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 Georgia mini-COBRA?
Georgia mini-COBRA applies to employer group health plans.
What are the qualifying events?
The only Georgia mini-COBRA qualifying event is for termination of employment, other than for cause. Coverage lasts for the remainder of the month that the qualifying event occurred, plus three additional months.
If the plan covers 20 or more employees, continuation coverage must be extended to employees age 60 or older (and their spouse and dependent children) until the earliest of:
- Failure to timely pay premiums
- Plan termination for all group members
- Employee or spouse becomes insured under another group health plan
- Employer or spouse becomes eligible for Medicare
Who is a qualified beneficiary?
A qualified beneficiary is an employee and their covered dependents covered for at least six months before experiencing a qualifying event.
Are there notice requirements?
Group health certificates must contain a provision outlining all continuation coverage rights.