Qualified beneficiaries must be given an election period during which each qualified beneficiary may choose whether to elect COBRA coverage. Each qualified beneficiary may independently elect COBRA coverage. A covered employee or the covered employee's spouse may elect COBRA coverage on behalf of all other qualified beneficiaries. A parent or legal guardian may elect on behalf of a minor child. Qualified beneficiaries must be given at least 60 days for the election.

Employers or health plan administrators must provide an initial general notice if you are entitled to COBRA benefits. You probably received the initial notice about COBRA coverage when you were hired. When you are no longer eligible for health coverage, your employer has to provide you with a specific notice regarding your rights to COBRA continuation benefits.

Employers must notify plan administrators of a qualifying event within 30 days after an employee's death, termination, reduced hours of employment or entitlement to Medicare. A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation or a child's ceasing to be covered as a dependent under plan rules.

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.

The Getty will notify the affected family member within 30 days after an employee's death, termination, reduced hours of employment or entitlement to Medicare. If you get divorced, enter into a legal separation, terminate a registered same-sex domestic partnership or a child ceases to be eligible under plan rules, you must notify HR Benefits of the qualifying event within 60 days of the event.

If you or any dependents are on Medicare prior to the qualifying event, you might want to take the COBRA coverage as you cannot be on the retiree plan if you are entitled to Medicare unless your Retiree plan has over-65 coverage.. Yes, as long as you maintain continuous coverage and you were covered under a public employer retiree plan.

Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in 1986. The law amends the Employee Retirement Income Security Act, the Internal Revenue Code and the Public Health Service Act to provide continuation of group health coverage that otherwise might be terminated.

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.

Beneficiaries may be required to pay for COBRA coverage. The premium cannot exceed 102 percent of the cost to the plan for similarly situated individuals who have not incurred a qualifying event, including both the portion paid by employees and any portion paid by the employer before the qualifying event, plus 2 percent for administrative costs.

Materials should be sent to you after you leave the university. Please contact Benefits at 386-822-7058.

Ans: You must request continuation of coverage in writing within 60 days following the later of: (1) the date of termination ; or (2) the date the employee is given notice of the right of continuation by either his employer or the plan.

employee who terminates employment voluntarily, is terminated involuntarily (except for gross misconduct), or loses coverage due to a reduction of hours, qualifies for 18 months of coverage under COBRA. Spouses and dependents may be eligible for 36 months of COBRA coverage if there is a qualifying event such as: death of an employee, employee’s Medicare entitlement, divorce or legal separation, or dependent child ceasing to be a dependent.

Ans: In certain circumstances a person may be eligible to continue coverage under New York State's law. If a covered person loses coverage because of termination of employment (for any reason) or loses membership in the class or classes eligible for coverage under the policy, the covered person is entitled to continue insurance for himself or herself and his or her eligible dependents, subject to the group contract's terms and conditions and certain other limitations.

You have up to 60 days from the date you receive your COBRA election form, via certified return-receipt, to complete the paperwork and return it to the COBRA administrator. You then have up to 45 days from the date you sign and return your election form to submit your first payment, which will be applied retroactively to the date COBRA coverage began.

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.