( onsolidated mnibus udget econciliation ct) This is the federal act of 1985, which established, among other things, the group health continuation coverage rules that are found in ERISA Code.
A Federal law which allows employees to continue their insurance coverage (at their own expense) after they leave their jobs, either voluntarily or involuntarily. Applies to employers with 20 or more employees.
Consolidated Omnibus Reconciliation Act. A portion of this Act requires employers to offer the opportunity for terminated employees to purchase continuation of health care coverage under the group’s medical plan.
Federal law requiring that workers who end employment for specified reasons have the option of purchasing group insurance through the employer for a limited period of coverage (usually 18 months, but in some cases, 29 months or 36 months.)
A law that requires employers to offer continued benefits coverage to employees who have had their benefits coverage terminated.
The Cobra. A reference to an obscure violent act. Possibly karate, possibly not. "I did the cobra.. hssss, and he died."
COBRA as it refers to benefits plans requires that coverage under the plan be continued for up to 18 months, at the employee's cost, when coverage under the plan is lost due to certain events. Continuation is also required for up to 36 months for dependents who lose coverage under the plan due to certain events. COBRA continuation applies to medical, dental, Flex, vision, prescription drug and all other health type coverage. It does not apply to disability of life coverage.
Consolidated Omnibus Budges Reconciliation Act
A federal law that allows an employee in a group health insurance plan to extend their insurance after leaving the job (unless fired) for up to 18 months. Often this costs more than they paid while employed.
a law that lets you keep your health insurance after you've been fired,work less hours, or left your job--but you have to pay the premiums
an option for the beginning of your self-employment
Federal legislation that allows for continuation of insurance on a self-pay basis when no longer eligible for group coverage under certain qualifying events. Among the provisions of this legislation that deal with health care coverage are the following: (1). Employer-provided medical plans can no longer require Medicare to be primary payer for participants age 70 and over. (2) Medicare coverage is extended to state and local government employees. (3) Almost every group health plan must provide each participant and qualified beneficiary under the plan the option to pay for continued coverage under the plan in the event coverage would otherwise have ceased as a result of a number of “qualifying events.
The federal law that requires companies with 20 or more employees to offer separating employees the option to continue their group health-care coverage at their own expense.
The onsolidated mnibus udget econciliation ct of 1985 is the federal health care continuation law. COBRA requires companies with 20 or more employees to offer continued health care coverage to employees and qualified beneficiaries of employees at the participant's expense if employer provided health coverage is terminated due to a qualifying event.
See Consolidated Omnibus Reconciliation Act (COBRA).
A federal law that, among other things, requires employers to offer continued health insurance coverage to certain employees and their beneficiaries whose group health insurance has been terminated if they undergo a qualifying event. Please refer to the Department of Labor for more information.
A federal law that requires employers with 20 or more employees who offers health insurance to allow eligible employees leaving the company (and their covered dependents) to continue their coverage, usually for up to 18 months, if the employees pay the premiums (up to 102%) themselves.
The Consolidated Omnibus Reconciliation Act (COBRA) of 1985 is a federal law that requires some employers to provide group health insurance coverage for a period of time (usually 18 months) after an employee has left the company. The former employee still receives the company's group rate but often must assume the full cost of his or her own premiums during this period.
Law guaranteeing most Americans continued health care coverage when they leave a job. Premium payments are the responsibility of the individual, and there are fees too, which tends to make this one of those expensive laws to utilize.
a federal law that allows enrollees to continue their health coverage for a limited period of time after their group coverage ends as the result of certain employment or life events. Premiums cost 102% of the full-cost group premium.
a federal law enacted in 1996 under which group health plans sponsored by employers with 20 or more employees must offer continuation of coverage to employees who leave their jobs, voluntarily or otherwise, and their dependents
It gives terminated employees the right to continuation of health insurance coverage.
The onsolidated mnibus udget econciliation ct of 1985 is the federal health care continuation law. COBRA requires some companies in group health plans to offer continued health care coverage to employees and qualified beneficiaries of employees at the beneficiary's expense if employer provider health coverage is lost.
