COBRA
COBRA (Consolidated Omnibus Budget Reconciliation Act) is a law that helps people keep their health insurance after leaving a job, reducing hours, or experiencing certain life events. When someone mentions COBRA in their resume or job experience, they're typically referring to managing or administering this type of continuation health coverage. It's like an insurance safety net that employers with 20 or more employees must offer. Think of it as a temporary bridge that allows people to keep their existing health insurance for up to 18 months (or sometimes longer) after employment ends, though they have to pay the full cost themselves.
Examples in Resumes
Managed COBRA administration for 500+ employees, ensuring compliance with federal regulations
Processed and tracked COBRA eligibility notifications and premium payments
Led team responsible for COBRA benefit continuation processes and employee communications
Typical job title: "Benefits Administrators"
Also try searching for:
Where to Find Benefits Administrators
Professional Organizations
Job Boards
Professional Networks
Example Interview Questions
Senior Level Questions
Q: How would you handle a complex COBRA situation where an employee is eligible for both COBRA and Medicare?
Expected Answer: A senior administrator should explain the coordination between COBRA and Medicare, including how Medicare eligibility can affect COBRA rights, and describe the proper notification and documentation processes.
Q: What strategies have you implemented to improve COBRA compliance and reduce administrative errors?
Expected Answer: Should discuss creating standardized processes, implementing tracking systems, establishing quality control measures, and developing clear communication protocols with both employees and insurance carriers.
Mid Level Questions
Q: What are the key timeframes for COBRA administration and how do you ensure they're met?
Expected Answer: Should know the 60-day election period, 45-day initial premium payment window, and 30-day grace period for ongoing payments, and explain their system for tracking and managing these deadlines.
Q: How do you handle COBRA qualifying events and what notifications are required?
Expected Answer: Should explain different qualifying events (termination, reduction in hours, divorce, etc.), required timeframes for notifications, and the process for sending appropriate notices to qualified beneficiaries.
Junior Level Questions
Q: What is COBRA and who is eligible for it?
Expected Answer: Should explain that COBRA allows former employees and dependents to continue their health coverage temporarily after losing eligibility, and list basic qualifying events and eligible beneficiaries.
Q: What information must be included in a COBRA election notice?
Expected Answer: Should mention key elements like coverage options, costs, payment deadlines, election periods, and contact information for the plan administrator.
Experience Level Indicators
Junior (0-2 years)
- Basic COBRA eligibility determination
- Processing simple qualifying events
- Sending standard COBRA notices
- Tracking premium payments
Mid (2-5 years)
- Managing complex COBRA situations
- Handling appeals and special circumstances
- Coordinating with insurance carriers
- Ensuring compliance with deadlines
Senior (5+ years)
- Developing COBRA administration procedures
- Managing department compliance
- Training staff on COBRA regulations
- Handling complex appeals and audits
Red Flags to Watch For
- Lack of knowledge about basic COBRA timeframes and deadlines
- Unfamiliarity with qualifying events and eligibility rules
- No experience with benefits administration software
- Poor understanding of required COBRA notices and documentation
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