COBRA is a health insurance plan that allows eligible workers and their next of kin to continue accessing the health insurance benefits in the case; the insured loses a job or any reduction in working hours. If you are new to this program and wish to learn more, the page will help you with all you need to know about COBRA health insurance and why you should opt to join. Well, what is Consolidated Omnibus Budget Reconciliation Act, the so for called COBRA medical insurance?

Ultimate Guide to COBRA Health Insurance

Qualifications for COBRA Insurance

There are various sets of ways for different workers and other people who might be eligible for this coverage. And meeting this set of eligibility means employees will qualify the following coverage;
Employers with more than 20% of full-time workers are subjected to a mandatory COBRA medical insurance plan. The work time for all part-timers can be added together, to sum up, the full-time workers, which helps to determine the overall COBRA eligibility for an organization. The whole program also applies to private sectors and any person sponsored by the state and local government. If you are a federal employee, the same law that governs COBRA plan also applies.

The qualifying case must result in a total loss of the person’s health insurance coverage. This helps to determine the list of conditions and qualified beneficiaries, which vary depending on the beneficiary type.

Employees/Workers

Employees? Workers are said to qualify for COBRA in the following events. Involuntary or voluntary job loss except if the case involves gross misconduct of the person concerned. Decrease or reduction of working hours, which results in the loss of the employer’s insurance coverage. If any events occur, the employee is titled for COBRA coverage and all the health benefits in the program.

Spouses

To add to the above two events for employees’ qualifications, their partners can also qualify for this coverage if they met the following events. If the covered spouse is entitled to Medicare, legal, or divorce separation from the covered spouse and death to the covered person. To qualify for a coverage beneficiary, and the employee must notify the insurer on time.

Next of Kin/ Dependent Children

For next of kin to qualify for COBRA coverage, the same should apply to spouse and the employee’s event and the loss of dependent kin status, depending on the cover rules. It is a consideration for the employer to notify the incident to the insurance within the first 30 days of the event occurrence to qualify for the coverage.