An acronym for the Consolidated Omnibus Reconciliation Act, a 1986 law that provides an option for continued health insurance upon separation from an employer. The only exception is workers who are fired for "gross misconduct." Employers with 20 or more workers must offer to continue health benefits for departing workers for up to 18 months. Workers may be required to pay up to 102% of the cost of premiums (the full cost plus a 2% administrative surcharge). Workers have 63 days from their date of separation to apply for COBRA benefits.
An acronym for the Consolidated Omnibus Reconciliation Act, a 1986 law that provides workers in companies with 20 or more employees an option to purchase continued health insurance upon separation from an employer.
U.S. legislation relative to mandated benefits for all types of employee benefits plans. The Act established the requirement for continued coverage for employees and/or their dependents, who would otherwise lose coverage, for 18 months (36 months for dependents in the event of the employee's death.) The member pays for the cost of the coverage.
Plan: Insurance coverage that is offered to an insured person when employment terminates. Benefits are usually more limited and more expensive and are for a limited duration.
Consolidated Omnibus Budget Reconciliation Act. legislation relative to mandated benefits for all types of employee benefit plans. The most significant aspects within this context are the requirements for continued coverage for employees and/or their dependents for 18 months who would other-wise lose coverage (30 months for dependents in the event of the employeeâ€(tm)s death).
Consolidated Omnibus Budget Reconciliation Act of 1985, which among other things established the health care continuation requirements that are found in ERISA, the Code and the PHSA. COBRA requires that if an employee or other “qualified beneficiary” loses employer-provided health coverage due to termination of employment or another specified triggering event, the group health plan must offer continued health care coverage to the qualified beneficiary. The qualified beneficiary may be required to pay the full cost for the coverage. This ‘COBRA Coverage” has limited duration. In most cases, the maximum COBRA period is 18 or 36 months from the date of the qualifying event.
Consolidated Omnibus Budget Reconciliation Act. A federal law that, among other things, requires employers to offer continued health insurance coverage for a certain length of time to certain employees and their dependents whose group health insurance coverage has been terminated.
The Consolidated Omnibus Budget Reconciliation Act is federal legislation that allows you or a family member to continue your health plan enrollment when coverage is lost. A loss of coverage could include separation from employment, marriage of a dependent, a dependent reaching age 23, or divorce or legal separation.
Consolidated Omnibus Budget Reconciliation Act. An act that allows workers and their families to continue their employer-sponsored health insurance for a certain amount of time after terminating employment. COBRA imposes different restrictions on individuals who leave their jobs voluntarily versus involuntarily.
The acronym for the Consolidated Omnibus Budget Reconciliation Act is the cornerstone of Federal law that allows a terminated or separated employee to continue group medical coverage through voluntary election. Within a month of separation, the former employer must send the terminated employee information on how to continue paying for group health insurance benefits out-of-pocket. In most cases, COBRA benefits are administered by a 3rd party vendor, separate from the regular insurance company administrator.
Consolidated Omnibus Budget Reconciliation Act. COBRA is a law that makes an employer let you remain covered under the employer's group health plan for a period of time after: the death of your spouse, losing your job, having your work hours reduced, or getting a divorce. You may have to pay both your share and the employer's share of the premium.
COBRA Stands for the onsolidated mnibus udget econciliation ct, a federal law that has been in effect since 1986. COBRA permits both you and your dependents to remain within your employer's group health plan even after your job ends. If your employer has 20 + employees, then you might be eligible for COBRA continuation coverage when you retire/ quit/are fired.
Consolidated Omnibus Budget Reconciliation Act; federal legislation regarding the continuation of health benefits for all types of employee benefit plans provided by the employer.
Federal law that permits employees and their dependents, who would otherwise lose eligibility for employer sponsored group health coverage, to continue that coverage for a specified period of time.
A law that requires employers to offer employees continuing medical insurance after the employee leaves the company. The employee pays the premiums and may continue to participate in the company's medical plan for up to eighteen months.
Federal legislation that requires group health plans to provide health plan members the opportunity to purchase continued coverage in the event their insurance is terminated. Applies only to employer groups with 20 or more employees. Learn more about COBRA at the Department of Labor's website. - Please note this may take a few minutes to appear.
