Florida Health Insurance Guide

COBRA
The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) allows retiring employees, or those who lose coverage due to quitting a job or reduced work hours, to continue group coverage for a limited period of time. This also applies to their dependents who lose coverage because of divorce or legal separation; death of the covered employee; the covered employee qualifying for Medicare; or a loss of dependent status under the health plan’s provisions. COBRA applies only to employers with 20 or more employees.

If you qualify for COBRA benefits, your health-plan administrator must give you a notice stating your right to choose to continue benefits provided by the plan. You then have 60 days to accept coverage or lose all rights to the benefits. Once you select COBRA coverage, you may have to pay 100 percent of the total insurance cost, plus a two percent processing fee. To obtain a free publication that explains COBRA in more detail, call the Employee Benefits Security Administration at
1-866-275-7922, or write: Employee Benefits Security Administration, Miami District Office, 8040 Peters Road, Plantation, FL 33324.

Mini-COBRA
Florida’s mini-COBRA law provides similar continuation of coverage protection for employees who work for employers with fewer than 20 employees.

Note: Under Florida’s mini-COBRA law, the employee must notify the insurer within 63 days of losing group eligibility that he or she is eligible to continue coverage.

Qualifying for COBRA and Mini-COBRA
Continuation of coverage runs from a minimum of 18 months to a maximum of 36 months, depending upon the individual situation. The coverage may continue for an additional 11 months for an insured’s disability that occurs during a qualifying event such as termination (except for gross misconduct) or a reduction in work hours for the employee; however, it cannot exceed the limit of 36 months. Other qualifying events may include:

• a beneficiary loses coverage due to the employee’s death;
• a divorce or legal separation of the employee and a spouse;
• the employee’s qualification for Medicare; and
• a dependent child’s loss of status under the health plan’s provisions.




		Continuation of Coverage COBRA The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) allows retiring employees, or those who lose coverage due to quitting a job or reduced work hours, to continue group coverage for a limited period of time. This also applies to their dependents who lose coverage because of divorce or legal separation; death of the covered employee; the covered employee qualifying for Medicare; or a loss of dependent status under the health plan’s provisions. COBRA applies only to employers with 20 or more employees. If you qualify for COBRA benefits, your health-plan administrator must give you a notice stating your right to choose to continue benefits provided by the plan. You then have 60 days to accept coverage or lose all rights to the benefits. Once you select COBRA coverage, you may have to pay 100 percent of the total insurance cost, plus a two percent processing fee. To obtain a free publication that explains COBRA in more detail, call the Employee Benefits Security Administration at 1-866-275-7922, or write: Employee Benefits Security Administration, Miami District Office, 8040 Peters Road, Plantation, FL 33324. Mini-COBRA Florida’s mini-COBRA law provides similar continuation of coverage protection for employees who work for employers with fewer than 20 employees. Note: Under Florida’s mini-COBRA law, the employee must notify the insurer within 63 days of losing group eligibility that he or she is eligible to continue coverage. Qualifying for COBRA and Mini-COBRA Continuation of coverage runs from a minimum of 18 months to a maximum of 36 months, depending upon the individual situation. The coverage may continue for an additional 11 months for an insured’s disability that occurs during a qualifying event such as termination (except for gross misconduct) or a reduction in work hours for the employee; however, it cannot exceed the limit of 36 months. Other qualifying events may include: • a beneficiary loses coverage due to the employee’s death; • a divorce or legal separation of the employee and a spouse; • the employee’s qualification for Medicare; and • a dependent child’s loss of status under the health plan’s provisions.