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Click here to compare Individual Rates with your COBRA coverage.    With your own coverage you have the option of taking a higher deductible, HSA  or not taking maternity dental, life or vision to save $$$.  

If you have problems, we can lead you in the right direction.  It's basically though something that you arrange directly through your Former Employer's HR Department or Insurance Company.  

When you're COBRA or Cal COBRA expires, we can help you with continuation coverage under HIPAA if you're in California,  or other options including Individual plans, which may be less expensive if you qualify.   We can also help you roll over your retirement plan, 401K or life insurance. 

CONSUMER Links

COBRA vs. Individual Plan Comparison tool from Blue Cross of California

IRS Article on if you should elect COBRA, after the enactment of HIPAA

HIPAA California Coverage - Rates, Benefits & Applications for when your COBRA expires.

Disability Benefits 101.org

"Sample" probable underwriting Pre Existing Condition  form.

Overview on See The Benefits.com  Site

Cobrahealth.com

Department of Labor's Website on Cobra FAQ's Employee's Guide to COBRA

COBRA what are the Lapse and  Grace Periods?

Blue Cross Small Group Employer's Administration Manual - (Use search feature to check on COBRA & Cal COBRA procedures.)

Health Net COBRA Enrollment Form?

Kaiser HMO Purchaser Handbook♦  Use search feature for COBRA
 

Technical & Research Links

DOL Reporting & Disclosure Guide

COBRA and Household Health Insurance Decisions DOL Report
 

Qualified Beneficiary  §ERISA 1167

TITLE 29 > CHAPTER 18 > SUBCHAPTER I > Subtitle B > part 6 continuation coverage and additional standards for group health plans

Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) - COBRA is a federal law that provides rights to temporary continuation of group health plan coverage for certain employees, retirees and family members at group rates when coverage is lost due to certain qualifying events. Generally, COBRA applies to employers who employed 20 or more employees in the prior calendar year. If the group health plan is a multi-employer, collectively bargained plan, only one contributing employer needs to have 20 or more employees in the prior year in order for COBRA to apply to the whole plan.

What happens if your coverage with COBRA is with Insurance Company X, but then the Employer changes to Insurance Company y?  

***See page 11 Employees Guide to Health Benefits - COBRA - DOL

There is a minimum 30-day grace period for each successive payment due date. Payment is considered made on the date it is postmarked (if it is mailed), not the date of the check or the date the payment is physically received by the Plan.

Under the new regulations, qualified beneficiaries must receive what is called an “Early Termination Notice” if they lose coverage due to failure to make payment by the due date or within the grace period. Attorney's Site Final rules on DOL site

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances "Qualifying Event" such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events. Qualified individuals may be required to pay the entire premium for coverage up to 102 percent of the cost to the plan. (110% for Cal Cobra)

COBRA generally requires that group health plans sponsored by employers with 20 or more employees in the prior year (2 with Cal Cobra) offer employees and their families the opportunity for a temporary extension of health coverage (called continuation coverage) in certain instances where coverage under the plan would otherwise end.

COBRA outlines how employees and family members may elect continuation coverage. It also requires employers and plans to provide notice. Department of Labor

Notification of COBRA Rights

When there occurs a "qualifying event" that entitles persons covered by an employer group health plan to elect continuation coverage, such as the employee’s termination of employment or death, the divorce of the employee and his or her spouse, or a dependent child’s ceasing to qualify for dependent coverage under the plan, a notice of the right to elect continuation coverage generally must be sent to each person (termed in the COBRA law a "qualified beneficiary") who has that right. If the "qualifying event" is the employee’s termination, reduction of hours or death, the employer has 30 days after the event (or, if later, 30 days after the date coverage is lost) to notify the plan administrator, which in turn must give the notice of COBRA rights within 14 days to persons entitled to elect coverage. (If the employer and the plan administrator are the same, it has the full 44 days to give the notice.) How soon the notice is provided affects how long eligible persons have to elect continuation coverage because they must be given at least 60 days from the date of the notice. Wilcox & Savage Esq DOL Reporting & Disclosure Guide

Family & Medical Leave