Consolidated Omnibus Budget Reconciliation Act: a federal law that requires most employers with 50 or more employees to provide continuation of coverage for members as prescribed by current federal law.
Abbreviation of Consolidated Omnibus Budget Reconciliation Act of 1985. Extended group health coverage to terminated employees and their families for up to 18-36 months.
The Consolidated Omnibus Budget Reconciliation (COBRA) Act of 1986 is a federal program that ensures continuity of medical insurance coverage when an individual terminates a job or shortens his/her work hours. See our COBRA section for information.
Gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events.
CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT. A law that lets some people keep their employer group health plan coverage for a period of time after: the death of your spouse, losing your job, having your working hours reduced, leaving your job voluntarily, or getting a divorce. You may have to pay both your share and the employer?s share of the premium. Generally, you also have to pay an administrative fee.
A federal law guaranteeing employees and their families at risk of losing health coverage—due to termination of employment, death, divorce, or other circumstances—the right to purchase continued coverage under the employer's group health plan for limited periods of time.
Federal law that continues, upon the occurrence of certain events, healthcare benefits for Employees and dependents whose employment has been terminated. Employers are required to notify Employees of these benefit continuation options.
Consolidated Omnibus Budget Reconciliation Act; states that your employer must offer to sell health care coverage to you if you would otherwise lose it because of a qualifying event.
means the Consolidated Omnibus Budget Reconciliation Act of 1985, as amended.
The federal Consolidated Omnibus Budget Reconciliation Act of 1985, which established, among other things, the Group Health Plan continuation coverage rules that are found in ERISA, the Code and the Public Health Service Act (PHSA).
(Consolidated Omnibus Budget Reconciliation Act) The requirement that certain employers must offer health insurance to departing employees.
Consolidated Omnibus Budget Reconciliation Act†of 1985 is a regulation that affects most U.S. employers of over 20 employees, whereby they must offer departing employees a continuation of their health insurance; it includes other options.
Consolidated Omnibus Budget reconciliation Act of 1986 giving certain employees and their dependents the right to continue their current coverage, at their expense and on a temporary basis, after their group health insurance would otherwise terminate.
A federal law that requires employers of 20 or more employees to offer a temporary extension of health coverage.
Consolidated Omnibus Budget Reconciliation Act. This is a federal law which allows an individual and/or dependents to continue group health and dental coverage once a qualifying event occurs. A qualifying event may include termination of employment, change in working hours, change in dependent status or age limitation, separation, divorce, or death.
Federal legislation that requires employers with 20 or more employees to offer employees (and/or dependents) to continue coverage under the group plan for eighteen to 36 months.
Legislation enacted in 1986 requiring employers with more than 20 employees to offer continuation of health care coverage in the event that an employee is terminated or experiences a qualifying life event. The employer taking tax deduction benefits for sponsoring employee benefits is the employer to look to for COBRA obligations, as legislation is part of the ERISA tax law.
Consolidated Omnibus Budget Reconciliation Act of 1985 -- this legislation provides for continued coverage under your employer's group medical insurance when you leave your job for reasons other than gross misconduct.
Consolidated Omnibus Budget Reconciliation Act. a federal law that, among other things, requires employers to offer continued health insurance coverage to certain employees and their beneficiaries whose group health insurance has been terminated if they undergo a triggering event.
COBRA requires organizations with twenty or more employees to offer the continuation of group health benefits (Medical, Dental, Vision, and Medical Reimbursement Account) to employees (and covered dependents) upon experiencing a "Qualifying Event." Employers are required to provide initial COBRA notification to covered employees and dependents. A letter detailing an individual's rights upon experiencing a "qualifying event" and an explanation of the conversion privilege. The legislation defines the following six situations as "Qualifying Events" that require COBRA continuation: Termination of Employment Reduction of Work Hours Employee's Death Employee's Divorce (or legal separation in some states) Medicare Entitlement Change in "Dependent" Status
Consolidated Omnibus Budget Reconciliation Act. COBRA is insurance that those who become unemployed from firms with more than 20 employees. It is a continuation of the same employer insurance, but normally a larger share must be paid. It tends to be very expensive, but comes with certain protections. COBRA insurance usually lasts 18 months.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a federal law giving you and your covered dependents the right to continue group health coverage on a self-paid basis if eligibility for employer-sponsored group medical and dental insurance is lost through loss of employment or through divorce. COBRA eligibility is usually for 18 or 36 months after the event.
