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 Maine mini-COBRA?
Maine mini-COBRA applies to employer group health plans. Plans that cover accidental injuries or specific diseases are excluded.
What are the qualifying events?
Maine mini-COBRA qualifying events are different from federal COBRA. A qualifying event includes:
- Temporary lay offs
- Permanent layoffs with eligibility for federal premium assistance
- Loss of employment because of a work-related injury or disease
Continuation coverage generally lasts for 12 months from the last day the employee worked.
Who is a qualified beneficiary?
A qualified beneficiary is an employee and their eligible dependents that have been covered for at least six months before a qualifying event.
Are there notice requirements?
Employers have no affirmative notice requirement. However, most group health policies will contain a notice of continuation rights and applicable deadlines that plans and qualified beneficiaries will need to follow.