Comments on: Who Is Qualified for COBRA? http://www.understandcobra.com/who-is-qualified-for-cobra.html Mon, 07 Jul 2008 10:10:07 +0000 http://wordpress.org/?v=2.5.1 By: Jessica http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-1479 Jessica Wed, 23 Apr 2008 20:07:13 +0000 http://www.understandcobra.com/?p=4#comment-1479 Is it legal for an employer to end your health insurance before your position is terminated? Say approximately 8 days before without your knowledge until approximately 3-4 days after your termination? Is it legal for an employer to end your health insurance before your position is terminated? Say approximately 8 days before without your knowledge until approximately 3-4 days after your termination?

]]> By: S Rogers http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-387 S Rogers Wed, 06 Jun 2007 17:08:40 +0000 http://www.understandcobra.com/?p=4#comment-387 I worked for a major healthcare organization for less than 90 days. My employment was terminated last week by the employer, but I am considered eligible for re-hire. I was not offered COBRA. Their HR representative indicated that they do not have to offer it unless the terminated employee worked there for at least 90 days. I had dropped my COBRA when I accepted this position as this organization offered excellent health and pharmacy benefits from day one. Now I am unemployed (but not qualified for unemployment compensation), I have no creditable health insurance coverage and my medications alone cost over $400 per month. I have just purchased a short term catastrophic health plan, but will need "creditable" coverage before the 63 day cutoff. If I am hired by a large company that offers health benefits within this time period, I will be OK, but my fear is that I won't get hired, and I will need to try to buy creditable coverage on my own and won't be approved due to my health history. Is my former employer obligated to offer COBRA? Any suggestions for someone in my situation. I worked for a major healthcare organization for less than 90 days. My employment was terminated last week by the employer, but I am considered eligible for re-hire. I was not offered COBRA. Their HR representative indicated that they do not have to offer it unless the terminated employee worked there for at least 90 days. I had dropped my COBRA when I accepted this position as this organization offered excellent health and pharmacy benefits from day one.

Now I am unemployed (but not qualified for unemployment compensation), I have no creditable health insurance coverage and my medications alone cost over $400 per month. I have just purchased a short term catastrophic health plan, but will need “creditable” coverage before the 63 day cutoff. If I am hired by a large company that offers health benefits within this time period, I will be OK, but my fear is that I won’t get hired, and I will need to try to buy creditable coverage on my own and won’t be approved due to my health history.

Is my former employer obligated to offer COBRA? Any suggestions for someone in my situation.

]]> By: Claudette Frye http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-379 Claudette Frye Thu, 31 May 2007 21:37:59 +0000 http://www.understandcobra.com/?p=4#comment-379 I was terminated from my position based on false allegations made by staff members as a result my COBRA benefits were taken away from me....What should I do? I was terminated from my position based on false allegations made by staff members as a result my COBRA benefits were taken away from me….What should I do?

]]> By: Karen Scheltema http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-339 Karen Scheltema Fri, 11 May 2007 16:40:11 +0000 http://www.understandcobra.com/?p=4#comment-339 I worked as a contract employee with benefits from the company for a nationwide organization. They are telling me now that my prescription and lab coverage is not eligible for COBRA. Is this true. I worked as a contract employee with benefits from the company for a nationwide organization. They are telling me now that my prescription and lab coverage is not eligible for COBRA. Is this true.

]]> By: joycesaiher http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-87 joycesaiher Sat, 24 Feb 2007 16:54:11 +0000 http://www.understandcobra.com/?p=4#comment-87 I am having back surgery in two weeks. my employee insurance may run out shortly before that. When and how do I get COBRA and will it cover this surgery? ASAP. Surgery will be in two weeks. Will my insurance contact me about getting COBRA . How long do I have? I am having back surgery in two weeks. my employee insurance may run out shortly before that. When and how do I get COBRA and will it cover this surgery?
ASAP. Surgery will be in two weeks. Will my insurance contact me about getting COBRA . How long do I have?

]]> By: UnderstandCOBRA http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-73 UnderstandCOBRA Tue, 06 Feb 2007 01:17:06 +0000 http://www.understandcobra.com/?p=4#comment-73 Robert Carnahan: I recommend contacting your plan administrator, I don't know the answers to your question. Good luck. B Mathieu: Your employer has 14 days to contact the COBRA administrator, then they have 30 days to contact you. If that doesn't happen, I recommend finding a lawyer. Robert Carnahan: I recommend contacting your plan administrator, I don’t know the answers to your question. Good luck.