Consolidated Omnibus Budget Reconciliation Act. A federal law that requires employers to offer continued health insurance coverage to employees and their dependents when their eligibility for group health insurance coverage ends, such as at termination of employment or divorce. COBRA applies to your medical, dental, vision, and health care flexible spending account benefits.
Consolidated Omnibus Budget Reconciliation Act. Requires employers with more than 20 employees to make group health care coverage available for 18 months, at the employee's expense, to employees who leave the employer for any reason other than gross misconduct.
Consolidated Omnibus Budget Reconciliation Act. A Federal law that requires employers to offer continued health insurance coverage to employees who have had their health insurance coverage terminated.
Consolidated Omnibus Budget Reconciliation Act, passed in 1986, which allows specific employees and their dependents to continue coverage after termination from the employer's group health plan.
Federal law affecting continuation of employer-based health benefit coverage beyond the point when termination of health benefits would normally occur.
The Consolidated Omnibus Budget Reconciliation Act (Pub.L. 99-272), A federal law which requires most employers sponsoring group health plans offer employees and their families the opportunity for a temporary extension of heatlh coverage at group rates in certain instances where coverage under the plan would otherwise end.
Legal regulations requiring employers of 20 or more employees to offer continued group insurance to an employee who is leaving their employ or to the dependents of that employee.
The Consolidated Omnibus Budget Reconciliation Act is a federal law requiring employers with more than 20 employees to offer terminated or retired employees the opportunity to continue their health insurance coverage for 18 months at the employee's expense. Coverage may be extended to the employee's dependents for 36 months in the case of divorce or death of the employee.
The coverage provided under the provision of the Consolidated Omnibus Budget Reconciliation Act of 1985 and its amendments.
A federal law that requires employers with 20 or more employees to allow eligible employees and their covered dependents to continue their health insurance coverage, usually for up to 18 months. The employees pay the premiums (up to 102%) themselves. Eligible employees are those who have experienced any of the “qualifying events” below: termination of employment reduction of work hours employee's death employee's divorce (or legal separation in some states) medical entitlement change in "dependent" status
Title X of the Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1985 requires Columbia University to provide employees and/or their eligible dependents with the option of continuing to receive helath care coverage through the University even though they may no longer be benefits-eligible. Close Window
The Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) is a federal law allowing employees and their dependents to continue participation in an employer-sponsored group health plan for a limited period (generally 18 months) after employment ends. Participants pay the full premiums associated with the plan, plus 2 percent to cover administrative costs.
The abbreviation and common term for the "Consolidated Omnibus Budget Reconciliation Act", a 1986 federal law. COBRA allows continuation of employer group health plan coverage under certain situations after it otherwise would cease. If you are eligible for COBRA continuation coverage, you may continue coverage in the group health plan for 18 or 36 months, depending on your circumstances, by paying the full premium (including the share the employer used to pay) plus a 2% administrative fee. For example, if your employer has 20 or more employees, you may be eligible for COBRA continuation coverage when you retire, quit, are fired, or work reduced hours. If you are a surviving, divorced or separated spouse or a dependent child of a previously covered employee, you also may be eligible.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) lets you keep your health plan for a certain amount of time after you leave a job. It is available only if you had a health plan at your old job, and you will pay for the coverage you receive. (COBRA applies to most employer sponsored health care plans.)
Health insurance that may be purchased for a maximum period of 18 months from a former employer.
A provision of the Consolidated Omnibus Budget Reconciliation Act of 1985 that requires group health plans to allow employees and certain beneficiaries to elect that their current health insurance coverage be extended at groups rates for up to 36 months, following a qualifying event that results in the loss of coverage. The provision applies only to employers with 20 or more employees. In addition, a person electing COBRA continuation can be required to pay a premium equal to as much as 102 percent of the cost to the employee benefit plan for the period of coverage for a similarly situated active employee to whom a qualifying event has not occurred.
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) generally provides that virtually all employers who sponsor group health plans must permit Members who lose coverage under the plan as the result of specific events to elect to continue their coverage under the group plan for a certain period of time on a self-paid basis.
