(INFO ALL
EMPLOYERS MUST KNOW)
CHANGES IN BENEFIT ELECTIONS
Employees are able
to make some limited changes to their medical/dental plans during
the year
due to a family status change:
- Marriage or
Divorce
- Birth or
Adoption of a child
- Death of a
spouse or a dependent
- Beginning or
end of spouse’s employment
- Change in your
or your spouse’s part-time or full-time employment status
- Beginning an
unpaid leave of absence for you or your spouse
FEDERAL
COBRA & CAL-COBRA
Who must comply…
FEDERAL COBRA
– All employers who had 20 or more
employees on 50 percent of its typical business days during the
preceding calendar year must comply with Federal COBRA. Full time
and part-time employees count regardless of their eligibility for
the group benefit plans.
The employer is responsible to
administer COBRA to it’s employees.
CAL-COBRA – All employers who had
less than 20 employees on 50 percent of its typical business days
during the preceding calendar year must comply with CAL-COBRA. Full
time and part-time employees count regardless of their eligibility
for the group benefit plans. The applicable carriers are responsible
to administer CAL-COBRA to its members.
There are many companies you can
outsource your COBRA functions to. Some medical carriers offer this
service to you at no extra charge. You can also choose to purchase a
program of your own.
www.cobracs.com
www.onque.com
HIPAA
(Health Insurance Portability and Accountability Act of 1996)
HIPAA plans can
keep you covered when coverage through an employer-sponsored plan
ends. Benefits and cost vary from carrier to carrier. Coverage is
guaranteed for anyone who qualifies.
To qualify for a
HIPAA plan, you must:
·
Have completed a minimum of 18 months of continuous health
coverage, most recently under an employer-sponsored group health
plan
·
Have elected and exhausted continuation of coverage under
Federal COBRA or Cal-COBRA, if available
·
Have lost coverage within the last 63 days
·
Are not eligible for Medi-Cal or Medicare, or have any other
medical coverage.
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