Know the Facts About Cobra Insurance Extension
Feb 6, 2010 Health Insurance
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Are you one of the many Americans who have been laid off in recent months? Are you concerned about no longer having health insurance benefits for you and your family in addition to the loss of income? If so, you will want to know more about the COBRA Insurance plan provided by the federal government.
Don’t make the mistake of thinking that you don’t need health insurance. If your health insurance lapses, you may have a problem covering yourself and your family when you do get a new job. It is also not a good idea to ‘play the odds’ and hope that you will not need medical coverage; it is impossible to predict when accidents or illness may occur.
Qualifying for COBRA
Simply put, COBRA allows separated employees to purchase supplemental insurance coverage that spans the gap between jobs. The provider of the plan is the individual’s most recent employer. The benefit is provided to anyone who has been laid off, terminated for a reason not including gross misconduct, or had their status reduced to part-time, making him or her ineligible for health insurance coverage. Dependants that were included on the employer’s policy are also eligible.
The American Recovery and Reinvestment Act (ARRA) includes a Cobra Extension that extends benefits to those former employees who were laid off or terminated between September 2008 and February 2009. If you still do not have health insurance due to an employment separation that occurred between that period of time, you can now elect to receive COBRA benefits.
Paying for COBRA Insurance
Be aware that after separation from your employer, you will have to pay the entire health insurance premium out of your own pocket. However, there is some good news. For one, the cost is often less expensive than acquiring an individual insurance plan. The second piece of good news is that the federal government offers a subsidy to those who cannot afford the premium, up to 65%.
What to Do When You Lose Your Job
Your former employer is responsible for reporting COBRA eligibility of separated employees. Eligibility is determined by a number of factors, including the size of the company and what events occurred to cause the loss of the job. There are many rules and regulations so it may be beneficial to use the services of a company that can help you in the case of determined ineligibility.
The employee has 60 days to decide whether he or she wants to take advantage of COBRA benefits. If the former employee does elect to continue health insurance coverage, there is a 45 day period in which the first premium must be paid.
There are also specific regulations from the health insurance provider as to how and when claims for extended coverage are filed. The insurance company may deny benefits. You are allowed to appeal the denial within 60 days. Because the health insurance provider often carries numerous plan stipulations, you may want to obtain assistance when dealing with the company.
There are many rules, regulations, and stipulations that apply to COBRA insurance extension benefits but there are also resources available to make the process easier. Look into the options today and don’t be left without health insurance.
Looking to find more information on the Cobra Extension? Then visit www.cobraextension.org to find the best advice on Cobra Insurance Plan to help you.
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