Consolidated Omnibus Budget Reconciliation Act. A federal law passed in 1986, requires that most employers sponsoring group health plans offer employees and their dependents the opportunity for a temporary extension of health coverage, called "continuation of coverage", in certain circumstances where coverage under the plan would otherwise end.
COBRA is the acronym for the Consolidated Omnibus Budget Reconciliation Act of 1985. This law guarantees certain ex-employees and their families the right to purchase continuation health insurance for at least 18 months after they leave a company.
(Consolidated Omnibus Budget Reconciliation Act of 1985) A federal law that requires employers, with 20 or more employees, to offer continued health insurance coverage to eligible employees (and their beneficiaries) whose group health insurance has been terminated under certain circumstances.
Consolidated Omnibus Budget Reconciliation Act. COBRA is a federal law that allows and requires past employees to be covered under company health insurance plans for a set premium. This program gives individuals the opportunity to remain insured when their current plan or position has been terminated.
Consolidated Omnibus Budget Reconciliation Act of 1986. See: Third Party Liability
COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985) is a federal law that requires employers to offer health insurance coverage to certain employees and their dependents for a limited period of time when group health insurance coverage has terminated.
Short for the Consolidated Omnibus Budget Reconciliation Act of 1986. COBRA is federal legislation that provides for a continuation of health care benefits under a group plan for a specified period of time when coverage would otherwise end due to, for example, a termination of employment.
Consolidated Omnibus Budget Reconciliation Act. Legislation relative to mandated benefits for all types of employee benefit plans. The most significant aspects are the requirements for continued coverage for up to 18 months (30 months for dependents in the event of the employee's death) for employees and/or their dependents under the plan who would otherwise lose coverage.
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) requires most employers with group health plans to offer employees the opportunity to continue temporarily their group health care coverage under their employer's plan if their coverage otherwise would cease due to termination, layoff or other change in employment status.” Plans exempt from COBRA include small employer plans covering fewer than 20 employees, and certain church plans. For more information, go to http://www.cobrainsurance.net
COBRA is the abbreviated term for the Consolidated Omnibus Reconciliation Act. COBRA requires employers to provide continuation of coverage to terminating employees or eligible dependents losing coverage up to a minimum of 18 months. Other terms of coverage also apply. Employers may charge up to 102 percent of the premium.
A federal law which, among other things, requires employers to offer employees and their dependents who would otherwise lose their group health plan eligibility, continuation of coverage under the firm's group plan. Employers are required to make health plans available for periods ranging from 18 to 36 months.
Consolidated Omnibus Budget Reconciliation Act – a federal law enacted in 1985 that requires an employer to extend health insurance to a former employee and his dependents.
Consolidated Omnibus Budget Rehabilitation Act of 1985. COBRA requires the continuation of group insurance coverage to covered persons (employee, spouse, or dependents) who lose their health or dental coverage due to an event such as loss of plan coverage, divorce/legal separation, death of a covered employee, loss of dependent’s eligibility for coverage, etc.
Consolidated Omnibus Budget Reconciliation Act of 1986. Terminated employees or those who lose coverage because of reduced work hours may be able to buy group coverage for themselves and their families for limited periods of time.
(Consolidated Omnibus Budget Reconciliation Act of 1985.) COBRA permits eligible employees and beneficiaries to continue their health coverage for a period of time after it would normally terminate. The continuation of coverage requires the individual to pay a monthly premium.
The Consolidated Omnibus Reconciliation Act of 1985, which requires employers to offer their covered employees and beneficiaries the opportunity to purchase continuing health care coverage under the group's medical plan for up to 36 months.
Consolidated Omnibus Budget Reconciliation Act. A federal law that, among other things, requires some employers continue to offer group health insurance coverage to certain employees and their beneficiaries who have lost group health insurance coverage for specified reasons for specified periods of time.
refers to the Consolidated Omnibus Budget Reconciliation Act (COBRA) of 1986 which requires that most employers offer employees and their families the opportunity for a temporary extension of health coverage in certain instances where their coverage would otherwise end.
See Consolidated Omnibus Budget Reconciliation Act.
