An act that allows workers and their families to continue their employer-sponsored health insurance for a certain amount of time after terminating employment. COBRA imposes different restrictions on individuals who leave their jobs voluntarily versus involuntarily.
legislation relative to mandated benefits for all types of employee benefit plans. The most significant aspects within this context are the requirements for continued coverage for employees and/or their dependents for 18 months who would other-wise lose coverage (30 months for dependents in the event of the employeeâ€(tm)s death).
A law that lets some people keep their employer group health plan coverage for a period of time after: the death of your spouse, losing your job, having your working hours reduced, leaving your job voluntarily, or getting a divorce. You may have to pay both your share and the employer?s share of the premium. Generally, you also have to pay an administrative fee.
Requires an employer to offer employees and their dependents the opportunity to continue their group health coverage under the employer's plan upon the occurrence of certain events that otherwise would cause them to lose their employment-related health plan coverage. COBRA imposes a host of rules governing the obligations and duties of both employers and qualified beneficiaries involved in coverage-continuation situations. Specific rules under COBRA, for example, address such issues as the length of the required coverage period, notification requirements for employers and plan administrators, procedures for electing continuation coverage, premiums the employer may require beneficiaries to pay, and the circumstances under which an employer may terminate COBRA coverage short of the full continuation period. Back to the top of the page
A Federal law that requires employers to offer continued health insurance coverage to employees who have had their health insurance coverage terminated.
A federal law that requires employers to offer continued health insurance coverage to employees and their dependents when their eligibility for group health insurance coverage ends, such as at termination of employment or divorce. COBRA applies to your medical, dental, vision, and health care flexible spending account benefits.
A federal law that, among other things, requires some employers continue to offer group health insurance coverage to certain employees and their beneficiaries who have lost group health insurance coverage for specified reasons for specified periods of time.
Requires employers with more than 20 employees to make group health care coverage available for 18 months, at the employee's expense, to employees who leave the employer for any reason other than gross misconduct.
COBRA is a law that makes an employer let you remain covered under the employer's group health plan for a period of time after: the death of your spouse, losing your job, having your work hours reduced, or getting a divorce. You may have to pay both your share and the employer's share of the premium.
This is a federal law which allows an individual and/or dependents to continue group health and dental coverage once a qualifying event occurs. A qualifying event may include termination of employment, change in working hours, change in dependent status or age limitation, separation, divorce, or death.
Legislation provided for a continuation of group health care benefits under the group plan for a period of time when benefits would otherwise terminate. Continuation rights apply to enrolled persons and their dependents. Coverage may be continued for up to 18 months if the insured person terminates employment or is no longer eligible. Coverage may be continued for up to 36 months in nearly all other cases, such as loss of dependent eligibility because of death of the enrolled person, divorce, or attainment of the limiting age.
A federal law that, among other things, requires employers to offer continued health insurance coverage for a certain length of time to certain employees and their dependents whose group health insurance coverage has been terminated.
A federal law that requires employers to allow employees to continue their health insurance coverage after termination, in the same insurance group, at the group rate, and providing the same benefits.
a federal law that, among other things, requires employers to offer continued health insurance coverage to certain employees and their beneficiaries whose group health insurance has been terminated if they undergo a triggering event.
A federal law passed in 1986, requires that most employers sponsoring group health plans offer employees and their dependents the opportunity for a temporary extension of health coverage, called "continuation of coverage", in certain circumstances where coverage under the plan would otherwise end.
COBRA is a federal law that allows and requires past employees to be covered under company health insurance plans for a set premium. This program gives individuals the opportunity to remain insured when their current plan or position has been terminated.
A federal act which requires each group health plan to allow employees and certain dependents to continue their group coverage for a stated period of time following a qualifying event that causes the loss of group health coverage. Qualifying events include reduced work hours, death or divorce of a covered employee, and termination of employment.
Federal law that continues your employer-sponsored health care coverage for a certain amount of time after you lose your job.
A U.S. federal law that generally applies to employers with 20 or more employees and requires each group medical expense insurance plan to allow employees and certain dependents to continue their group coverage for a stated period of time following a qualifying event that causes the loss of group medical expense coverage.
A federal law requiring that employers offer employees -- and their spouses and dependents -- continuing insurance coverage if their work hours are cut or they lose their job for any reason other than gross misconduct. Courts are still in the process of determining the meaning of gross misconduct, but it's clearly more serious than poor performance or judgment. COBRA also makes an ex-spouse and children eligible to receive group rate health insurance provided by the other ex-spouse's employer for three years following a divorce.
