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Among the "qualifying events" listed in the statute are loss of benefits coverage due to (1) the death of the covered employee; (2) an employee loses eligibility for coverage due to voluntary or involuntary termination or a reduction in hours as a result of resignation, discharge (except for "gross misconduct" [4] [5]), layoff, strike or ...
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides some employees and beneficiaries with the right to continue their coverage under an employer-sponsored group health benefit plan for a limited time after the occurrence of certain events that would otherwise cause termination of such coverage, such as the loss of ...
[28] [29] [30] Under most plans, the "coverage period" generally ceases upon termination of employment whether initiated by the employee or the employer, unless the employee continues coverage with the company under COBRA or other arrangement. Should an employee have unused contributions in an FSA and no additional qualifying claims during the ...
Current and former employees. Spouses and dependents of those employees. Any person the employee could have claimed as a dependent on the employee's return unless: The person filed a joint return, The person had gross income of $3,400 or more, or; The employee or spouse, if filing jointly, could be claimed as a dependent on someone else's tax ...
Some states have enacted their own FMLAs that have a lower threshold for employer coverage: Maine: 15 or more employees (private employers) [46] and 25 or more (state or municipal employers). [47] Maryland: 15 or more employees (private employers): up to seven days for bone marrow donation, 30 days for organ donation. [48] [49]
FEGLI offers four levels of coverage: Basic and three Options (A, B, and C). In order to enroll in any Option, the employee must be enrolled in Basic.. Basic--the amount of coverage ("Basic Insurance Amount" or BIA) equals the employee's salary (rounded up to the next $1,000) plus an additional $2,000 (e.g. an employee making $97,500 would have $100,000 of coverage: $97,500 rounded up to ...
There are two methods by which an employer can comply with its obligation to provide workers' compensation coverage for its employees. Very large organizations and governments may choose to " self-insure " in which the organization obtains permission from the workers' compensation agency to pay claims directly, without being required to carry ...
Termination of employment prior to a specified vesting date, if the plan contains vesting provisions. If employee terminates prior to attaining normal retirement age, death, or disability. If employee terminates and enters into competition with the employer. If employee is terminated for "cause."