In general, an employee, spouse and dependent(s) who was covered on the group health plan on the day before the qualifying event (termination of employment, etc).

No. A person who is eligible for coverage is considered a covered employee only if the person has actually elected to be covered, and was covered on the day before the ...

COBRA coverage need be offered only to Qualified Beneficiaries. A qualified beneficiary is defined as a covered employee, spouse, or dependent child. Since domestic partners are not recognized as legal spouses ...

No. COBRA states that if the child is no longer a dependent under the terms of the plan (and subsequently will lose coverage), this is a qualifying event and the qualifying ...

The plan docs and/or the carrier determine when the individual must be removed from the plan. COBRA regulates what happens should the individual lose coverage for certain reasons. The carrier should ...

Maybe. If the loss of coverage was due to the divorce, COBRA is offered. If an employee terminates coverage for a current spouse in anticipation of a divorce or ...

Yes. Each qualified beneficiary has the right to an independent election. COBRA coverage may be terminated early in certain cases (failure to pay premium, company no longer offers any group health ...

HIPAA's special enrollment may apply if the individual continues under COBRA until it is exhausted. Special enrollment may allow the individual to enroll under the new plan without having to wait ...

COBRA regulations do not prohibit offering more coverage than is required. Most carriers require employers to follow COBRA's rules, so employers should check with the carrier before offering ...

The only qualifying event that could apply to a former employee who loses retiree medical coverage is the bankruptcy of the employer. In this case, a former employee participating in a ...