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 Ohio mini-COBRA?
Ohio 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?
A qualifying event under Ohio mini-COBRA is nearly anything that causes the qualified beneficiary to lost coverage. The only exclusions are if the employee voluntarily terminated employment or was terminated due to gross misconduct. Continuation coverage generally lasts for 12 months.
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. Employers must notify employees of their continuation coverage rights, including the amount of the premium, when the employee is terminated.