When should COBRA be offered

markita

Employee has light stroke during his days off. Physician said be off for 2-3 wks. returns at light duty with physicians O.K. Back to work for 2-3 weeks, had another light stroke. Employee has worked 20+ years, therefore, will receive fullsalary, by first applying vacation and sick time that he has left for the year and then is given 13 weeks of Short Term Disability which is a benefit of the company. After these 13 weeks, put on Long Term Disability at a rate of 60%.
When should COBRA be offered to employee and his dependents that he has elected to be covered under self-funded company health insurance plan? Employee pays a very small amount of the dependent premium. His premium is paid 100% by company.

Markita

njjel

[font size="1" color="#FF0000"]LAST EDITED ON 08-20-02 AT 11:56AM (CST)[/font][p]Sounds like he is protected by FMLA which entitled him to 12 weeks off during a 12 months period during which time you must keep his coverage in force. After the 12 weeks if you have no policy that dictates he can stay out longer and have his insurance paid then you may issue COBRA to him.

Does your FMLA policy provide that he can add his personal and vacation time to his FMLA time? If it does then at the conclusion of all of that time AND the 12 weeks of FMLA you would place him on COBRA.

Pattylu

I believe COBRA would start when the employee is not employed anymore. There has to be a "Qualifying Event" take place. You have the option while he is out to charge him 100% of the cost or what he normally would be paying. When we have employees take a personal leave we charge them 100%.

benefits

If the employee qualifies for FMLA, then he/she can be offered COBRA after 12 weeks due to reduction in hours or termination (if your policy terminates after the 12 weeks). If he/she is not eligible for FMLA, then follow your leave policy.