are eap plans subject to cobra?
160361
An employee assistance program (EAP) is subject to COBRA if it meets the definition of a group health plan. COBRA defines a group health plan as a plan that the employer maintains or supports and which provides some type of medical care.
964712
A domestic partner is not a COBRA qualified beneficiary and therefore will not have his or her own COBRA rights. ... However, employers may choose to offer COBRA-equivalent coverage to covered domestic partners and children who have a COBRA qualifying event, such as termination of employment by the employee.
986559
You'll have 60 days to enroll in COBRA — or another health plan — once your benefits end. But keep in mind that delaying enrollment won't save you money. COBRA is always retroactive to the day after your previous coverage ends, and you'll need to pay your premiums for that period too.
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Retirees Still Considered 'Covered Employees' When Medicare entitlement is a qualifying event, COBRA requires that affected qualified beneficiaries be allowed to elect up to 36 months of COBRA coverage from the date of Medicare entitlement.
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The Employee Retirement Income Security Act (ERISA) was signed in 1974. ... Cafeteria plans are not ERISA plans, but many of the components benefit plans offered through a cafeteria plan are subject to ERISA. This is because a cafeteria plan serves as a vehicle for employees to elect benefits and pay for them.
979691
COBRA. After you get divorced, you may be able to temporarily keep your health coverage through a law known as "COBRA." If your former spouse got insurance through an employer that has at least 20 employees, COBRA lets you stay on that plan for up to 36 months.
1003589
COBRA premiums may be paid to the employee, and the employee would pay the insurance company directly. ... If there is no verification that the employee used the funds to pay for the premiums, the amounts are included in wages and are taxable.
1090938
Yes, COBRA premiums can be paid out of your HSA and you can continue coverage. In addition, if you are unemployed and are receiving unemployment compensation, you can purchase other healthcare insurance with your HSA. You cannot pay for COBRA premiums with a Flexible Spending Account (FSA).
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Employees who work for a company with at least 20 FTEs and who have been enrolled under their employer's insurance for at least one day are eligible for Federal COBRA. There is no minimum number of work days required to be eligible for COBRA. ... Contact your COBRA Administrator to determine if an employee is eligible.
1283000
Yes, you can continue your health insurance coverage through COBRA, assuming you weren't fired for "gross misconduct." ... You and other covered members of your family are eligible for COBRA if your employment hours are reduced or you quit your job, are laid off or fired -- except in cases of gross misconduct.
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An EAP is subject to ERISA if it offers a benefit listed in the law and meets the other ERISA criteria (generally, if it is a plan, fund or program established or maintained by an employer to provide benefits to employees). ... You should also consider whether your EAP is subject to health care reform.
490123
Healthcare FSAs are considered group health plans and are subject to COBRA. ... If the Healthcare FSA does not meet all the requirements to offer limited COBRA coverage then COBRA continuation must still be offered, but coverage would continue for 18 months or longer, depending on the qualifying event.
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Once your child "ages out" the child may be eligible for coverage under his or her own employer's plan, for special enrollment in Marketplace coverage or may be eligible to purchase temporary extended health coverage for up to 36 months under the Consolidated Omnibus Budget Reconciliation Act (COBRA).
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Generally speaking, COBRA applies to all group health plans maintained by private-sector employers with 20 or more employees. If you employed 20 or more employees in at least 50 percent of typical business days in the prior calendar year, you are required to offer temporary continuation of benefits under COBRA.
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COBRA premiums may be paid to the employee, and the employee would pay the insurance company directly. ... An employer may pay the premiums directly to the insurance company. These funds are nontaxable to the employee and excluded from wages. An employer may provide funds for premiums under a severance plan.
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All members of GSIS have compulsory life insurance coverage classified into two types: ... It provides an automatic yearly insurance coverage to new members of GSIS based on their monthly compensation. ELP is designed to provide an enhanced death benefit for the family of the deceased member.
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If you are entitled to elect COBRA coverage, you must be given an election period of at least 60 days (starting on the later of the date you are furnished the election notice or the date you would lose coverage) to choose whether or not to elect continuation coverage.