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cobrainsurance.com is an alternative solution to COBRA.  In most cases COBRAInsurance.com will save you 40%-60% on the cost of your COBRA plan offered by your employer. 

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Following you will find some general information regarding COBRA insurance.

COBRA is the name of a federal law. COBRA contains provisions giving certain former employees, retirees, spouses and dependent children the right to temporarily continue their health coverage at group rates. The law generally covers group health plans maintained by employers with 20 or more employees in the prior year. This coverage, however, is only available in specific instances.

The types of qualifying events for employees are:

  • Voluntary or involuntary termination of employment for reasons other than "gross misconduct"  

  • Reduction in the number of hours of employment

  • The types of qualifying events for spouses are:

  • Termination of the covered employee's employment for any reason other than "gross misconduct"

  • Reduction in the hours worked by the covered employee

  • Covered employee's becoming entitled to Medicare

  • Divorce or legal separation of the covered employee

  • Death of the covered employee

The types of qualifying events for dependent children are the same as for the spouse with one addition:

  • Loss of "dependent child" status under the plan rules

Since COBRA is offered on a temporary basis here is a list of qualifying time periods.

PERIODS OF COVERAGE

When should you continue your group health plan benefits under COBRA?

You should seriously consider continuing your health benefits under COBRA if you...

  • have had comprehensive benefits and don't mind paying more for them.

  • want continual, guaranteed coverage at a higher cost.

  • have had recent health problems.

  • have had ongoing health problems.

  • are taking expensive medications.

  •  have been declined for private insurance recently.

  • have a history of medical problems.

  • have had an accident within the 60 day window of enrollment.

  • are pregnant or planning to become pregnant.

If you cannot afford your employers COBRA option and you meet any of the above criteria you should consider the Basic Health Insurance Option Click here for details. (Select option "2")

When should you seriously consider a COBRA Alternative?

You should consider a COBRA Alternative if you...

  • cannot afford COBRA option offered by former employer and or

  • have few or no pre-existing conditions and or

  • want continual coverage at a lower cost and or

  •  have had no health problems and or

  • have not received any advice from medical professionals advising you to undergo a medical procedure in the future and or

  • are healthy, have a job and your new employer does not offer a health plan.

Click here to view available COBRA Alternatives

Since COBRA continuation can be fairly expensive we do offer an alternative to you at a lower cost. Here are some of our plan highlights:

  • 30 days – 12 months of coverage

  • Next day coverage

  • Ability to choose any doctor or hospital

  • $1 Million Lifetime Maximum

Our policy does not cover any pre-existing medical conditions but does cover any unexpected illness that may happen.

If you are interested in obtaining more information about our insurance see the links below.

To process a quote or apply online, please visit:  FAIRMONT SPECIALTY TEMPORARY HEALTH QUOTES

Or copy and paste the following link: http://cobrainsurance.com/information/pages/COBRA-Insurance-Short-Term-Health-Insurance-from-1-to-12-Months.html  

Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, since usually the former employer paid a part of the premium and there is also an additional administrative fee of 2%. Though it is ordinarily less expensive than individual health coverage.

If you have any further questions about the COBRA law you can visit the Department Of Labor website at www.dol.gov or you may call them at 1-866-487-2365.

If you have any further questions regarding your continuation coverage thru your past employer, you need to contact them. Someone from the Human Resource Department should have the answers for you.