Question about COBRA?

I know that it is 35% of the cost of your insurance if you are laid off, but what if you take a childcare / voluntary leave? Does anybody know?

TIA!

Message edited 10/17/2009 11:03:57 PM.

Re: Question about FMLA?

As far as I know the Family Medical Leave Act is just job security for 12 weeks for medical leave only, you do not get paid while on FMLA leave. The 12 weeks do not have to be consecutive. You can be laid off while on FMLA if the company can show the lay off would have happened if you were not on FMLA leave.

I took FMLA leave after my son was born, my position was held for 12 weeks without pay, however I decided not to go back when the 12 weeks was up.

Re: Question about FMLA?

I'm sorry, I meant COBRA. Have to change my post--thanks!

Re: Question about COBRA?

Thought this might be helpful (NYS):

Does my employer have to offer me the opportunity to elect continuation of my health insurance coverage?
Ans: In general, most employers with 20 or more employees who provide group health plans must offer each "qualified beneficiary" who would otherwise lose coverage under the plan because of a "qualifying event" an opportunity to elect continuation of the coverage received immediately before the qualifying event.

Who is a qualified beneficiary?
Ans: Generally, a qualified beneficiary is any individual who, on the day before a qualifying event, is covered under a group health plan maintained by the employer of a covered employee by virtue of being: (1) the covered employee, (2) the spouse of the covered employee, or (3) the dependent child of the covered employee. Exceptions include Medicare eligible individuals and certain nonresident aliens.

What is a "qualifying event"?
Ans: A qualifying event is any one of the following events which would result in the loss of health insurance coverage: (1) the death of the covered employee, (2) the termination (other than for reasons of gross misconduct) of a covered employee's employment, (3) a reduction in a covered employee's hours of employment, (4) the divorce or legal separation of a covered employee from the employee's spouse, (5) a covered employee becoming entitled to Medicare benefits, (6) a dependent child ceasing to be a dependent child of the covered employee under the terms of the group health plan, and (7) with respect to certain retirees and their dependents, bankruptcy proceedings of an employer under Title 11 of the U.S. Code, commencing on or after July 1, 1986.

If I voluntarily leave my employment, is that considered to be a qualifying event?
Ans: Yes. Unless the covered employee was terminated due to gross misconduct, it does not matter whether the employee voluntarily terminated employment or was discharged.

What is the cost of continuation of coverage under COBRA?
Ans: For any period of COBRA continuation coverage, a group health plan can require a qualified beneficiary to pay an amount that does not exceed 102 percent of the applicable premium for that period.
Who pays for this continuation of coverage?
Ans: The qualified beneficiary who elects to continue coverage must pay for this coverage.


Link

Message edited 10/17/2009 11:24:03 PM.

Re: Question about COBRA?

To pay 35%, you need to have been involuntarily terminated from your job between 9/1/2008 and 12/31/2009 (i.e. layoff, fired, terminated at your employer's discretion). The subsidy lasts for 9 months.

Otherwise, with regular COBRA coverage you pay 100% of the premium.

Re: Question about COBRA?

don't know the specific answer to your question, but if you are only taking the 12 weeks of FMLA, your employer is REQUIRED to keep you on your benefits. The leave is usually unpaid, but with benefits for 12 weeks.

Re: Question about COBRA?