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HR / Employer COBRA Questions
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COBRA Question and Answer forum for Employers and HR
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There were 54 questions found in this category:
 90 days between job coverages
Q: One of our employees is leaving for a new job. Benefits there will not be in effect for 90 days. We have offered COBRA. Because of the cost involved, if she does not elect it prior to leaving and becomes ill in the interim, can she change her mind, say after 50 days, and ask to come back ont ...
- A client has been terminated and federally investigated for gross misconduct and pending charges is he qualified for cobra??
Q A client has been terminated and federally investigated for gross misconduct and pending charges is he qualified for cobra??A: Although illegal or dangerous acts committed in the workplace are likely to qualify as gross misconduct, the acts need not be criminal or otherwise unlawful in nature. ...
- As an employer, what coverage do I need to offer?
Q: As an employer, what coverage do I need to offer?A: Generally, the continuation coverage must be the same health benefits the qualified beneficiary had the day before the qualifying event. Those health benefits are defined as medical insurance, dental insurance, vision insurance and prescrip ...
- As an employer, what is my best protection against a law suit?
Q: As an employer, what is my best protection against a law suit?A: Documentation and keeping records that demonstrate proper COBRA compliance is your best protection. If you need assistance you may contact the Department of Labor at 1-866-487-2365.
- Bounced Cobra Premium Check
Q: If an employee does not have sufficient funds in their account to make a payment (i.e. their check was returned as Non Sufficient Funds) can we cancel the employee's Cobra coverage? A: By law the employee must be given a 30 day grace period if payment is not received by the due date or if ...
- Changing or modifying COBRA coverage at open enrollment
Q: An employee originally applied for Medical, Dental, & Vision Coverage. After 3 months, the COBRA member decides to drop Medical Cobra Coverage (not paying for it), but does keeps the Dental & Vision Coverage. 6 months later, the employer is having Open Enrollment, at this time; can the COBRA ...
- Cobra - Cancelled Enrollee / Termination of Employment
Q: I have an employee who is commission paid and is over 60+ days past due on his premium. A request to cancel his medical coverage retro-actively 30-days was faxed to the carrier yesterday. I was just notified that management is terminating his employment today. Am I required to offer this emp ...
- COBRA - what happens if an existing COBRA member does not give us an updated address
Q: Hello, I have an employee's x-wife that is covered by COBRA under group health insurance. I am in the process of changing medical carriers for this group and move regular active employees as well as the COBRA participants. One of the COBRA participants is basically unreachable/unresponsive a ...
- COBRA Administrative Fees
Q: As an employer, can administrative fees be added to the amount that an ex-employee pays for continuing medical coverage? If yes, is the maximum chargeable amount a flat fee or a percentage of the cost of the coverage?A: COBRA law allows the employer to add a 2% (maximum) administrative fee t ...
- COBRA and HSA
Q: We have several employers who offer an HSA with their Health Plans. If an employee elects COBRA, does the employer need to continue to apply the HSA monies if the employee stays on the HSA plan? If an employee is divorced and the spouse is offered COBRA, the spouse takes the health plan ass ...
- COBRA AND MEDICARE
Q: I have a client that was covered on the group medical plan as a couple. He was the employee and he died- he and his wife are over 65 and have Medicare part A&B. Is she eligible for COBRA for 36 months as the dependent of the deceased employer or is she not eligible for COBRA since she has Me ...
- COBRA and other insurance
. Q: The COBRA applicant wants to cover her husband. He has other medical insurance. . Can he be covered on her COBRA? A: An employee and their dependents are not allowed COBRA continuation and other insurance at the same time. However, he may be able to continue COBRA if his own policy has exc ...
- COBRA and other insurance
Q: I have an employee who was laid off because we are closing an office. The employee will have another job beginning immediately after the lay off. There is no lapse in insurance coverage, but the new insurance has a 12 month pre existing clause. The employee has had creditable coverage for t ...
- Cobra continuation & EAP
Q: If a former employee is on COBRA continuation, must the employer continue to offer EAP services too. A: Generally, the continuation coverage must be the same health benefits the qualified beneficiary had the day before the qualifying event. Those health benefits are defined as medical insura ...
- Cobra coverage and a newborn baby
Q: When someone with single coverage goes on COBRA and they then have a baby, do they then need to pay for family insurance to have the baby covered? If they can have the baby covered under the single premium, how long does it last? What about the former employers re enrollment time? Do we ext ...
- COBRA divorces...
Q: There is an employee that has already been terminated. He and his family are on COBRA already (for about 8 months now). They are getting a divorce. The ex-wife would be able to continue coverage, but just for the duration of the 18 months or does she get another 18 months from the day of the ...
- Cobra election
Q: Our company has a bundled package for our employees health insurance to include medical, RX dental and vision. One employee that got caught up in a "downsizing" wants to choose just the medical plan so she can pay can pay less for Cobra because of a financial hardship to pay the whole premi ...
- COBRA election question
Q: An ex-employee did not elect COBRA. However, his spouse did. Can the ex-employee elect to go onto COBRA, during the employer's open enrollment period? If not, can the spouse on COBRA, change the coverage from individual to family during the open enrollment period? Thank you.A: If an employe ...
- COBRA INS. DROPPED
Q: As an employer, do we have to continue COBRA coverage for an ex-employee who was found by a judge to have been fired rightfully for gross misconduct? She is on our COBRA plan right now however; we are getting quotes for new insurance carriers. Did we ever have to offer COBRA to her anyway du ...
- COBRA packet must be sent with in 45 days from the last day of group benefits.
Q: When should the employer give the information about cobra to a employee after they resign?A: COBRA law allows the employer up to 45 days from the last day of group benefits to mail the COBRA packet to the employee. You can give the employee the COBRA paperwork at anytime within the 45 days. ...
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