Board of Directors and as the office managing shareholder of the firm’s Charlotte, North Carolina, and Columbia, South Carolina, offices. Additionally, he is a member of the Level A to B Write-On Subcommittee and a core member of the Employee Benefits Leadership Group.
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