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 Tennessee mini-COBRA?
Tennessee mini-COBRA applies to employer group health plans, including self-insured plans, that are delivered or issued in Tennessee.
What are the qualifying events?
A Tennessee mini-COBRA qualifying events is nearly anything that causes employees or their dependents to lose coverage. The only exception is if coverage was eliminated for an entire insured class.
Continuation coverage generally lasts for three months, plus the remainder of the month that coverage was lost. Coverage may last up to 15 months if coverage was terminated because of divorce or death of the employee. Individuals who lost coverage while pregnant may continue coverage for up to six months after the pregnancy ends.
Who is a qualified beneficiary?
A qualified beneficiary is an employee covered by the plan for at least three months before a qualifying event.
Are there notice requirements?
Tennessee’s mini-COBRA law does not contain any notice requirements. Insurers and employers are encouraged to notify employees of their rights when they experience a qualifying event.