Cobra Benefits Law
The Summary of Cobra Benefits Federal Law under Health Care Continuation Coverage Requirements which is amended by the Health Insurance Portability and Accountability Act of 1996 (HIPAA).
The Cobra Benefits Law requires covered employers with 20 or more employees which is offering group health plans for employees and their certain family members which has the opportunity to continue health coverage under the group health plan in a number of examples when coverage would otherwise have lapsed. Under this law employee or the qualified beneficiary may be charged up to 102% of the applicable premium for this benefit.
The Cobra Benefits Law has the several different notice obligations like a health plan administrator obligation o provide a general notice of Cobra rights to an employee as well as respective spouse when health coverage begins. Also the obligations like the employer of a covered employee must notify the plan administrator within 30 days when a qualifying event occurs and the qualifying event includes an employee's termination of employment, reduction of hours in employment, death, Medicare Enrollment and the employer's bankruptcy filing.
The Cobra Benefits Law requires covered employers with 20 or more employees which is offering group health plans for employees and their certain family members which has the opportunity to continue health coverage under the group health plan in a number of examples when coverage would otherwise have lapsed. Under this law employee or the qualified beneficiary may be charged up to 102% of the applicable premium for this benefit.
The Cobra Benefits Law has the several different notice obligations like a health plan administrator obligation o provide a general notice of Cobra rights to an employee as well as respective spouse when health coverage begins. Also the obligations like the employer of a covered employee must notify the plan administrator within 30 days when a qualifying event occurs and the qualifying event includes an employee's termination of employment, reduction of hours in employment, death, Medicare Enrollment and the employer's bankruptcy filing.
