Are you one of the many Americans who have been laid off in recent months? Are you concerned about no longer having health insurance benefits for you and your family in addition to the loss of income? If so, you will want to know more about the COBRA Insurance plan provided by the federal government.
Too often, laid off or terminated employees feel that they do not need to opt for COBRA benefits. This could be a big mistake. For one thing, anyone who shows a lapse in health insurance coverage could have a difficult time being added to a new policy in the future. For another, it is impossible to predict when illness or an accident may affect you or your family members.
Who Qualifies?
The COBRA insurance extension provides supplemental health insurance that fills the gap between coverage due to unemployment. Your last employer is required to provide this option. You will qualify if you have had hours reduced and become a part-time employee ineligible for the employer’s health insurance benefit, laid off, or terminated for any reason other than gross misconduct. Insurance coverage extends to all dependants who were previously on your policy.
If you have been without a job for some time, the American Recovery and Reinvestment Act (ARRA) provides extended COBRA benefits to anyone who lost employment in the period between September 2008 and February 2009. If you are still without employment now, you could now be eligible to receive health insurance with your last employer’s plan.
The Cost of COBRA Insurance Extension
After you are no longer employed, you will have to foot the bill for health insurance premiums. The former employer is still the administrator of the plan, but they are not required to pay any part of the monthly premium. You should be aware that the cost may still be far less than if you purchased an individual plan. The federal government also offers subsidies, up to 65%, to anyone who is unable to afford the entire insurance premium.
What Happens After Loss of a Job
The responsibility of reporting a layoff or termination is up to the employer. They have 14 days to do so. Eligibility for COBRA insurance extension is determined by a number of factors including the size of the employer, the circumstances of separation, and many other rules and regulations. It may be helpful to use the services of a consultation company to help you sort through the details.
The employee has 60 days to decide whether he or she wants to take advantage of COBRA benefits. If the former employee does elect to continue health insurance coverage, there is a 45 day period in which the first premium must be paid.
In addition to federal regulations, each health insurance provider will have its own rules and requirements regarding how claims are filed. They also have the option of ruling you ineligible for plan benefits. If you are denied COBRA benefits, you have the option of protesting this assessment within 60 days. Of course dealing with an insurance company is never uncomplicated so this may be another instance when assistance is required
The circumstances and situations that can affect eligibility for the COBRA insurance extension are many. If you feel the need for help, take heart that there are resources available. Don’t miss out on continuous health insurance coverage due to confusion.
Looking to find more information on the Cobra Extension? Then visit www.cobraextension.org to find the best advice on Cobra Insurance Plan to help you.
Leave a comment