State-wise Videos

This video explains how the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) and Tennessee’s “mini-COBRA” laws apply to home care agencies employing 2 to 19 workers. It clarifies the requirements for continuing health-insurance coverage when a worker’s group plan ends, and how agencies should manage this as part of their HR and compliance processes.

Who we empower every day

By Role

• Agency Owners – Recognise the regulatory implications of mini-COBRA, ensure your HR practices align with state/federal laws, & integrate into workforce management systems

By Persona

• Supervisors – Support staff transitions, understand eligibility for mini-COBRA, coordinate with payroll/HR systems
• Care Managers – Be aware when caregivers’ employment status may change, how that impacts scheduling and coverage
• Billers – Understand how staffing changes may impact service delivery and claim continuity
• Schedulers – Adjust schedules when staff coverage shifts due to employment/coverage changes, ensuring EVV capture and service continuity
• Caregivers – Be informed of their rights concerning coverage continuation under mini-COBRA
• On-Call Coordinators – Plan for staffing disruptions when caregivers’ coverage status affects retention or availability

While EVV and scheduling dominate operational compliance, workforce regulations like mini-COBRA also affect agency stability. Integrating HR, scheduling, EVV capture and payroll systems helps agencies maintain continuity and regulatory alignment.