Which of the following would not be a qualifying event under COBRA?

Who is not eligible for COBRA?

Why would an employee not qualify to enroll in Cal-COBRA? The employee is enrolled in or eligible for Medicare. The employee does not enroll within 60 days of receiving the notice of eligibility from the employer. The employee is covered by another health plan.

Which of the following is considered a qualifying event under COBRA Quizlet?

Which of the following is considered a qualifying event under cobra? Divorce. Other qualifying events include the voluntary termination of employment; an employee's change from full time to part time; or the death of the employee.

What plans are not subject to COBRA?

Indemnity policies, PPOs, HMOs, and self-insured plans are all eligible for COBRA extension; however, federal government employee plans and church plans are exempt from COBRA. Individual health insurance is also exempt from COBRA extension.

What is covered under COBRA?

Employer-maintained prescription drug plans, health reimbursement accounts (HRAs) and cancer (disease-specific) policies that provide medical care are generally considered group health plans subject to COBRA. Wellness programs are also covered if they provide relief for medical or health issues.

What is the COBRA loophole?

If you decide to enroll in COBRA health insurance, your coverage will be retroactive, meaning it will apply to any medical bills incurred during the 60-day decision period. This loophole can save you money by avoiding premium payments unless you actually need care during this time.

What is a COBRA exception?

COBRA Exception: Gross Misconduct

Employees do not experience a COBRA qualifying event if their loss of coverage is caused by a termination of employment that is “by reason of the employee's gross misconduct.” The gross misconduct exception applies only to a termination of employment triggering event.

Is FMLA a qualifying event for COBRA?

Group health coverage that is provided under the FMLA during a family or medical leave is not COBRA continuation coverage, and taking FMLA leave is not a qualifying event under COBRA.

Which of the following statements is not correct concerning the Cobra Act of 1985?

Explanation: The statement that is NOT correct concerning the COBRA Act of 1985 is: It requires all employers, regardless of the number or age of employees, to provide extended group health coverage.

What groups are eligible for COBRA?

Is a strike a COBRA qualifying event?

For example, a strike or a lockout is a termination or reduction of hours that constitutes a qualifying event if the strike or lockout results in a loss of coverage as described in paragraph (c) of Q&A-1 of this section. Similarly, a layoff that results in such a loss of coverage is a qualifying event.

Why is COBRA so expensive?

COBRA coverage is not cheap.

Why? Because you're now responsible for paying your portion of your health insurance: The cost your employer contributed to your premium, in addition to the 2% service fee on the cost of your insurance.

Who is excluded from COBRA?

You do not have to offer COBRA coverage to any of the following: an employee who is not yet eligible for your group health plan. an eligible employee who declined to participate in your group health plan. an individual who is enrolled for benefits under Medicare.

Is retirement a qualifying event for COBRA?

Upon retirement, she is required to pay an increased amount for the same group health plan she had before retirement. Sarah is entitled to COBRA coverage because her retirement is a qualifying event (termination of employment) and the increased amount for coverage led to a loss of coverage.

Do you qualify for COBRA if you quit?

Whether you quit, get fired or are laid off, you may be able to choose your former employer's health plan under a federal law called COBRA. That stands for Consolidated Omnibus Reconciliation Act. It's available if: You were enrolled in an employer-sponsored medical, dental or vision plan.

What all does COBRA cover?

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as voluntary or involuntary job loss, ...

What is a second qualifying event for COBRA?

Second qualifying events may include the death of the covered employee, divorce or legal separation from the covered employee, the covered employee becoming entitled to Medicare benefits (under Part A, Part B or both), or a dependent child ceasing to be eligible for coverage as a dependent under the group health plan.

Are voluntary plans subject to COBRA?

If the voluntary plan requirements under ERISA are met, then the arrangement through which supplemental plans are made available by insurers is not subject to ERISA requirements. Thus, if the arrangement qualifies as a voluntary plan under ERISA, then COBRA does not apply.

Is FMLA a COBRA qualifying event?

The COBRA law states that a leave taken under FMLA is not a COBRA qualifying event, even when the employee's hours are reduced.

Is expiration of COBRA a qualifying event?

However, you won't qualify if you decide to end COBRA early and are paying the full benefit cost yourself. You also don't qualify if you lose your COBRA coverage because you didn't pay your premiums. Remember, you don't need a special enrollment period if you voluntarily end COBRA during open enrollment.

Which of the following is considered a qualifying event under?

Examples of qualifying events include marriage, registered domestic partnership, new births, adoptions, or divorce. Enrollments/change requests to a health/vision, dental or FSA plan MUST be submitted within 30 days of the qualifying event date via Employee Online.