COBRA Eligibility

[Guest Keddy Long]

I have a question about COBRA eligibility.

I have voluntarily terminated employment with my previous employer and is offered COBRA; however, I have yet to make an election to accept or decline COBRA and is still within the 60 days limit.

I then accepted employement with my current employer and is covered under a group plan. If I terminate employement with my current employer, can I still elect to accept COBRA from my previous employer?

[Guest mls]

Keddy, you have 60 days from the date you lose coverage with your former employer or the date they send you the COBRA notice, whichever is later, to elect COBRA. So if you start a new job and then terminate from the new job, you can elect COBRA from your previous employer as long as you are within the 60 day election period from your former employer. If you go beyond the 60 days, you would not be able to elect COBRA with the previous employer.

[Guest mls]

Keddy, you have 60 days from the date you lose coverage with your former employer or the date they send you the COBRA notice, whichever is later, to elect COBRA. So if you start a new job and then terminate from the new job, you can elect COBRA from your previous employer as long as you are within the 60 day election period from your former employer. If you go beyond the 60 days, you would not be able to elect COBRA with the previous employer.

[Guest Keddy Long]

Thanks for your reply MLS.

I am a bit unclear if I am covered under a group plan with my current employer and if I terminate with the current employer, can I still go back to the former employer's COBRA plan or must I stay with the currently terminated employer's COBRA plan?

[Guest vwaters]

I have a different COBRA eligibility questions. Our plan offers to full-time employees medical benefits at a subsidized rate; however, part-time employees are offered medical coverage but at a lessor or zero subsidy. If an employee switches from FT to PT and keeps the benefits, must a COBRA notice be sent? I understand the situation wherein an employee declines coverage due to the increased cost must be given a COBRA notice.

Thanks.

[Guest jck]

I am currently employed in Maryland and my wife and I are covered under United Healthcare. My wife is currently 5 months pregnant and we are moving to Miami, FLA. I have been employed with this firm for 6 mos. and will be seeking employment in the Miami area when we move. Are we covered under the COBRA plan in FLA when we move? I cannot ask my current employer for I have not given notice to leave yet.

[Guest nac]

It really depends on which UHC plan you're enrolled in. If it's the HMO, probably not - HMOs cover only in their designated service areas and only cover emergency services outside of that area. Your employer would offer COBRA coverage, but if you're moving out of state, it wouldn't do you any good.

If it's the POS or PPO plan, then you're probably ok.

I'd recommend that you call UHC's member services line - they can tell you exactly what you need to know.

You indicate that you're seeking employment in another region; you should know that once you become eligible for a new employer's group medical benefits there is no pre-existing limitation for pregnancy so you'd be covered there (provided you find a job and satisfy the eligibility period before her due date . . . ).