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In addition, employees who lost group health insurance due to reduced work hours on or after Sept. 1, 2008, followed by involuntary termination between March 2 and March 31, 2010, will now be eligible for the COBRA subsidy. [23] The Continuing Extension Act of 2010 extends premium assistance for COBRA benefits through May 31, 2010. [24]
An employee may lose their health insurance coverage for several reasons, but for a person to be eligible for COBRA continuation coverage, they must meet specific criteria. COBRA set out rules ...
COBRA, the federal program that allows people who have lost their jobs to continue paying for their former employer's healthcare plan, is free through Sept. 30.
COBRA allows you to keep your former employer’s health insurance plan for up to 36 months after you leave a job. If you’re eligible for Medicare, you can use it alongside COBRA to help you pay ...
The Equal Access to COBRA Act was a bill which would amend the Internal Revenue Code, the Employee Retirement Income Security Act of 1974, and the Public Health Service Act to extend COBRA health insurance coverage to qualified beneficiaries, defined to include domestic partners.
In 2010 about 250 plans participate in the program. [3] About 20 plans are nationwide or almost nationwide, such as the ones offered by some employee unions such as the National Association of Letter Carriers, by some employee associations such as GEHA, and by national insurance companies such as Aetna and the Blue Cross and Blue Shield Association on behalf of its member companies.
According to Medicare.gov, if you have COBRA and you’re eligible but not enrolled in Medicare, COBRA may only pay for a small portion of the healthcare services you receive, leaving you to pay ...
The Employee Benefits Security Administration (EBSA) is an agency of the United States Department of Labor responsible for administering, regulating and enforcing the provisions of Title I of the Employee Retirement Income Security Act of 1974 (ERISA).
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