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Health Insurance Continuation (COBRA) (including COBRA (Health Insurance Continuation))
National Summary
What is COBRA? The Consolidated Omnibus Budget Reconciliation Act (COBRA) is intended to ensure that employees and their dependents can maintain their group healthcare coverage following certain events that otherwise would result in termination of coverage. COBRA’s protections are temporary and are intended as a stopgap until insurance is obtained from another source, such as a new employer. Employers do not have to pay for any portion of the premiums for COBRA coverage, but the beneficiaries get to maintain their insurance at less expensive group rates.
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160601index.aspxQuestions & Answers A former employee who was on COBRA passed away. Her husband was enrolled as her dependent Can he remain on COBRA? Are there special forms I will need?  National
159160tools.aspxForms Affidavit of No Coverage By Another Group Health Plan  National
159901index.aspxQuestions & Answers An employee has a dependent who has moved out of the employee's home and is no longer dependent on the employee. Is this a qualifying event?  National
166685index.aspxQuestions & Answers An employee is on workers' comp. and he has exhausted FMLA leave. He has not paid his medical premiums in several weeks. Do we have to offer him COBRA?  National
155673index.aspxQuestions & Answers Are there situations in which COBRA can be exetended beyond the normal 18 months?  National
159560index.aspxQuestions & Answers Can you please tell me how a small employer applies for the Tax Credit?  National
160459tools.aspxChecklists COBRA Continuation Coverage Checklist  National
158248tools.aspxForms COBRA General Notice (Includes COBRA Subsidy Information)  National
155211tools.aspxChecklists COBRA Gross Misconduct Checklist  National
155209tools.aspxChecklists COBRA Recordkeeping Compliance Checklist  National
155210tools.aspxChecklists Contents of Notice to Qualified Beneficiaries  National
159241index.aspxQuestions & Answers Does the COBRA subsidy end completely on December 31, 2009, or is it just that no one can sign up for the subsidy after December 31, 2009?  National
166428index.aspxQuestions & Answers Employees must work 32+ hours per week to be eligible for health benefits. They do not work set hours. If they lose eligibility, we offer COBRA. Do they qualify for 18 months of COBRA every time they regain and then lose eligibility?  National
159608index.aspxQuestions & Answers For purposes of NOT offering a former employee COBRA or State Continuation, what is the definition of 'gross negligence.'  National
156453index.aspxAnalysis Health Insurance Continuation (COBRA)  National
156423index.aspxQuestions & Answers How can I get employer information on the new COBRA requirements regarding premium assistance? I need guidance for what we, as the employer, must be doing and when, how much we should be charging employees on COBRA, and how we recoup the 65%.  National
156411index.aspxQuestions & Answers How does the stimulus package affect COBRA and when does it go into effect?  National
157659index.aspxQuestions & Answers I have an employee who terminated involuntarily in February 2009 and we agreed to pay his COBRA premium in full for 3 months (March, April and May). When he starts paying COBRA on his own (June, July etc.) is he eligible for the new COBRA subsidy or  National
159303index.aspxQuestions & Answers If a COBRA-eligible employee is laid off in November, would he or she still get the subsidy for 9 months? Also, does the time period for terminated employees end on 12/31/09?  National
166910index.aspxQuestions & Answers If a company is going out of business, is it obligated to keep its health policy active for COBRA participants?  National
159477index.aspxQuestions & Answers If an employee elects COBRA coverage for herself and spouse and at some point during her coverage the former employee decides to drop, can her spouse remain on COBRA for the remainder of the 18 months on a single plan?  National
159557index.aspxQuestions & Answers If an employee is on COBRA due to an involuntary reduction in hours, and then resigns voluntarily, does he still qualify for COBRA?  National
160850index.aspxQuestions & Answers If an employee is terminated or resigns in the month he/she becomes eligible for benefits, does the employer still need to offer COBRA?  National
159775index.aspxQuestions & Answers If an employee's spouse is currently on the employee's plan and they get divorced (qualifying event), is the employer required to extend COBRA coverage to the spouse?  National
155212tools.aspxChecklists Information Needed to Comply with COBRA Checklist  National
159378tools.aspxForms Notice of Extended Election Period  National
159456tools.aspxForms Notice of New Election Period  National
159408index.aspxQuestions & Answers Our teachers are on a one-year contract. We either offer them a new contract to return starting in September, or we do not. This employee was not offered a contract to continue. Does this situation qualify this employee for the COBRA subsidy?  National
159455tools.aspxForms Supplemental Information Notice (COBRA Subsidy)  National
159621index.aspxQuestions & Answers Under the new COBRA non-discrimination rules, is a group required to provide uniform contribution across the whole group or can they offer different contribution levels for different employee classes?  National
158251tools.aspxForms Updated Alternative Notice (Includes COBRA Subsidy Information)  National
159435index.aspxQuestions & Answers We had an employee terminate on March 4, 2010. Should we give him the current DOL Election Notice and change the dates from Februrary 28, 2010 to March 31, 2010?  National
155699index.aspxQuestions & Answers When an employee gives 2-weeks notice, but the employer chooses to pay in lieu of notice, which date do you use as the termination date for benefits?  National
160705index.aspxQuestions & Answers When does COBRA begin during FMLA leave?  National
159512index.aspxQuestions & Answers Would this be considered an involuntary termination according to the ARRA Premium Reduction: An employee is terminated because they exhausted all of their FMLA or leave time because their doctor has not yet released them to return to work?  National
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