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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 insurance, dental insurance, vision insurance and prescription drug plans. This medical care can be provided directly, through insurance, reimbursement, or other. An FSA or (health flexible spending accounts) is also considered a health benefit and falls under COBRA law as is a medical reimbursement program under Section 105. Life insurance, disability income and other non health related programs are not subject to COBRA.
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Comment #1 (Posted by ELane
)
As in my original question, what about EAP services which include mental health counseling by professionals outside the company?
Thank you.
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