COBRA coverage with Priority Health
When you choose to offer COBRA coverage with Priority Health, you'll pay no administrative fees (fully funded plans) or discounted administrative fees (self-funded plans) while giving your employees the opportunity to continue health insurance benefits at times they would normally be ineligible (due to resignation, termination, leave of absence, layoff, etc.).
Since 1994, Priority Health has partnered with Infinisource, one of the foremost COBRA administrators in the nation, to offer COBRA coverage to Michigan employer groups at competitive rates.
Enrolling an employee in COBRA
Work with your COBRA administrator to make sure a terminated employee receives information about COBRA coverage. If a terminated employee does elect COBRA, you'll have to let your administrator know
and enroll the employee in COBRA coverage directly with Priority Health. Your COBRA administrator won't enroll an employee for you.
Use the online Enrollment tool
You can enroll an employee in COBRA 24 hours after you've terminated the employee and dependents in the Enrollment tool. Here's how:
- In the tool, click EDIT EMPLOYEE.
- Search for the employee.
- Once you bring up their information, click Enroll COBRA in the top right of the employee's personal information.
- Follow the steps, and select the COBRA plan they're eligible for.
- Once you're done, click FINISH.
Using Infinisource
If you use Infinisource for COBRA administration,
visit the Infinisource website to get an application and plan administration information for the employee.
Federal COBRA rules and regulations
Find out everything you need to know about COBRA, such as:
- Who qualifies
- What needs to happen for COBRA coverage to begin
- How to maintain COBRA compliance
Go to details about federal COBRA rules and requirements.
What to do if you rehire an employee
- If you rehire a former employee or bring an employee back from layoff, you can re-enroll them using the online enrollment tool. Learn how to reinstate an employee.
- Be sure to notify your COBRA administrator that the employee no longer needs COBRA coverage
