Alex What is the maximum length of continuation of COBRA benefits for the terminated employee?
36 months
Continuation coverage must generally be made available for a maximum period (18, 29, or 36 months).
Can I extend my COBRA benefits?
If you are entitled to an 18 month maximum period of continuation coverage, you may become eligible for an extension of the maximum time period in two circumstances. The first is when a qualified beneficiary is disabled; the second is when a second qualifying event occurs.
Can a company offer Cobra during FMLA period?
Once the 12-week FMLA period concluded, the employee, still unable to return to work, was placed on short-term disability leave. Pursuant to a “company practice,” the employee was permitted to continue health benefits for another six months without being offered COBRA. Sound familiar.
What are the requirements for COBRA continuation coverage?
event and the period of time that a plan must offer continuation coverage. COBRA establishes only the minimum requirements for continuation coverage. A plan may always choose to provide longer periods of continuation coverage. The following are qualifying events for covered employees if they cause the covered employee to lose coverage:
How does Cobra work during a leave of absence?
Pursuant to a “company practice,” the employee was permitted to continue health benefits for another six months without being offered COBRA. Sound familiar. During the six-month short-term disability period, the employee incurred substantial medical expenses, sufficient to trigger coverage under the stop- loss policy.
What happens if an employee experiences a Cobra qualifying event?
What happens if an employee experiences a COBRA qualifying event and elects COBRA, after which the employee takes FMLA leave, during which the employee fails to pay the COBRA premiums? Recall that the FMLA requires an employer to reinstate the employee to the same group health benefits after returning from FMLA leave.
How does the FMLA affect COBRA continuation coverage?
The FMLA affects COBRA continuation coverage requirements. The FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons for up to 12 weeks. The FMLA also protects employees, spouses,…
When do Cobra Premium assistance benefits expire?
coverage from April 1, 2021 through September 30, 2021. This premium assistance is generally available for continuation coverage under the Federal COBRA provisions, as well as for group
event and the period of time that a plan must offer continuation coverage. COBRA establishes only the minimum requirements for continuation coverage. A plan may always choose to provide longer periods of continuation coverage. The following are qualifying events for covered employees if they cause the covered employee to lose coverage:
What happens if an employee experiences a COBRA qualifying event and elects COBRA, after which the employee takes FMLA leave, during which the employee fails to pay the COBRA premiums? Recall that the FMLA requires an employer to reinstate the employee to the same group health benefits after returning from FMLA leave.