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 Rhode Island mini-COBRA?
Rhode Island mini-COBRA applies to employer group health plans, including surgical, dental, and vision plans.
What are the qualifying events?
Rhode Island mini-COBRA qualifying events are similar to federal COBRA. A qualifying event includes:
- Involuntary layoff
- Permanent reduction in the size of a workforce
- Workplace ceasing to exist
- Death of the employee
Continuation coverage generally lasts for 18 months. However, coverage cannot last longer than the employee had continuous employment with the employer. Continuation coverage will end if the employee or dependent obtains different group health coverage.
Who is a qualified beneficiary?
A qualified beneficiary is an employee, spouse or dependent that is covered by the plan on the day of a qualifying event.
Are there notice requirements?
Employers are required to post a conspicuous notice informing employees of their continuation coverage rights.