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Most employers offering health care to workers in the U.S. are now required to comply with the COBRA provisions of the $787 billion stimulus package signed last month by President Barack Obama. The deadline for compliance was March 1 for many employers. While the mechanics of the law may have been presented as being straightforward, the short time frame for implementation means employers are scrambling to catch up, even as the departments of Labor, Treasury, and Health and Human Services provide compliance guidelines.

In this webcast, attorney Edie Lindsay, a COBRA expert, will lay out the key provisions of the law, including employee eligibility, the COBRA subsidy, the cost to employers, impacts on your payroll processes and more. There will be ample time for your questions.


Edie Lindsay
Troutman Sanders LLP

Edie Lindsay’s legal practice focuses on health and welfare issues, as well as qualified retirement plans. On behalf of her clients, she negotiates administrative services agreements and consults on a wide range of compliance issues for health plans, including COBRA procedures, employee wellness programs, domestic partner benefits, HIPAA privacy and security matters, compliance with state-mandated Section 125 plans, Medicare and TRICARE coordination issues, and Medicare retiree drug subsidies and reporting requirements. She also represents third-party claims administrators, multiple-employer welfare arrangements and group insurance trusts. She counsels clients including the Southern Co. and Rollins Inc. and not-for-profit organizations such as CARE and the Georgia Bankers Association with respect to their qualified retirement plans and/or health and welfare plans.

Lindsay speaks frequently to trade and industry groups on benefits issues, matters affecting self-insured health plans and topics involving medical privacy concerns. She is a graduate of Emory University Law School.