Search results
Results from the WOW.Com Content Network
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) is a law passed by the U.S. Congress on a reconciliation basis and signed by President Ronald Reagan that, among other things, mandates an insurance program which gives some employees the ability to continue health insurance coverage after leaving employment.
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 ...
In some states, employers with fewer than 20 employees must still offer COBRA coverage. Under COBRA, the healthcare plan does not change. However, the employer is no longer paying part of the premium.
Consumers wishing to deposit pre-tax funds in an HSA must be enrolled in a high-deductible insurance plan (HDHP) with a number of restrictions on benefit design; in 2007, qualifying plans must have a minimum deductible of US$1,050. Currently, the minimum deductible has risen to $1.200 for individuals and $2,400 for families.
For example, a pregnant woman with an emergency condition and/or currently in labor must be treated until delivery is complete, until the woman and the fetus are stabilized, or until a qualified personnel identifies the labor as a "false labor" or Braxton Hicks contractions, unless a transfer under the statute is appropriate. [10]
According to the study, 66% of U.S. workers would qualify for COBRA. Among low-wage earners, only 38% have this option. So where, you might rightly ask, is the benefit from this legislation?
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.
To avoid a Medicare penalty, individuals must enroll in Part B within 8 months after their employment ends. This requirement applies whether or not they are receiving COBRA. Other Medicare programs