During the past month we have been fielding all sorts of questions regarding the 100% premium subsidies for COBRA coverage for Assistance Eligible Individuals (AEIs) under the American Rescue Plan Act (ARPA). One of the biggest misconceptions is that employers who have a TPA that handles their COBRA administration might believe that they don’t need to do anything. This is absolutely FALSE.

March marks the 11th anniversary of the Affordable Care Act. Are you an “ACA Guru,” or could your ACA knowledge use a refresher? Take the 10-question Alera ACA Quiz to find out!

If you have any questions about whether your plans and employer policies are ACA-compliant, contact your Fall River Client Manager today!

Earlier this month the U.S. marked the one-year anniversary of public shutdowns related to COVID-19. No one could have expected that the pandemic would last this long, but many have been encouraged to see parts of the country start to open up again due to lower infection rates and the vaccines becoming more widely available.

The American Rescue Plan Act, or ARPA, was signed by President Biden on March 11, 2021. The Act allowed for various extensions related to the FFCRA’s Paid Leave and FMLA provisions, relief for Health FSAs and Dependent Care Accounts, enhanced Premium Tax Credits for Marketplace coverage, and a 100% premium subsidy for COBRA coverage for Assistance Eligible Individuals (AEIs) for the period of April 1 through September 30, 2021. What does all of this mean for employers?

As of February 14th, 37.5 million Americans and 630,000 Coloradans have received at least one dose of the COVID-19 vaccine. Now that vaccination is available, we’ve been getting more questions about when a plan member can get it and how they go about doing so. What’s the best way to determine when and where they’ll be able to receive the vaccine?