b'January, 1988 __ziiiiiiiiiiiiiii)mm1mumrequirement;the36-(PzsEmonth period applies when cover______1m__ ______ age is lost by an employee\'s spouse Ihave just returned fromtheordependentchildrenuponthe mid-winter meeting of the MRCAemployee\'s death or entitlement to Board of Directors and Officers.Imedicarebenefits,adivorceor was struck by the diversity of tal legalseparation,oradependent ent, knowledge,experience, ener child\'sceasing toqualify fordegy and dedication that comes outpendent coverage under the terms at these meetings.of the Plan. With the exception of Ita pleasure to see how all thecertaincollectively-bargained isplans, COBRA is already in effect individuals onthe board come toBob Dalsinfor all health care plans. these meetings with awillingnessSomeofthequestionsmost to work together to solve the prob and personally. I believe the busi commonlyaskedbyemployers lems in our industry. It is so in ness of our association,meaningand planadministratorsseeking teresting as one person after an- our concernsasroofingcontrac to comply with COBRA, along with \\___,,other speaks his or her mind andtors, is in most capable and caringanswers to those questions, are as opens up new ideas and approach hand&follows: es. I am reassured to see this hap Q-1. Which health care plans are pen time and time again. There isCOBRABITE THE WILLsubjectCOBRA? a lot of ability inus and weto each ofUNAWAREA-1.Virtuallyallgrouphealth each have something unique to of plansaresubjecttoCOBRA, fBy now,many of you may have er.except: So often I come to these meetingsheard about "COBRA" - the Con (1)small-employerplans(i.e., concerned about issues and prob solidatedOmnibusBudgetthoseplansmaintainedbyemlems forwhichIdon\'thave theReconciliationAct.Oneimpor ployers who employed fewer than answers and I leave with a feelingtant provision of COBRA requires20employeesduring morethan ofthat solutions will beanemployer-sponsoredhealth confidencehalf of the days in the preceding foundbecauseof thecombinedcare plan to permit employees andcalendar year); knowledgeandeffortsofthesetheir dependents whowouldothCOBRAon people. The best part is that thoseerwiselosecoverageunderthe(continuedpage 3) solvingtheproblemsarefellowPlan to continue their coverage at contractorswholiveintherealthe employee\'s own expense. ThatINSIDE world and struggle with the samecoverage must be made availablePage issues Ido: As aroofing contrac at group rates - more specificaltor,Ireceivealot of helpwithly, at 102% of the Plan\'s actuarialDirecta Director2 from businessissuesfromtheircom cost of providingsuchcoverage. bined efforts. A bonus, and maybeDepending upon the reason for theCERTATraining . 2 the best part, is what I am receiv lossof coverageunder thePlan, ing as aperson through personalCOBRA requires that coverage beNew Members . 3 contactthese people.continuedforeither18or36 with "1My hope this yearthatmonths. The 18-month period ap MRCA Foundation3 isyou too will experience these kinds of re plies whencoverageis lost asa lationships throughcontact withresult of an employee\'s termina DallasSite for NRCA -otherassociationmembers,en tionof employment or reductionConvention4 richingyoubothprofessionallyinworkhoursbelowthePlan\'s'