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 Oklahoma mini-COBRA?
Oklahoma mini-COBRA applies to employer group health plans, including Christian Science Care and treatment expense benefit plans, that are not subject to federal COBRA.
What are the qualifying events?
A qualifying event under Oklahoma mini-COBRA is nearly anything that causes the qualified beneficiary to lost coverage. The only exclusions are if the entire group plan was terminated, or the employee was terminated due to gross misconduct. Continuation coverage must last at least 63 days.
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 within 30 days or receiving notice of a qualifying event. Employees must request continuation coverage in writing within 31 days of receiving notice.