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.

Medicare is not offered as a family or dependent benefit. This means all people who have Medicare, must qualify on an individual basis. For example , a person under age 65 does not automatically receive Medicare because their spouse is 65 or older and enrolled in the Medicare program. In addition, when a parent qualifies for Medicare, this does not entitle their dependent children to Medicare coverage.

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 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.

Medical payments, also known as med pay, is coverage you can also elect on your policy that will make up the 20% in medical bills that your personal injury protection does not cover. Each insurance company offers different coverage amounts but most typically it is $2,000.00.

The need for Term Life coverage applies equally to income-earning spouses, and there are strong arguments for acquiring life insurance for a partner who is not drawing an income as well. For instance, losing a stay-at-home spouse can lead to dramatically increased child-care costs, time away from work for the surviving spouse, final expenses, the settling of outstanding debts, and these are just the financial aspects of such a serious loss.

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.

Because our group health plan is part of a cafeteria plan, there are only two other occasions when you can elect to participate in our group health plan: Change in status (marriage, divorce, birth, adoption, change in work status, spouse loses coverage, etc.) Open enrollment (held throughout the month of May of each year for a June 1 effective coverage) If you experience a change in status, you must notify the Benefits Department within 31 days of the event.

To be eligible for COBRA coverage, you must have been enrolled in your employer's health plan when you worked and the health plan must continue to be in effect for active employees. COBRA continuation coverage is available upon the occurrence of a qualifying event that would, except for the COBRA continuation coverage, cause an individual to lose his or her health care coverage.

Refer to your policy or call Advance Insurance Company of Kansas at (toll-free) 1-800-530-5989 or (locally in Topeka) 273-9804.

Some items do not count in the Medicaid determination. These are called exempt resources, and you can keep them. They include:

The change is effective as of January 1, 2008. However, you must be actively at work on December 1, 2007 to qualify.

Yes, you can get a secondary Travel Agent ID card for your spouse or for your business partner. Just go to the “Shopping” section in the “Member’s Area” and purchase the additional ATA card for a one-time $49.95 charge. Then send us the photo for the secondary ID card the same way that is listed above.

Under COBRA, participants, covered spouses and dependent children may continue their plan coverage for a limited time when they would otherwise lose coverage due to a particular event, such as divorce (or legal separation). A covered employee's spouse who would lose coverage due to a divorce may elect continuation coverage under the plan for a maximum of 36 months. A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation.

Notification of the divorce must be received by the UVA Office of University Benefits within 60 days of the divorce for the former spouse to be eligible for COBRA. Your former spouse may elect to continue health care coverage under the UVA Health Plan by purchasing coverage under COBRA for up to 36 months (refer to the Continuation of Coverage/COBRA section for more information).

Most families have coverage on both husband and wife. There are many financial pressures on a family after the loss of either parent. Beyond the obvious final expenses, the financial strain on a family after the loss of a spouse can be significant, even if the deceased spouse wasn't working. Often the surviving spouse will take time off work, or change jobs in order to spend more time with the children.