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 Mississippi mini-COBRA?
Mississippi mini-COBRA applies to employer group health plans, including fully insured multiple employer welfare arrangements (MEWAs).
What are the qualifying events?
Mississippi mini-COBRA qualifying events are similar to federal COBRA. A qualifying event includes:
- Termination of employment
- Ceasing to be an eligible participant
- Divorce or legal separation
- Death of the employee
- Eligibility for Medicare (employee only)
- Loss of dependent status
In general, continuation coverage lasts for 12 months.
Who is a qualified beneficiary?
A qualified beneficiary is an employee, spouse or dependent that is covered for at least three months before the qualifying event.
Are there notice requirements?
Carriers are required to include continuation coverage rights in each certificate of insurance. In the case of employee death, divorce, or loss of dependent status, the employer has 14 days to provide a notice of continuation coverage rights.