Guest SScannell Posted June 30, 2010 Report Share Posted June 30, 2010 Hi all, Looking for solid information to backup/prove wrong an assumption. Situation is: person laid off, went on COBRA, is rehired within the same plan year. Question is, becuase there was no break in coverage (significant or otherwise), shouldn't the employee's accumulators continue/remain rather than be reset? For instance, if the employee had already met $400 towards a $500 deductible, shouldn't that accumulator stay as is? OR, when s/he re-enrolls in the plan as a new hire, would s/he have to start at $0 having been met towards the deductible? My assumption is because 1) it's the same plan year, 2) there was no break in coverage due to continuance through COBRA, and 3) in the same scenario you wouldn't have to meet a pre-existing condition clause again, the same would be true of accumulators (whether deductibles, OOP Max, co-ins max, etc.). The plan document is silent other than to state a rehire will become eligible on the first of the month after re-hire. I cannot find any info. in the EBIA COBRA manual to backup my assumption. Any input would be appreciated. Thank you! Link to comment Share on other sites More sharing options...
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