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These 10 free CCS questions are organized by exam domain, so you can see how each part of the Cannabis Compliance Specialist blueprint is tested. Reveal the answer and explanation under each question.
After voluntarily resigning, Marcus signs a COBRA waiver for himself. His wife, Elena, then submits her own timely, complete election. Both were covered under his employer's COBRA-subject medical plan the day before his resignation caused their coverage to end. The enrollment clerk says Marcus must withdraw his waiver first. How should Elena's election be handled?
Correct answer: B - Accept Elena's election independently of Marcus's decision.
A private, nonchurch employer's prior-year census, correctly adjusted for part-time employees under COBRA, shows 19.2 employees on 70% of typical business days and 22.6 on the remaining days. The employer now has 26 employees, but only 12 are enrolled in its single-employer medical plan. It has no affiliated employers. Which finding correctly determines its small-employer exception for the current calendar year?
Correct answer: C - The exception applies because the prior-year count was below 20 on most typical business days.
A COBRA-subject private employer sponsors a group dental plan described by its insurer as an excepted benefit under other federal health-plan rules. Employees pay the entire premium. A departing employee had dental coverage the day before his layoff but had declined the employer's medical plan. His dental eligibility ends with employment. What continuation offer is required?
Correct answer: B - Offer dental continuation despite its excepted-benefit status.
A private employer is the named plan administrator of its single-employer, COBRA-subject ERISA health plan. It hires a vendor to mail COBRA notices but retains the administrator role. A layoff ends employment and active coverage on the same day; the vendor receives the employer's file 12 days later. No special deadline relief applies. What is the latest federal deadline for furnishing the election notice?
Correct answer: A - 44 days after the layoff.
Ten months after a layoff, a former employee and her spouse divorce. Both elected COBRA when employment and active medical coverage ended together. The divorce would have ended the spouse's eligibility had the employee remained employed, and the plan receives the required divorce notice on time. No other extension or early-termination event applies. Which pair reflects the federal maximum periods triggered by these events?
Correct answer: D - Employee: 18 months from the layoff; former spouse: 36 months from the layoff.
A mother and her dependent son were covered immediately before her layoff ended their active medical coverage. Only the mother elected COBRA. During month nine, the Social Security Administration determines that the son's disability began on day 35 after the layoff. The administrator receives timely notice under the plan's procedures before month 18 ends. The disability continues, premiums are timely, and no other ending event applies. What maximum COBRA period is available to the mother?
Correct answer: C - 29 months from the layoff, even though the mother is not disabled.
An insured medical plan's monthly cost before a layoff is $880: $660 paid by the employer and $220 by the employee. The full cost remains unchanged under COBRA. The plan charges the ordinary federal maximum, and a severance agreement credits $250 against each of the first three monthly COBRA bills. No disability extension applies. During the subsidy, the participant should be billed:
Correct answer: C - $647.60
A hospital seeks coverage verification during an emergency admission. The patient has elected COBRA and paid the initial premium, but the current month's premium is unpaid and its grace period remains open. The plan suspends coverage at the start of an unpaid month. What must the administrator communicate to the hospital about the patient's coverage rights?
Correct answer: A - Coverage is suspended; timely payment will reinstate it retroactively for the unpaid month.
Nina declines COBRA when her health FSA coverage ends during the plan year. During the plan's 90-day claim run-out period, she submits two substantiated office-visit claims: one for care received before coverage ended and one for care received afterward. Neither has been reimbursed elsewhere, and enough unused benefits remain to pay both. Which reimbursement instruction is correct?
Correct answer: D - Reimburse only the visit that occurred during her FSA coverage.
A calendar-year health FSA qualifies for the special limited-COBRA rules. An employee's resignation ends FSA coverage on August 31. Her annual salary-reduction election is $3,000, with a permitted $400 prior-year carryover and no employer contribution. Reimbursable claims submitted and paid total $2,300; no other claims are pending. The plan uses the annual election as its applicable-premium basis and charges the permitted maximum. Select the correct remaining-benefit calculation, maximum premium total, and offer decision for the four remaining months.
Correct answer: B - An offer is required: $1,100 in remaining benefits exceeds $1,020 in maximum premiums.
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