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Member, Beacon International Group, Ltd.
A federal court in Illinois ruled that employers meet COBRA notification requirements by sending notices to a terminated employee's last known address, even if the employee does not receive it, Plansponsor reports. The case, Anaya v. Birck et al, emphasized that the standard is the employer's good-faith effort to notify, not actual receipt. This ruling is significant for employers managing health care coverage continuation under the Consolidated Omnibus Budget Reconciliation Act.