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1 Misunderstanding of who the COBRA Law applies to. If an employer had 20 employees (adding together full-time, part-time, seasonal, etc.) for at least 50% of working days during the previous calendar year, employer is subject to COBRA in current year. 2 Lack of Information Concerning COBRA Law. Legislation makes Employer responsible but no program to educate. Failure to send initial notices to employee within 30 days of becoming covered under the group medical/dental plan. Process COBRA election forms.

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CONTACTS AT BLASTEFFECTS.COM

Bart, Inc.

Bart Justice

2616 ●●●●●y St.

Hun●●●lle , Alabama, 35801

United States

(256)●●●●●-2258
(775)●●●●●-4336
db●●●●●●●@mindspring.com

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Bart, Inc.

Bart Justice

2616 ●●●●●y St.

Hun●●●lle , Alabama, 35801

United States

(256)●●●●●-2258
(775)●●●●●-4336
db●●●●●●●@mindspring.com

View this contact

Bart, Inc.

Bart Justice

2616 ●●●●●y St.

Hun●●●lle , Alabama, 35801

United States

(256)●●●●●-2258
(775)●●●●●-4336
db●●●●●●●@mindspring.com

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Untitled Document | blasteffects.com Reviews
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1 Misunderstanding of who the COBRA Law applies to. If an employer had 20 employees (adding together full-time, part-time, seasonal, etc.) for at least 50% of working days during the previous calendar year, employer is subject to COBRA in current year. 2 Lack of Information Concerning COBRA Law. Legislation makes Employer responsible but no program to educate. Failure to send initial notices to employee within 30 days of becoming covered under the group medical/dental plan. Process COBRA election forms.
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1 3 administrative errors
2 handle cobra premiums
3 services
4 cobra administration
5 links
6 coupons
7 reviews
8 scam
9 fraud
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Untitled Document | blasteffects.com Reviews

https://blasteffects.com

1 Misunderstanding of who the COBRA Law applies to. If an employer had 20 employees (adding together full-time, part-time, seasonal, etc.) for at least 50% of working days during the previous calendar year, employer is subject to COBRA in current year. 2 Lack of Information Concerning COBRA Law. Legislation makes Employer responsible but no program to educate. Failure to send initial notices to employee within 30 days of becoming covered under the group medical/dental plan. Process COBRA election forms.

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1

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http://www.blasteffects.com/sitemap.html

Assures Employers of Compliance with all Federal Regulations that could affect COBRA procedures. Helps protect Employers from Lawsuits by establishing efficient record-keeping and audit procedures. Administers changes brought on by the Health Insurance Portability and Accountability Act. Provides continuation information to meet State requirements for multi-state employee locations. Alerts Employers to any Major developments from Federal agencies that could affect COBRA compliance.

2

Untitled Document

http://www.blasteffects.com/products.html

Assures Employers of Compliance with all Federal Regulations that could affect COBRA procedures. Helps protect Employers from Lawsuits by establishing efficient record-keeping and audit procedures. Administers changes brought on by the Health Insurance Portability and Accountability Act. Provides continuation information to meet State requirements for multi-state employee locations. Alerts Employers to any Major developments from Federal agencies that could affect COBRA compliance.

3

Untitled Document

http://www.blasteffects.com/links.html

Assures Employers of Compliance with all Federal Regulations that could affect COBRA procedures. Helps protect Employers from Lawsuits by establishing efficient record-keeping and audit procedures. Administers changes brought on by the Health Insurance Portability and Accountability Act. Provides continuation information to meet State requirements for multi-state employee locations. Alerts Employers to any Major developments from Federal agencies that could affect COBRA compliance.

4

Untitled Document

http://www.blasteffects.com/requirements.html

The US. Department of Labor has issued final regulations for TWO NEW notice requirements for group health plans to be provided by the Plan Administer (the Employer, unless using a third party administrator). These requirements become effective with plan anniversaries on or after November 26, 2004. The final regulations also specify what General and Election notices must contain and the reasonable procedures that must be followed in providing the notices. Administers changes brought on by the Health Insur...

5

Untitled Document

http://www.blasteffects.com/penalties.html

Employers that violate COBRA requirements could receive penalties under the Internal Revenue Code, Department of Labor or the Public Health Service Act (if the employer is a state or local government). The Department of Labor can audit an employer and levy a maximum penalty of $110 per day for each day the employer is found to be in violation of delivering COBRA notices in a timely manner to employees and or qualified beneficiaries. Has over 30 years experience in employee benefits.

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Untitled Document

1 Misunderstanding of who the COBRA Law applies to. If an employer had 20 employees (adding together full-time, part-time, seasonal, etc.) for at least 50% of working days during the previous calendar year, employer is subject to COBRA in current year. 2 Lack of Information Concerning COBRA Law. Legislation makes Employer responsible but no program to educate. Failure to send initial notices to employee within 30 days of becoming covered under the group medical/dental plan. Process COBRA election forms.

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