COBRA

Don’t Lose Your Health Insurance!

Cobra is a program created by the Federal Government that gives you the opportunity to continue with your health insurance if the unexpected happens such as loss of employment, as well as some other unexpected life situations.  If you are entitled to elect COBRA coverage, you have an election period of at least 60 days (starting on the later of the date you are furnished the election notice or the date you would lose coverage) to choose whether or not to elect continuation coverage.  Read on for a full list of qualifying events and contact information.

The Consolidated Omnibus Budget Reconciliation Act, commonly known as COBRA, is a federal law that requires employers of 20 or more employees with group health plans to offer employees, their spouses and dependents a temporary period of continued health care coverage if they lose coverage through the employer’s group health plan

Contact Information

Carrier: Flores & Associates

Website: http://www.flores247.com

Phone: 800-532-3327

Qualifying Events under COBRA

Qualifying events are certain events that cause an individual to lose health coverage. Under the law, the specific beneficiaries covered and the length of coverage are determined by the nature of the qualifying event. A plan, at its discretion, may provide longer periods of continuation coverage than required by law.

 

Qualifying Events for Employees:

  • Voluntary or involuntary termination of employment for reasons other than gross misconduct
  • Reduction in the number of hours of employment

Qualifying Events for Spouses:

  • Voluntary or involuntary 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 from the covered employee
  • Death of the covered employee

Qualifying Events for Dependent Children:

  • Loss of dependent child status under the plan rules
  • Voluntary or involuntary 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