B Mathieu: Your employer has 14 days to contact the COBRA administrator, then they have 30 days to contact you. If that doesn’t happen, I recommend finding a lawyer.

]]> By: B Mathieu http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-72 B Mathieu Mon, 05 Feb 2007 14:38:44 +0000 http://www.understandcobra.com/?p=4#comment-72 What happens if I qualify for Cobra coverage, but my former employer has not sent an election notice within the 14 days after notifiying the plan? I left my former employer on 1/12/07, and my health insurance was cancelled as of that date, but to date, 2/5/07, I still have not received an electon notice. Who do I contact to enforce? Thanks What happens if I qualify for Cobra coverage, but my former employer has not sent an election notice within the 14 days after notifiying the plan? I left my former employer on 1/12/07, and my health insurance was cancelled as of that date, but to date, 2/5/07, I still have not received an electon notice.

Who do I contact to enforce?

Thanks

]]> By: Robert Carnahan http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-65 Robert Carnahan Thu, 25 Jan 2007 09:10:30 +0000 http://www.understandcobra.com/?p=4#comment-65 1)After I lost a RFT(regular full-time) position at Pearson Govt. Solutions (a customer information service for Govt. agencies) because of a "qualifying" event & I elected to take COBRA approx 2/06 with termination 8/1/07. I will be eligible for MC(Medicare) coverage 10/07-can this COBRA be extended for a short time (i.e. 2-3 mos) until MC takes over my health & drug cost plan or as a 2nd qualifying event?? 2) Also, if I reenter the above company only as a temporary employee with termination always a possibility and the former Govt. contracts offer health care stipends added to the hourly wage to provide contractural health care coverage at one of the projects CMS Center of Medicare & Medicaid Services but the company is starting 1/1/07 to require even temporary employees to change the hourly stipend to a more inferior health care plan than the one I currently have with COBRA, will I be forced to take the newly inferior plan or continue with my current COBRA plan when I know I may be terminated again in the next 3-6 mos & be forced to take COBRA again but with the inferior plan or the initial better health plan I earned from #1 scenario when I was a RFT?? 1)After I lost a RFT(regular full-time) position at Pearson Govt. Solutions (a customer information service for Govt. agencies) because of a “qualifying” event & I elected to take COBRA approx 2/06 with termination 8/1/07. I will be eligible for MC(Medicare) coverage 10/07-can this COBRA be extended for a short time (i.e. 2-3 mos) until MC takes over my health & drug cost plan or as a 2nd qualifying event??
2) Also, if I reenter the above company only as a temporary employee with termination always a possibility and the former Govt. contracts offer health care stipends added to the hourly wage to provide contractural health care coverage at one of the projects CMS Center of Medicare & Medicaid Services but the company is starting 1/1/07 to require even temporary employees to change the hourly stipend to a more inferior health care plan than the one I currently have with COBRA, will I be forced to take the newly inferior plan or continue with my current COBRA plan when I know I may be terminated again in the next 3-6 mos & be forced to take COBRA again but with the inferior plan or the initial better health plan I earned from #1 scenario when I was a RFT??

]]> By: UnderstandCOBRA http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-47 UnderstandCOBRA Thu, 04 Jan 2007 02:33:19 +0000 http://www.understandcobra.com/?p=4#comment-47 While it sounds like she is covered, depending on the size of the tax consulting company, but I'd talk to the HR department. They should have no problem answering that question for you. While it sounds like she is covered, depending on the size of the tax consulting company, but I’d talk to the HR department. They should have no problem answering that question for you.

]]> By: S Soda http://www.understandcobra.com/who-is-qualified-for-cobra.html#comment-34 S Soda Wed, 20 Dec 2006 02:59:26 +0000 http://www.understandcobra.com/?p=4#comment-34 My spouse is a seasonal employee of a Tax consulting company and she has her company's group plan as primary insurance and my company's group plan as a secondary insurance. She will be terminated from her job in februry end. Can we continue her coverage of her company group plan under CORBA act? For your information, her primary insurance coverage is better than her secondary insurance, so I want her to continue with her primary insurance coverage. What do you suggest? My spouse is a seasonal employee of a Tax consulting company and she has her company’s group plan as primary insurance and my company’s group plan as a secondary insurance. She will be terminated from her job in februry end. Can we continue her coverage of her company group plan under CORBA act? For your information, her primary insurance coverage is better than her secondary insurance, so I want her to continue with her primary insurance coverage. What do you suggest?

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