The Consolidated Omnibus Budget Reconciliation (COBRA) Act of 1985 gives employees from companies with 20+ employees the right to continue participating in their group health insurance coverage after leaving (voluntarily or involuntarily) a job on a self-pay basis.
COBRA requires continuation coverage to be offered to covered employees and dependents when group health coverage would otherwise be lost due to qualified events.
What counts as a qualified event?
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If I waive COBRA coverage during the election period, can I still get coverage at a later date?
If you waive COBRA coverage during the election period, you must be permitted later to revoke your waiver of coverage and to elect continuation coverage as long as you do so during the election period. Then, the plan need only provide continuation coverage beginning on the date you revoke the waiver.
Under COBRA, what benefits must be covered?
If you elect continuation coverage, the coverage you are given must be identical to the coverage currently available under the plan to similarly situated active employees and their families (generally, this is the same coverage that you had immediately before the qualifying event).
How do I file a COBRA claim for benefits?
Health plan rules must explain how to obtain benefits and must include written procedures for processing claims. You should submit a claim for benefits in accordance with these rules. Claims procedures must be described in the Summary Plan Description. Contact the plan administrator for more information on filing a claim for benefits.
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COBRA Administration offered by Voya Benefits Company, LLC (in New York, doing business as Voya BC, LLC).