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 Oregon mini-COBRA?
Oregon mini-COBRA applies to employer group health plans that are not subject to federal COBRA. If employers have more than 20 employees, Oregon also requires that continuation coverage is offered to surviving, divorced or separated spouses age 55 and older and any dependent children.
What are the qualifying events?
Oregon mini-COBRA qualifying events are similar to federal COBRA. A qualifying event includes:
- Termination of employment
- Reduction in hours causing a loss of eligibility
- Termination of membership in the group covered by the group health policy
- Eligibility for Medicare
- Loss of dependent status (children only)
- Death of the employee
Continuation coverage lasts for nine 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?
There are no notice requirements under the law. However, insurers and employers are encouraged to notify employees of their continuation coverage rights when they experience a qualifying event.