Consolidated Omnibus Budget Reconciliation Act. A federal act which requires each group health plan to allow employees and certain dependents to continue their group coverage for a stated period of time following a qualifying event that causes the loss of group health coverage. Qualifying events include reduced work hours, death or divorce of a covered employee, and termination of employment.
COBRA, the Consolidated Omnibus Budget Reconciliation Act, amended the Employee Retirement Income Security Act of 1974 to require temporary group continuation health insurance for employees and their dependents following death of a spouse, loss of a job, reduction in hours worked, or divorce. The federal law applies only to employees in firms with 20 or more workers; state laws may cover smaller firms.
Consolidated Omnibus Budget Reconciliation Act. Requires an employer to offer employees and their dependents the opportunity to continue their group health coverage under the employer's plan upon the occurrence of certain events that otherwise would cause them to lose their employment-related health plan coverage. COBRA imposes a host of rules governing the obligations and duties of both employers and qualified beneficiaries involved in coverage-continuation situations. Specific rules under COBRA, for example, address such issues as the length of the required coverage period, notification requirements for employers and plan administrators, procedures for electing continuation coverage, premiums the employer may require beneficiaries to pay, and the circumstances under which an employer may terminate COBRA coverage short of the full continuation period. Back to the top of the page
A federal law that gives certain workers and their families the right to keep their group health insurance longer if they lose it due to changes in their work or family life.
Regulations requiring an employer who employs more than 20 people to offer continued group insurance coverage to former employees for up to 18 months. If the employee dies, the employer must offer continued group health insurance coverage to widowed spouses and dependent children for up to 36 months.
Short for Consolidated Omnibus Budget Reconciliation Act. A federal law under which group health plans sponsored by employers with 20 or more employees must offer continuation of coverage to employees who leave their jobs and their dependents. The employee must pay the entire premium. Coverage can be extended up to 18 months. Surviving dependents can receive longer coverage.
Consolidated Omnibus Budget Reconciliation Act of 1985. If your company is covered by a COBRA plan and you leave your job for whatever reason and were an eactive participant in the company's health plan prior to your departure date, you have the right, if you wish, to continue the health insurance coverage you and your family received, for at least eighteen months. You will have to pay for this coverage out of your own pocket, but it cannot be more than 102 percent of the normal cost of coverage. COBRA is meant to protect you while you look for another policy.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) requiring employers to allow employees to continue their health insurance coverage after termination, in the same insurance group, at the same group rate, and providing the same benefits, at the employee's expense.
Consolidated Omnibus Budget Reconciliation Act. Legislation provided for a continuation of group health care benefits under the group plan for a period of time when benefits would otherwise terminate. Continuation rights apply to enrolled persons and their dependents. Coverage may be continued for up to 18 months if the insured person terminates employment or is no longer eligible. Coverage may be continued for up to 36 months in nearly all other cases, such as loss of dependent eligibility because of death of the enrolled person, divorce, or attainment of the limiting age.
The "Consolidated Omnibus Budget Reconciliation Act" is a federal law that applies to employers that have a health plan and have 20 or more employees. COBRA requires employers to permit persons who lose their eligibility for the plan to stay covered under the plan at their own expense for a temporary period (typically up to 18 months).
Congress passed the landmark Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions in 1986. The law amends the Employee Retirement Income Security Act (ERISA), the Internal Revenue Code and the Public Health Service Act to provide continuation of group health coverage that otherwise would be terminated. COBRA contains provisions giving certain former employees, retirees, spouses and dependent children the right to temporary continuation of health coverage at group rates. This coverage, however, is only available in specific instances. Group health coverage for COBRA participants is usually more expensive than health coverage for active employees, since usually the employer formerly paid a part of the premium. It is ordinarily less expensive, though, than individual health coverage.
Federal legislation that requires businesses of a certain size to keep former employees and their dependents on the group health plan for a limited period, provided the ex-employee pays the premiums.
(Consolidated Omnibus Budget Reconciliation Act of 1985) A federal law that allows individuals leaving a company with 20 or more workers to continue the health insurance policy they had when employed. COBRA applies when individuals lose or leave a job. The individual pays the entire group premium, not just the worker's share, plus a set administrative fee, usually for up to 18 months.
