COBRA Insurance – 7 Things About COBRA Insurance Your Boss Wants to Know

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In most situations that give you Cobra Insurance (other than a divorce), you should get a notice from your employer’s benefits administrator or the group health plan telling you your coverage is ending and offering you the right to elect COBRA continuation coverage. If you qualify for COBRA because the covered employee either:

 

1) Died,
2) Lost his/her job, or
3) Became entitled to Medicare,

 

the employer must tell the plan administrator. This is called “continuation coverage.” In general, COBRA only applies to employers with 20 or more employees. If your group health plan coverage was from a private employer (not a government employer), contact the Department of Labor.

 

Before you elect COBRA coverage, it’s a good idea to talk with your State Health Insurance Assistance Program (SHIP) about Part B and Medigap. If you don’t get a notice, but you find out your coverage has ended, or if you get divorced, call the employer’s benefits administrator or the group health plan as soon as possible and ask about your COBRA rights. Call your employer’s benefits administrator for questions about your specific COBRA options.

 

COBRA is a federal law that may let you keep your employer group health plan coverage for a limited time after your employment ends or after you would otherwise lose coverage. Once the plan administer is notified, the plan must let you know you have the right to choose COBRA coverage. However, some state laws require insurers covering employers with fewer than 20 employees to let you keep your coverage for a period of time. If you don’t get a notice, but you find out your coverage has ended, or if you get divorced, call the employer’s benefits administrator or the group health plan as soon as possible and ask about your COBRA rights. If your coverage was with the federal government, visit the Office of Personnel Management. If your coverage was with the federal government, visit the Office of Personnel Management.

 

COBRA is a federal law that may let you keep your employer group health plan coverage for a limited time after your employment ends or after you would otherwise lose coverage. However, some state laws require insurers covering employers with fewer than 20 employees to let you keep your coverage for a period of time. COBRA coverage generally is offered for 18 months, and 36 months in some cases. If you qualify for COBRA because you’ve become divorced or legally separated (court issued separation decree) from the covered employee, or if you were a dependent child or dependent adult child who is no longer a dependent, then you or the covered employee needs to let the plan administrator know about your change in situation within 60 days of the change.

Once the plan administer is notified, the plan must let you know you have the right to choose COBRA coverage. Before you elect COBRA coverage, it’s a good idea to talk with your State Health Insurance Assistance Program (SHIP) about Part B and Medigap. This is called “continuation coverage.” In general, COBRA only applies to employers with 20 or more employees. If your group health plan coverage was from a private employer (not a government employer), contact the Department of Labor. Get answers to COBRA questions Call your employer’s benefits administrator for questions about your specific COBRA options.

If you qualify for COBRA because you’ve become divorced or legally separated (court issued separation decree) from the covered employee, or if you were a dependent child or dependent adult child who is no longer a dependent, then you or the covered employee needs to let the plan administrator know about your change in situation within 60 days of the change.

 

If your group health plan coverage was from a state or local government employer, call the Centers for Medicare & Medicaid Services (CMS) at 1-877-267-2323 extension 61565. COBRA coverage generally is offered for 18 months, and 36 months in some cases. In most situations that give you COBRA rights (other than a divorce), you should get a notice from your employer’s benefits administrator or the group health plan telling you your coverage is ending and offering you the right to elect COBRA continuation coverage.