By law, employers with twenty (20) or more employees must provide a federal Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) notice to the employee within two weeks of a qualifying event, such as the cessation of eligibility for company-paid medical benefits. This typically occurs when an employee has exhausted available sick days and/or the Family Medical Leave Act. The federal law places compliance with this act on the employer. The district should consult with its legal counsel about COBRA requirements, or consider outsourcing COBRA responsibilities.

The Department of Labor has published this helpful COBRA Frequently Asked Questions information.

Some companies specialize in COBRA administration and will assume administrative and legal responsibility for fulfilling an employer's COBRA obligations for a monthly fee per employee. A SET SEG Account Executive can provide a proposal from our COBRA administration partner.