Cobra Insurance

COBRA insurance is not a long-term plan, but it is a safe harbor of health care coverage for employees between jobs. COBRA supplies continued health care coverage that usually comes in connection to a job. With the economy conditions and many unemployed there are many people looking for work and turning to Cobra while between jobs. COBRA insurance covers much more than former employees, though. Other common users of COBRA insurance include recent retirees and people with disabilities.

COBRA insurance is based on a law that allows certain employees and their dependents to buy continued health insurance coverage through the employer's health plan when the employees stop working. In New York, COBRA applies to group health plans offered to most employees, except for Federal Government employees and certain other special types of employees. Cobra insurance is a specific form of coverage related to the wide realm of employer-provided health coverage. It is often based on a co-pay or employee contribution with employer matching fund basis.

Coverage under COBRA can be continued for up to 18 months, and up to 36 months when loss of coverage is due to divorce, disability, etc. When electing COBRA coverage, you must be sure to do so within 60 days of your qualifying event (such as loss of your job, divorce, etc.); after that time, the insurance company can decline your eligibility. Coverage under COBRA is retroactive (to the date of the qualifying event), and the first payment is due 45 days after you elect to participate in COBRA.

Coverage usually lasts for 18 months from the day of eligibility, but there are a few exceptions. For instance, if you become disabled during those 18 months, the time period can extend to up to 36 months.

Plan participants and beneficiaries generally must be sent an election notice not later than 14 days after the plan administrator receives notice that a qualifying event has occurred. The individual then has 60 days to decide whether to elect COBRA continuation coverage.

Federal income taxes are not paid on these contributions or investment earnings until they are withdrawn. You determine how much you want to contribute to the Plan, up to the annual maximum amount. Federal law does not cover all people, only group health plans for employers with 20 or more employees on more than 50 percent of its typical business days in the previous calendar year are subject to COBRA.

Employers are required to notify you of this opportunity. You will then have another 60 days to make up your mind. Employers that self-administer their own group health plans (typically large firms) have 44 days to notify workers of their COBRA rights. Employers will allow such changes, or not, depending on the amount of administrative work associated with such decisions. The ability to change coverage will not allow an individual to start a medical flexible spending account or switch to coverage that provides only dental, vision, counseling or other referral services.

Employers and group health insurers must make such a period available to employees and their dependents when their family status changes or when their health insurance status changes. Special enrollment periods must last at least 30 days. Employers often cover a substantial portion of health insurance premiums, so COBRA coverage can be expensive.

Employers pay for the subsidy out of their operating expenses, and then file for reimbursement from the government. You will need to contact your former HR department for more information.

Additionally, as insurance administration experts, we will monitor and keep you apprised of any changes to the COBRA law that you should be aware of, as well as modifications to IRS tax codes as they relate to employee benefits. Additionally, most people who elect COBRA insurance will have a lapse between the date of their decision and their last day of work. Those individuals will have to pay retroactive premiums that cover that period when they make their first premium payment.

Premiums have certainly to be paid and also maintained. Although most part of the cobra insurance plan is from previous employer, but you may never have to foot the bills. Premiums depend on the amount of coverage, but are usually less than continuing your old policy under COBRA. However, even Assurant says this option might not be right for everyone.

Individuals can learn all the most accurate and up-to-date information and resources about COBRA insurance continuation of health coverage and medical insurance benefits.. Depending on your age and health, you might be able to get a less-expensive individual private health insurance policy. Opting for less coverage can save some money as well, but many people still can't handle the cost, so they go without health insurance. Depending on where you live, the state offers a program for kids under age 18 who have no health insurance. Check with your local health department to see what is available.

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Gurmit loves traveling; he has been over 70 countries. He speaks fluent Cantonese, Polish, Hindi, Punjabi and English. Gurmit is an author, writer, insurance and mortgage expert. He frequently writes on various topics of interest to his readers. Gurmit Singh is a licensed mortgage expert with Dominion Lending Centres Mortgage Villa.

Gurmit Singh, MBA
Mortgage Expert (#M08009905)
Dominion Lending Centres Mortgage Villa (#11574)
Email:gurmit@gurmitsingh.ca
www.gurmitsingh.ca
http://gurmittoor.blogspot.com