{"id":3154,"date":"2020-05-04T20:37:01","date_gmt":"2020-05-04T20:37:01","guid":{"rendered":"http:\/\/bakertillyvantagen.com\/?p=3154"},"modified":"2023-05-09T14:07:18","modified_gmt":"2023-05-09T14:07:18","slug":"from-qles-to-cobra-the-new-covid-19-related-outbreak-period-relief-is-a-game-changer","status":"publish","type":"post","link":"https:\/\/sitepreviews.org\/bt-vantagen\/3154\/from-qles-to-cobra-the-new-covid-19-related-outbreak-period-relief-is-a-game-changer\/","title":{"rendered":"From life events to COBRA, the new COVID-19-related outbreak period relief is a game changer"},"content":{"rendered":"\r\n<p>On April 29, 2020, the Departments of Labor and Treasury issued a notice that extends certain time frames affecting participants\u2019 rights and plan obligations as they relate to various plan requirements.&nbsp; The extensions of time periods cannot be pegged with certainty at the moment as they are tied to the yet-to-be-announced end of the COVID-19 National Emergency declared by President Trump on March 13, 2020.&nbsp; However, what is known is the extensions themselves inherently stand to significantly alter various aspects of plan administration through to the end of what is now known as the \u201cOutbreak Period.&#8221;&nbsp;&nbsp; <\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<p>According to the notice, the Outbreak Period runs from March 1, 2020 until 60 days after the announced end of the National Emergency or such other date announced by the Agencies in a future notice.&nbsp; By way of intent, this period recognizes \u201cthe numerous challenges participants and beneficiaries already face as a result of the National Emergency\u201d and, by way of combined agency action, takes \u201csteps to minimize the possibility of individuals losing benefits because of a failure to comply with certain pre-established timeframes.\u201d&nbsp; The Agencies also recognize that affected group health plans may have difficulty in complying with certain notice obligations.<\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\"><strong>Relief for Plan Participants, Beneficiaries, Qualified Beneficiaries, and Claimants<\/strong>  <\/h4>\r\n\r\n\r\n\r\n<p>All group health plans, disability and other employee welfare benefit plans, and employee pension benefit plans subject to ERISA or the Code <strong>must disregard the period from March 1, 2020 until sixty (60) days after the announced end of the National Emergency or such other date announced by the Agencies in a future notice (the \u201cOutbreak Period\u201d) <\/strong>for all plan participants, beneficiaries, qualified beneficiaries, or claimants wherever located in determining the following periods and dates:<\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<ol class=\"wp-block-list\"><li>The 30-day period (or 60-day period, if\r\napplicable) to request special enrollment,<\/li><li>The 60-day election period for COBRA\r\ncontinuation coverage,<\/li><li>The date for making COBRA premium payments, and<\/li><li>The date for individuals to notify the plan of a\r\nqualifying event or determination of disability.<\/li><\/ol>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<p>ALSO:<\/p>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\"><li>The date within which individuals may file a\r\nbenefit claim under the plan\u2019s claims procedure,<\/li><li>The date within which claimants may file an\r\nappeal of an adverse benefit determination under the plan\u2019s claims procedure,<\/li><li>The date within which claimants may file a\r\nrequest for an external review after receipt of an adverse benefit\r\ndetermination or final internal adverse benefit determination, and<\/li><li>The date within which a claimant may file\r\ninformation to perfect a request for external review upon a finding that the\r\nrequest was not complete.<\/li><\/ul>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\"><strong>Relief for Group Health Plans<\/strong> <\/h4>\r\n\r\n\r\n\r\n<p>With respect to group health plans, and their sponsors and administrators, the Outbreak Period shall be disregarded when determining the date for providing a COBRA election notice under ERISA section 606(c) and Code section 4980B(f)(6)(D).<\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\"><strong>Relief by Comparison<\/strong> <\/h4>\r\n\r\n\r\n\r\n<figure class=\"wp-block-image\"><img decoding=\"async\" src=\"https:\/\/bakertillyvantagen.com\/wp-content\/uploads\/2020\/05\/chart-1.png\" alt=\"\" class=\"wp-image-3163\"\/><\/figure>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\"><strong>Other Noteworthy Considerations<\/strong> <\/h4>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\"><li>While this relief extends many deadlines, it\r\ndoes nothing to minimize or reduce employee and Qualified Beneficiary cost\r\nobligations.&nbsp; Employees will still be\r\nresponsible for their share of group health plan costs dating back to the\r\neffective date of coverage.&nbsp; Qualified\r\nBeneficiaries will still be responsible for paying monthly COBRA premiums\r\ndating back to start of coverage continuation under COBRA.