Who must be offered continuation coverage when a qualifying event occurs?
Continuation coverage must be offered to any covered employee to whom a qualifying event occurs. A covered employee is any individual who is (or was) covered under a group health plan by virtue of that individuals employment or previous employment with the employer. Continuation coverage must also be offered to any qualified beneficiary.
A qualified beneficiary is any individual who is (or was) a beneficiary under the plan as the spouse or dependent child of the covered employee. In addition, with the passage of the Health Insurance Portability and Accountability Act of 1996, a child born to or placed for adoption with a covered employee during COBRA coverage is also a qualified beneficiary. In addition, when the qualifying event is the termination of employment or reduction of hours, a covered employee is considered a qualified beneficiary.
Although an employer need not pay health insurance costs for employees while they are on strike, strikers do not forfeit their COBRA rights. ... more.
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Related Questions
Does continuation coverage begin from the date of the qualifying event or from the loss of active coverage?
Will my dependents be offered COBRA coverage when they lose eligibility for retiree coverage due to reaching the maximum allowable age or if they no longer meet the dependent requirements?
How much theft coverage can be purchased through OFP for a residence, how do I apply for such coverage, and will the crime coverage attach to OFP's Dwelling Fire Policy?
How much crime coverage can be purchased through OFP for a commercial property, how do I apply for such coverage, and will the crime coverage be attached to OFP's Standard Property Policy for Commercial Risks?
For a 10- or 9-month arrangement, how does the staff member ensure continuation of insurance plan coverage during the leave period?
May an employer choose not to offer continuation coverage to an employee who is already covered under another plan, such as one sponsored by their spouse's employer?