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Certain Qualifying Events are described in the COBRA regulations that allow an employee to continue their health coverage. Examples of qualifying events are termination of employment, divorce or legal separation, cessation of dependent status, employee death, failure to return from FMLA or certain employer bankruptcies.
You have 60-days following the postmark of the Qualifying Event letter to elect your COBRA coverage.
The coverage for yourself or covered dependents can be continued for 18 months for termination or reductions of hours.
An extended 29-month maximum coverage period is available in certain circumstances when a qualified beneficiary is disabled.
Covered dependents can continue coverage for 36 months as a result of divorce or legal separation, cessation of dependent status, employee entitlement of Medicare or employee death.
COBRA – the Consolidated Omnibus Budget Reconciliation Act (wow, that’s a mouthful!) – requires employers with 20+ employees and group health plans to offer continuation coverage to those that qualify when group health coverage would otherwise be lost due to certain qualifying events.
Your first payment is due 45 days from the date you elect COBRA and must cover all months of COBRA premiums since the start of your COBRA coverage.
Example: Your qualifying event date is December 31st; you receive your COBRA qualifying event letter on January 15th; you elect COBRA on March 1st; your first payment is due by April 15th and must cover the premiums for January, February, and March.
Subsequent premiums are due the first of each month but must be postmarked no later than the 30th day of that month.
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