(Consolidated Omnibus Budget Reconciliation Act.) Federal legislation relative to requirements for continued health coverage for employees and/or their dependents that would otherwise lose coverage.
The Consolidated Omnibus Budget Reconciliation Act of 1985, commonly known as COBRA, requires group health plans with 20 or more employees to offer continued health coverage for you and your dependents for 18 months after you leave your job. Longer durations of continuance are available under certain circumstances. If you opt to continue coverage, you must pay the entire premium, plus a two percent administration charge.
Consolidated Omnibus Budget Reconciliation Act of 1985 mandating that employees must be offered continuation of coverage on themselves and their dependents upon the occurrence of certain qualifying events. (Pertains to health, dental, or vision)
The Consolidated Omnibus Budget Reconciliation Act of 1985 provides people the right to buy continuing health insurance through their former employers for a minimum of 18 months. COBRA offers up to 36 months of continuing coverage for those people insured through a spouse's work plan who lose that coverage due to divorce, separation or death of the spouse.
Consolidated Omnibus Budget Reconciliation Act. Federal law that continues your employer-sponsored health care coverage for a certain amount of time after you lose your job.
A federal law of 1985 that requires most employers to allow eligible employees and their beneficiaries to continue to self-pay for their health coverage after it normally ends, such as upon termination, for up to an additional 18 and sometimes 36 months.
Employees may continue medical, dental or vision coverage due to termination of employment, or movement to a benefits ineligible position. Dependents may continue medical, dental or vision coverage due to death of the employee, divorce from a spouse employed by UT, or a dependent child turning age 25. There is a 60-day enrollment period, beginning after insurance benefits terminate.
Federal legislation that allows certain employees to continue to purchase health insurance for up to 18 months in the event of unemployment or coverage termination. If you work for an insured employer of 20 or more employees, you may be eligible. For more information, visit the Department of Labor.
Federal legislation that lets you, if you have worked for an insured employer group of 20 or more employees, tocontinue to purchase health insurance for up to 18 months if you lose your job, or your coverage is otherwise terminated. For more information, visit the Department of Labor.
Consolidated Omnibus Budget Reconciliation Act of 1985. Entitles ex-employees of companies with 20 or more workers to continued coverage under the group plan for 18 months after leaving.
Consolidated Omnibus Budget Reconciliation Act. A U.S. federal law that generally applies to employers with 20 or more employees and requires each group medical expense insurance plan to allow employees and certain dependents to continue their group coverage for a stated period of time following a qualifying event that causes the loss of group medical expense coverage.
Consolidated Omnibus Budget Reconciliation Act. A federal law requiring that employers offer employees -- and their spouses and dependents -- continuing insurance coverage if their work hours are cut or they lose their job for any reason other than gross misconduct. Courts are still in the process of determining the meaning of gross misconduct, but it's clearly more serious than poor performance or judgment. COBRA also makes an ex-spouse and children eligible to receive group rate health insurance provided by the other ex-spouse's employer for three years following a divorce.
The Consolidated Omnibus Budget Reconciliation Act is a federal statute that prescribes certain legal responsibilities that some employers offering group health plans have to their employees. COBRA applies to most employers of twenty or more employees. Generally, covered employers must continue to make group coverages available to terminated employees and their dependents for up to 18 months after termination. Current law also mandates that coverage must be provided for 29 months if the employee qualifies for Social Security Disability. Coverage for employee dependents generally must continue to be available for 36 months if coverage would otherwise stop due to death of or divorce from the employee, a dependent child losing eligibility due to plan provisions (for example, reaching a minimum age), or coverage ending due to the employee reaching Medicare eligibility. Life insurance and income replacement coverages are not required to be continued. Employers are not required to contribute to the cost of continuing coverage.
Federal laws applying to groups of 20 or more, the Consolidated Omnibus Budget Reconciliation Act offers extended coverage for enrollees and family members after group coverage would normally end.
(Consolidated Omnibus Budget Reconciliation Act). This federal law requires employers to extend group health care coverage to certain employees and beneficiaries of the employer's plan who would otherwise lose coverage due to certain "qualifying events".
