COBRA
COBRA, which stands for the Consolidated Omnibus Budget Reconciliation Act, offers certain employees, as well as their covered spouse and dependents, the right to pay premiums and continue group health insurance coverage under certain circumstances.
Continuing legislative changes are making COBRA harder to administer, not easier. With the right benefits partner, you can spend your time managing your workforce, not administering COBRA. We ensure Open Enrollment, State Continuation, USERRA, and Eligibility are all handled properly.
We Ensure Your COBRA
Open enrollment
State continuation
USERRA
Eligibility
You can elect COBRA for you and your family if you otherwise would lose coverage because:
- You quit your job.
- You were fired, unless it was for “gross misconduct.”
- Your hours were reduced and you no longer qualify as a full-time employee for the workplace health plan.
The law lets you continue coverage for up to 18 months if you quit, lose a job, or your hours are reduced, and up to three years if the coverage loss was due to other reasons.
In addition, health plan “dependents” (such as spouses and children) can elect COBRA if they lose eligibility for coverage because of:
- Death of the covered employee.
- Age — an adult child turns 26 and can be kicked off a parent’s plan.
- Divorce or legal separation from the covered spouse.
- Eligibility by the covered employee for Medicare.
Keep in mind that you must be covered by the employer-sponsored plan at the time of your job loss or other event, or you aren’t eligible for COBRA.
CONTACT US
Please feel free to contact us to set up a time for a one on one listening session with one of our business consultants, or if you prefer we can also arrange a webinar in which we address specific needs. Either way we look forward to meeting you!
