Q. Currently, we offer our
A. Yes, you are required, to the extent that the EAP provides services that constitute medical benefits under the Employee Retirement Income Security Act (ERISA).
For example, in the following situation, the DOL concluded that an EAP benefit had to be offered under COBRA: The EAP provided assistance to employees and their dependents for a wide range of problems, including drug and alcohol abuse, stress, depression, anxiety, marital problems, money troubles and legal problems.
Since benefits for the treatment of drug and alcohol abuse, stress, anxiety, depression and the like are medical benefits, the DOL concluded that the EAP benefits were subject to COBRA (see DOL Advisory Opinion 88-04A).
Generally, if you have an open enrollment period for similarly situated, active employees, each qualified beneficiary receiving COBRA coverage must be given the same open enrollment period rights. (Reg.§54.4980B-5, Q&A 4(c)) Therefore, to the extent an EAP offers medical benefits, qualified beneficiaries must be given an opportunity to elect continuation coverage with respect to the medical portion of the plan and, if not already covered by the EAP, elect to become covered under the EAP.
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Employee's religious belief doesn't let her dictate your business
- When unemployment comp is on the line, job dissatisfaction doesn't justify quitting
- Can a lazy worker collect unemployment?
- Study insurance policies for legally hazardous exclusions