The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) affords some very important provisions for many
So what does all of this mean to the typical
A “qualifying event” is most typically when you or your spouse leaves an employer to pursue another job. This is the most common scenario – although “qualifying event” is also upon the death of a covered employee, the reduction in hours of a covered employee so as to no longer be eligible for the group plan, a divorce, and other specific situations. Typically, the “qualifying event” will be when an employee has left their current job (or been fired – so long as the reason for being fired is not gross negligence then being fired still is considered a “qualifying event”).
A “qualified beneficiary” is defined as any employee, or the spouse or dependent child of the employee, who on the day before the qualifying event was covered under the employee’s group health plan.
So as a
The COBRA law specifies that a qualified beneficiary is entitled to elect continued coverage without providing evidence of insurability. What this means is that if COBRA is offered to you then you will be able to continue the group coverage for a certain set time (in most cases 18 months but sometimes it can be 36 months).