&nbsp; <\/li><\/ul>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\"><li>Relief also is available when it comes to\r\nfurnishing ERISA-regulated notices (Summary Plan Descriptions, Summary of\r\nBenefits and Coverage, Summary Annual Report, Summary of Material Modification,\r\nvarious COBRA notices among others).&nbsp; Violations\r\nduring the Outbreak Period will be ignored so long as the plan and its\r\nfiduciaries act in good faith and furnish the material \u201cas soon as\r\nadministratively practicable under the circumstances.\u201d<\/li><\/ul>\r\n\r\n\r\n\r\n<ul class=\"wp-block-list\"><li>Form 5500 filings otherwise due on or after\r\nApril 1 and before July 15, 2020 are now due July 15, 2020.<\/li><\/ul>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\"><strong>Practical Implications<\/strong> <\/h4>\r\n\r\n\r\n\r\n<p>The practical implications of these actions taken by federal\r\nauthorities are diverse.&nbsp; Among the ways\r\nadministrative practices are being modified to adapt to this relief effort\r\ninclude the following:<\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<p><strong>Benefits Enrollment and Change Processing<\/strong> \u2013 Online, event-based benefit change functionality can be modified to ignore the traditional timeframes within which these events must take place in order to request a related benefits enrollment changes.  Employees should still be required to submit documentation to support event-based changes.  Changes that honor the Outbreak Period will increase the likelihood of retroactive deductions needing to be processed via the established payroll protocols.  Support staff will need training in order to adequately educate employees on these changes.<\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<p><strong>Benefits Communications<\/strong> \u2013  Employers must decide if they will modify or supplement existing communications (or both).\u00a0 Supplementation via inserts will make the process of reverting back to the traditional requirements easier once the Outbreak Period becomes obsolete.\u00a0 Employers should obtain vendor positions with respect to any need to leverage extended notification timeframes due, for example, to closed facilities and scaled back operations resulting from the pandemic.\u00a0  <\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<p><strong>COBRA Notifications <\/strong>\u2013 Employers also need to determine the best approach for generating and issuing various COBRA notifications.  Most will likely be required to support this relief effort through a combination of suspended practices, substantive notice content changes and supplemental member-level communications. <\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<p><strong>COBRA Payment Reconciliation Disjoints<\/strong> \u2013  This relief effort limits the employer\u2019s ability to influence coverage changes due to payment-related factors within traditional timeframes.\u00a0 Therefore, employers can expect a greater number of situations where collected, reconciled premiums do not align with actual coverage maintained by members.\u00a0 <\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<p><strong>Insurer Billing\/Invoice Reconciliation Disjoints<\/strong> \u2013 Similar to the COBRA coverage to payment disjoints described previously, this relief stands to increase the potential for retroactive coverage changes with dates that sit outside the traditionally accepted 30 and 60-day policy thresholds.   \u00a0 <\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<p><strong>Forfeited FSA Balances<\/strong> \u2013 Previously communicated 2019 Health Care FSA balance information is now subject to change.  Forfeited balances will not be realized until the conclusion of the Outbreak Period.<\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<h4 class=\"wp-block-heading\"><strong>Conclusion<\/strong><\/h4>\r\n\r\n\r\n\r\n<p>Your Baker Tilly Vantagen support teams are ready to help you understand how we are positioning to support these latest federal COVID-19-related response measures.\u00a0 Please contact us if you have any questions regarding this subjects covered in this release. <\/p>\r\n\r\n\r\n\r\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\r\n\r\n\r\n\r\n<p>As with previous other regulatory change scenarios, employers will want to work with their third-party vendors and insurers to understand their positioning and readiness with respect to this Outbreak Period.  Understanding these evolving dynamics will enable employers to gain control over employee education and the potential impact these changes will have upon program costs.<br><\/p>\r\n","protected":false},"excerpt":{"rendered":"<p>On April 29, 2020, the Departments of Labor and Treasury issued a notice that extends certain time frames affecting participants\u2019 rights and plan obligations as they relate to various plan requirements.&nbsp; The extensions of time periods cannot be pegged with certainty at the moment as they are tied to the yet-to-be-announced end of the COVID-19 [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":3172,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[21],"class_list":["post-3154","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-benefits-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.8 - 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