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I needed fast, no nonsense access to CMS approved forms, HCFA1500 to be specific. This was fast, easy to use, and I can save my files to my pc. I can edit, print, e mail, fax, its great! I love it! I had questions on how to use certain edit features, I couldn't figure out, as I am not a computer "savy" person, I just get on, know what I have to do, and need it to work. The support team responded immediately to my questions and I knew I had 24-7 access to them which is important to me as I often work late at night. That is actually priceless. Great product at a great price w awesome customer support
2016-09-05
I had to buy it as a last minute resort and it was helpful, but I probably need to spend more time learning it before I critique its functionality and/or lack thereof.
2018-03-06
hard to figure out and hard to talk to customer support they like the texting thing I hate it love talking on phone talking to real people and takes a lot less time due to I can allow you to show me on my screen great technology
2019-10-19
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2024-02-03
Well! I got the 114.00 per yr it did not tell me that I had to have the 184.00a yr program! Made me upgrade to be able to use it. It's a good program if you use it everyday I'm a small business owner so I only use it when I need it,
2022-02-14
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2021-08-16
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2021-07-28
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2020-08-25
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2020-06-17
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How long does an employer have to send out a cobra notice?
The initial notice of rights and benefits in the health plan is required within 90 days of the employee's coverage. If there are changes to the plan, the employer must give notice within 210 days after the year in which the changes take place. If benefits or coverage are being reduced, the notice period is 60 days.
How long does the employer have to send Cobra notice?
Employer has 30 days from the loss of coverage to notify the plan administrator. * Plan Administrator has 14 days to provide a COBRA election notice to the former employee/qualified beneficiary.
What is the penalty for not sending Cobra notice?
Employers who fail to comply with the COBRA requirements can be required to pay a steep price. Failure to provide the COBRA election notice within this time period can subject employers to a penalty of up to $110 per day, as well as the cost of medical expenses incurred by the qualified beneficiary.
Do Cobra notices have to be mailed certified?
Employers should send notices by first-class mail, obtain a certificate of mailing from the post office, and keep a log of letters sent. Certified mailing should be avoided, as a returned receipt with no delivery acceptance signature proves the participant did not receive the required notice.
Does Cobra coverage begin immediately?
Assuming one pays all required premiums, COBRA coverage starts on the date of the qualifying event, and the length of the period of COBRA coverage will depend on the type of qualifying event which caused the qualified beneficiary to lose group health plan coverage. In that case, COBRA lasts for 18 months.
What is a Cobra Election Notice and when is it required to be sent to a qualified beneficiary?
The election notice must be provided to the qualified beneficiaries within 14 days after the plan administrator receives the notice of a qualifying event. The election notice should include the following information: The name of the plan and the name, address and telephone number of the plan's COBRA administrator.
Do Cobra notices have to be mailed?
Notices properly mailed are generally considered provided on the date sent, regardless of whether they're actually received. 1. COBRA Initial Notice must be provided. Within 30 days after the employee first becomes enrolled in the group health plan.
Can Cobra notices be provided electronically?
Although the earlier rules only covered summary plan descriptions (PDS) and summary annual reports, the final rules provide that all ERISA-required disclosure documents can be sent electronically -- this includes COBRA notices as well as certificates of creditable coverage under the Health Insurance Portability and
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