Most employers are familiar with the federal COBRA law. However, many may not be aware that most states have also passed their own version of COBRA, popularly called mini-COBRA laws. While many of these laws are similar to federal COBRA, there can be important differences.
What employers have to comply with Washington D.C. mini-COBRA?
Washington D.C. mini-COBRA applies to employers with one to 20 employees that are not covered by federal COBRA. The law applies to all employer group health plans, including accident policies. The law also applies to HMOs, MEWAs, or other plans provided by another benefit arrangement.
What are the qualifying events?
Washington D.C. mini-COBRA qualifying events are similar to federal COBRA. A qualifying event is when insurance coverage ends for any reason other than the group policy being discontinued. Exceptions exist if the employee was terminated for gross misconduct. Coverage typically lasts for three months.
Who is a qualified beneficiary?
A qualified beneficiary is an employee and their covered dependents covered under the plan the day before experiencing a qualifying event.
Are there notice requirements?
Employees must notify qualified beneficiaries of their continuation rights within 15 days after group health coverage terminates.