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 North Dakota mini-COBRA?
North Dakota mini-COBRA applies to employer group health plans that are not subject to federal COBRA. Continuation coverage is not required for dental, vision or prescription drug benefits.
What are the qualifying events?
North Dakota mini-COBRA qualifying events include:
- Termination of employment
- Divorce or annulment
Continuation coverage generally lasts for 39 weeks.
Who is a qualified beneficiary?
A qualified beneficiary is an employee, spouse or dependent that is covered by the plan for at least three months before a qualifying event.
Are there notice requirements?
Insurers must provide a notice of continuation coverage options in the certificate of coverage. Employees must elect coverage in writing within 10 days of the later of either the date of termination or the date the employee was given notice of their continuation coverage rights.