<\/p>\n

If you lose your coverage on health insurance, it\u2019s important to observe the Consolidated Omnibus Budget Reconciliation Act (known more commonly by the acronym COBRA.) This is important in case of a qualifying event, you may end up losing your cover and it\u2019s important to seek COBRA intervention for the sake of restoring it. One of the common mistakes that most people make is to fail to send notices in advance as it\u2019s required by the law.<\/p>\n

Similar Coverage for Employees That Are Active<\/strong><\/h2>\n

The COBRA health insurance states that the coverage for those in it should be similar in terms of various factors. They should include deductibles, terms of benefits and the coverage limits. Whenever there is a change in these factors, it should reflect all the participants. These changes will also include the termination of the plan; not just the deductibles and the benefits.<\/p>\n

This is also applicable when the person who is covered chooses to include other participants in the insurance cover. Every qualified beneficiary should be included whenever the notices are sent to all employees.<\/p>\n

What Are Health Plans Covered in COBRA?<\/strong><\/h2>\n

As per the Consolidated Omnibus Budget Reconciliation Act, it will state whether the group will be included in the plan or not. Special consideration will be taken into account to determine when the cover will be applicable to a specific employee or not. A person\u2019s region or the Medical Spending Accounts could be used to factor out this.<\/p>\n

Employers Who Are Under COBRA<\/strong><\/h2>\n

The Consolidated Omnibus Budget Reconciliation insurance plan is applicable to those employers who have employed more than 20 people. The major challenge here in determining which employee can qualify is whether one is employed on either part or full time. The employer acquiring another business can also be a challenge. How about determining the change in the workforce?<\/p>\n

You can be eligible for COBRA insurance plan in the event of the following:<\/u><\/p>\n

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• Retirement Status<\/li>\n
• Reason for Termination<\/li>\n
• Divorce and Remarriage<\/li>\n
• Medicare Entitlement<\/li>\n<\/ul>\n

  According to the act, the employer is supposed to send several COBRA notices if there is a qualifying event for the employees. They should also send the employees notices in case they aren\u2019t eligible. The administrator of the COBRA insurance plan should also be notified regarding the qualifying event. The last but not the least is that the employees should also notify their employers when there is such an event.<\/p>\n

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  Photo Credit: Shutterstock\/S_L<\/p>\n","protected":false},"excerpt":{"rendered":"

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