No. If COBRA is elected, the qualified beneficiary (former employee and dependents) must retroactively pay for their premiums back to the date that coverage is lost. This payment must be made within 45 days of notifying the employer that they are electing COBRA.t No, the employer can prohibit the employee from using the plan until a Cobra election is made and the first payment is paid by the employee. Additionally reimbursement of indemnity claims can also be frozen until this occurs.

If a qualified beneficiary waives COBRA coverage during the election period, he or she may revoke the waiver of coverage before the end of the election period. A beneficiary may then elect COBRA coverage. Then, the plan need only provide continuation coverage beginning on the date the waiver is revoked.

If your employer has more than 50 employees, they can assist you with premium payments. If your employer has between 2 and 50 employees who work 24 hours per week or more, insurance regulations do not allow your employer to assist you with premium payments or receive a tax deduction for your health care coverage.

When your coverage by employment first runs out you have 60 days to decide if you wish to continue your policy by self-pay. You must fill out the COBRA election form and return it to the Equity-League Fund Office. Thereafter, you have a 45-day grace period to submit the premium for your first quarter under self-pay. Once your initial premium is received, you will be billed automatically on a quarterly basis and you will have a 30-day grace period.

COBRA provides certain former employees, retirees, spouses, former spouses, and dependent children the right to temporary continuation of health coverage at group rates. This coverage, however, is only available when coverage is lost due to certain specific events.

Yes. COBRA requires that "each" qualified beneficiary be entitled to elect COBRA coverage. If there is a choice among types of coverage under the plan, each qualified beneficiary is entitled to make a separate election among the different types at open enrollment.

You should contact your employer to determine the employer's intent to pay the premium. You may wish to contact the insurance company to determine how long the payment has been in arrears, if the insurance company has provided a grace period for late payment, and how long the employer has been given to make the payment.

No. It is the policy of Regence BlueCross BlueShield of Oregon to not accept premiums from employers for individual health coverage. The application has a section where you must verify for us that your employer is not contributing funds towards your individual health-care coverage. For more details about this policy, please contact a Customer Service specialist at 1 (800) 777-3168.

A plan may not require any payment until 45 days after the qualified beneficiary's initial election. If a qualified beneficiary fails to make the initial premium payment within the 45-day period, the plan administrator may terminate the COBRA coverage. Thereafter, payments are due on the first of each month, subject to a 30-day grace period. The provision of medical care through a cafeteria plan (as defined in Section 125) or other flexible benefit arrangement constitutes a group health plan.

When you were an active employee, your employer may have paid all or part of your group health premiums. Under COBRA, as a former employee no longer receiving benefits, you will usually pay the entire premium amount, that is, the portion of the premium that you paid as an active employee and the amount of the contribution made by your employer. In addition, there may be a 2 percent administrative fee.

A qualified beneficiary may elect COBRA coverage at any time within 60 days after the date plan coverage terminates, or, if later 60 days after the date of the notice to the qualified beneficiary from the plan administrator. The 60-day period permits a qualified beneficiary to "adopt a wait-and-see approach to continued coverage, and then elect if and when medical care is required during the election period.

Eligibility for benefits is based on work in covered employment during the base period of a claim. The base period is the first four of the last five completed calendar quarters immediately preceding the first day of the individual's benefit year. If the person worked for you during this time period, you will be a base period employer and may be charged for benefits paid.

COBRA coverage begins on the date that health care coverage would otherwise have been lost by reason of a qualifying event.

COBRA establishes required periods of coverage for continuation health benefits. A plan, however, may provide longer periods of coverage beyond those required by COBRA. COBRA beneficiaries generally are eligible for group coverage during a maximum of 18 months for qualifying events due to employment termination or reduction of hours of work.

The law generally requires that group health plans maintained by employers with 20 or more employees in the prior year offer COBRA benefits. It applies to plans in the private sector and those sponsored by state and local governments. The law does not, however, apply to plans sponsored by the federal government and certain church-related organizations. For more information about COBRA laws, you may contact your local Department of Labor.

The employer "must notify the plan administrator...within 30 days...of the date of" the following qualifying events: The "qualifying event" in this context means the date of the triggering event, not the date that coverage is lost.

The FMLA requires that employees be restored to the same or an equivalent position. If an employee was eligible for a bonus before taking FMLA leave, the employee would be eligible for the bonus upon returning to work. The FMLA leave may not be counted against the employee. For example, if an employer offers a perfect attendance bonus, and the employee has not missed any time prior to taking FMLA leave, the employee would still be eligible for the bonus upon returning from FMLA leave.

An employee is responsible for getting himself/herself from home to a designated work location and home at night. If an employer sends an employee to a remote work location to perform a job function they are responsible for paying wages for the travel time. An employer is within his right to establish differing rates of pay for drive time as opposed to skilled work time; but, must establish a policy that is understood by employees to avoid claims of unpaid wages.

A:Under Pennsylvania law, an employer is not required to pay persons during their period of jury service. However, an employer may not fire you or otherwise harm you for responding to a summons.

Answer: A separated employee's wages become due and payable at the regular payday(s) established in advance by the employer for the period(s) worked by the employee. In other words, payroll should simply follow its normal course.

Under the law, the employer is not required to pay salary or wages while the employee is serving jury duty, but most private employers do pay employees during their jury service. Some pay employees in full, while others deduct your $40 daily juror pay from your regular wages.

A. No, employers do not have to pay the entire amount if they use Quick Pay. They can pay a portion of the amount due and send in the remainder of the premium with a check and a copy of the DP-21 to BWC. Employers must send the remaining balance to BWC by the established deadlines, Feb. 28 and Aug. 31 to avoid a lapse in coverage and penalties.

The employer would typically contribute 75% of the premium for single coverage and 0% for family coverage.

No, but if your retirement annuity is to begin the first of the month following the date your active employment ends, you may want to consider enrollment in COBRA. If you receive a COBRA notification letter from CMS, please call the CMS Group Insurance Division COBRA Unit for an explanation of your options under COBRA.