What You Need to Do About Cobra Insurance Extension
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.
It is always best to take advantage of this health insurance benefit if it is available. A lapse in coverage may result in difficulties being added to a new plan in the future. In addition, there is no way to predict the occurrence of accidents or illness that might debilitate you or a dependant.
COBRA Qualifications
Simply put, COBRA allows separated employees to purchase supplemental insurance coverage that spans the gap between jobs. The provider of the plan is the individual’s most recent employer. The benefit is provided to anyone who has been laid off, terminated for a reason not including gross misconduct, or had their status reduced to part-time, making him or her ineligible for health insurance coverage. Dependants that were included on the employer’s policy are also eligible.
The American Recovery and Reinvestment Act (ARRA) includes a Cobra Extension that extends benefits to those former employees who were laid off or terminated between September 2008 and February 2009. If you still do not have health insurance due to an employment separation that occurred between that period of time, you can now elect to receive COBRA benefits.
How Much Will It Cost?
After separation from your employer, the company is required to offer COBRA benefits but they do not have to pay any portion of the monthly insurance premium – that is the responsibility of the former employee. Although you will pay more than your contribution while employed, it is still far less than individual plan coverage. Recently the federal government announced a 65% subsidy for those unable to afford the monthly premium under COBRA.
What Happens After Loss of a Job
It is your employer’s responsibility to report the separation and eligibility for COBRA benefits. There are various regulations that apply to determine who is eligible, what companies are required to offer COBRA, and what events qualify for the continued health insurance benefit. If you feel that you should be able to continue to receive coverage, you may want to consult with a company that can help you sort out 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.
Each health plan is subject to specific rules regarding how to file a claim for benefits. After filing a claim, you may be deemed ineligible. There are protocols in place that allow you to protest this assessment, and you must do so within 60 days. If you are not aware of the insurance rules and regulations in place, it might be best to use assistance in claiming COBRA benefits or submitting a protest.
Many times there are special circumstances that apply to continued health insurance coverage through COBRA insurance extension. Luckily, you do not need to sort out all the issues, rules, regulations, and specifics yourself. There are resources available to help those who are entitled to the benefits receive them. See the website for more details.
Learn more about Cobra Extension. Stop by our site where you can find out all about Cobra Insurance Plan and what it can do for you.
