COBRA is a health insurance program that allows employees to continue to. It allows you and/or your dependents to continue the health and optional insurance. monthly during the initial 18 months of federal COBRA then paid directly to the Medical and/or EAP carriers during Cal-COBRA*(if elected). The Ultimate Guide to the Consolidated Omnibus Budget Reconciliation Act (COBRA). COBRA stands for Consolidated Omnibus Budget Reconciliation Act of 1985. Payment is made to P&A Group Administrative Services, Inc. Premiums/CostĮmployees who elect to continue coverage through COBRA are responsible for paying a premium equal to 102% of the entire premium cost. Once the separation is finalized in the City's HR/Payroll system, a personalized COBRA packet from the P&A Group will be mailed to the home address on file. TimingĮmployees have a maximum of 60 days from the day they lose coverage to elect to continue their health coverage premiums through COBRA. ** EAP & Substance Abuse benefits are not available to members outside of CA under the 18-month Cal-COBRA extension. Your debit card will be deactivated on your termination date, but if fully vested, the grace period and run-out period apply. When you lose job-based insurance, you may be offered COBRA continuation coverage by your former employer.
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*If you have contributed your full pledge amount for the plan year(fully vested), then you do not need to elect COBRA to continue to incur expenses through March 15th and submit claims until June 15th the following plan year. The social security related provisions of COBRA come essentially from three sources: (1) OASDI proposals developed by the House Ways and Means Committee and. Loss of benefited status whether by reduction in work hours or change in job classification.įor more information about your benefits under COBRA, see the COBRA Notice of Rights and Obligations.Termination of employment (other than for gross misconduct).Employee RightsĬOBRA allows benefited employees (and any covered dependents) to continue health, dental, vision, MRA, or EAP benefits at their own expense for up to 18 months of coverage (except for the MRA, which continues to the end of the current year*).Ĭal-COBRA extension of 18-months will be made available for medical and EAP** plans following the initial 18 months of Federal COBRA.ĬOBRA coverage begins the 1st of the month following one of the qualifying events below: Department of Labor (DOL).The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) provides that the same health, dental, vision, Medical Reimbursement Account (MRA), and Employee Assistance Program (EAP) benefits be made available for employees, former employees, and dependents when they lose coverage after a qualifying event. To get more information about COBRA benefits, read this publication from the U.S. If you elect to take COBRA coverage, your employer may pay a portion of or the full amount of your insurance premium. The plan will send an election notice that you will have 60 days to respond to. When a qualifying life event happens, you or your employer will notify the health plan. You must be a qualified beneficiary for that event.Your group health plan must be covered by COBRA.Three basic requirements must be met for you to be able to elect to continue coverage under COBRA: Qualified beneficiaries under COBRA include: What is COBRA continuation coverage COBRA continuation coverage is a continuation of the State. Loss of a child's or dependent's health insurance coverage under the plan Consolidated Omnibus Budget Reconciliation Act (COBRA).Medicare eligibility for a covered employee.Divorce or legal separation from a covered employee.Termination or a reduction of a covered employee's hours.
It requires an employer's group health insurance plan to continue after qualifying life events. COBRA applies to most private sector businesses with 20 or more employees.
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