Q.- Our health plan runs on a 7/1 to 6/30 plan year. An employee enrolled in the plan starting July 1 and then terminated employment July 2. Do we have to offer COBRA? He was only covered under the plan for one day.
A.- Yes, COBRA continuation coverage must be offered. It doesn’t matter how long the individual was covered. If he was covered under the plan on the day before the qualifying event, he has a right to continue coverage under Federal COBRA. State continuation aka Mini COBRA eligibility rules can vary depending on the state.
Benefit Allocation Systems (BAS) provides best-in-class, online solutions for: Employee Benefits Enrollment; COBRA; Flexible Spending Accounts (FSAs); Health Reimbursement Accounts (HRAs); Leave of Absence Premium Billing (LOA); Affordable Care Act Record Keeping, Compliance & IRS Reporting (ACA); Group Insurance Premium Billing; Property & Casualty Premium Billing; and Payroll Integration.
MyEnroll360 can Integrate with any insurance carrier for enrollment eligibility management (e.g., Blue Cross, Blue Shield, Aetna, United Health Care, Kaiser, CIGNA and many others), and integrate with any payroll system for enrollment deduction management (e.g., Workday, ADP, Paylocity, PayCor, UKG, and many others).
This article is for informational purposes only and is not intended as legal, tax, or benefits advice. Readers should not rely on this information for taking (or not taking) any action relating to employment, compliance, or benefits. Always consult with a qualified professional before making decisions based on this content.
