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 North Carolina mini-COBRA?
North Carolina 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. It also does not apply to self-insured plans.
What are the qualifying events?
North Carolina mini-COBRA has only one qualifying event - termination of employment. Continuation coverage generally lasts for 18 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. Notice may also be provided on insurance identification cards. Employers may provide notice orally or in writing when a qualifying event occurs.