The recent American Rescue Plan (ARP) resurrected an old nemesis for employers: Employer-fronted, taxpayer-reimbursed COBRA subsidies. These subsidies, available from April through September of this year, are available to individuals who lost employer-based coverage due to a reduction in work hours or involuntary employment terminations. But the class of subsidy-eligible individuals is not limited to those currently on COBRA; individuals who could be on COBRA for such a qualifying event, had they elected COBRA when it was offered, are also eligible. How in the world, according to ARP, does that work?

Join Ed and Scott on their intrepid journey to lead ERISA is a friend of mine listeners into the bog that is the ARP COBRA subsidies, and attempt to answer some burning questions.

• How are the ARP subsidies like a Nordic tragedy?
• To which healthcare plans do the subsidies apply?
• What portion of the COBRA premium do the subsidies pay, and how long do the subsidies last?
• In what sort of crazy, mixed-up world are we living when the discussion turns to green ham and eggs?
• If employers have to front the COBRA subsidies, how do they recoup that cost?