COBRA

[Guest Carol Writing]

How long after separation from service does COBRA mandate availability of entended health coverage (at the employee's expense, of course). Thank you

[Guest Carol Writing]

I meant extended coverage, of course. Thanks!

[oriecat]

For the qualifying event of termination, continuation coverage is available for 18 months, if it is properly and timely elected and paid for.

[Guest llerner]

In some states like California - the Cal-COBRA legislation extends coverage for 36 months total for small group under 20. For employers subject to over 20 EE Federal COBRA, after the 18 months runs out on the federal COBRA, CAL-COBRA kicks in for another 18 months so that the QBs are eligible for the total 36 months.

T

he only difference is that the administrative fees are 10% under Cal-COBRA and the insurance carriers bill directly. and of course it is not the same as Federal COBRA in scope of legislation. If this applies to your company, that should get you started.

You should check your state or whatever states apply to your company situation since many states have state COBRA mandates of varying lengths as well that kick in after the federal COBRA run out (depending upon your corporate headquarters).

[Mary C]

Also, for all employers subject to Federal COBRA, if the terminating employee is determined to be disabled by Social Security beginning before termination or within 60 days of termination, the employee can continue COBRA coverage for an additional 11 months after the 18 months run out. The employee has to provide a copy of the SS disability award within 60 days of receiving it and before the original 18 months expires. Premiums for coverage after month 18 are 150% of the cost of coverage.

[Guest Carol Writing]

Thank you. I was actually asking for myself (a New Jersey resident of a small NJ employer). The doctor tells me that I MIGHT have cancer, so I was thinking about such things. Thanks again.

[oriecat]

Depending upon how small of an employer you have, you may be covered by New Jersey "mini-cobra" instead of federal COBRA. Here's a fact sheet on the NJ law.

http://www.nj.gov/dobi/bulletins/sehblt05_01.pdf

Good luck.

[GBurns]

Carol Writing

I hope that you are not thinking that just because you have been unfortunately diagnosed with cancer, that you will either be fired, have to resign or will be denied coverage under your current employer's health insurance. There is no connection between the diagnosis and these items.

If you are fired or denied coverage, you most likely will have excellent grounds for legal action etc.

This comes to mind because I have run into cases where either the employee was fired or the employee felt that being diagnosed meant that they were no longer able to work. 1 person actually felt that she might spread her breast cancer to other employees. Another felt that she would be too weak to work and would have to take too much time off. So I have learned never to guess at what people think but instead ask first.

Also get second and third opinions and see the actual pathology report yourself. The incidence of misdiagnosis is too great to ignore, regardless of what you think of the Dr. Remember not only is he human, but he is also relying on unknown others to tell him what they think that they see.