Infrastructure Plan Scuttlebutt. With Congress not returning to Washington, D.C., until next week, the White House’s American Jobs Plan proposal is still driving much of the political.
Nearly a year ago, on April 14, 2020, Washington Governor Jay Inslee issued Proclamation 20-46 "High-Risk Employees-Workers' Rights," which provided protections to certain individuals.
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The American Rescue Plan Act of 2021 (ARPA) includes a subsidy structure that is designed to fully subsidize COBRA for employees and family members losing group health plan coverage due to an involuntary termination of employment or reduction in hours. The 100 percent subsidy (Subsidy) begins April 1, 2021 and runs through September 30, 2021. The premiums are to be paid by employers, who can recover these payments via a refundable tax credit on their quarterly payroll taxes. On April 8, 2021, the Department of Labor (DOL), issued guidance and model notices that clarified some areas of uncertainty. This alert provides updates to our March 12 alert.
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The recently enacted American Rescue Plan Act ( ARP )
contains an important provision affecting all private employers
with 20 or more employees (and all Michigan governmental employers)
that sponsor employee health insurance plans. Below we
very briefly summarize essential aspects of the new law and
its most immediate impact on the obligations of employers and COBRA
administrators.
Under COBRA - the Consolidated Omnibus Budget Reconciliation Act
of 1985, for those too young to remember that COBRA is
not some weird reptilian reference to a health benefit - most
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On March 11, 2021, President Biden signed into law the American Rescue Plan Act (“ARPA”). We previously summarized the provisions of ARPA that significantly and immediately impact group health plans in our
SW Benefits Update, “Help Is on the Way – Important Changes to COBRA Under the American Rescue Plan Act.”
Among the most important changes, ARPA provides (i) a subsidy for certain insurance premiums under the Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”), (ii) an opportunity for certain individuals to enroll or re-enroll in COBRA continuation coverage, and (iii) an option to elect less expensive health coverage. ARPA also imposes several imminent notice requirements, which are summarized in the above SW Benefits Update.