|
Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Arkansas Health Insurance Continuation (COBRA): What you need to know

Both Arkansas law and the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) permit employees to continue their group health coverage if they leave the group for certain specified reasons. Arkansas law covers all employers regardless of size but provides for much shorter continuation periods than federal law. According to federal law, when comparing state and federal continuation rights, employees may select the law that is most favorable to their situation.
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Arkansas law requires that every group health insurance policy providing hospital, surgical, or major medical coverage provide that an employee or spouse whose coverage under the policy would otherwise terminate due to termination of employment or a change in marital status may continue coverage for themselves and their eligible dependents for up to 120 days (AR Stat. Sec. 23-86-114). To be entitled to continuation coverage an individual must have been insured continuously under the group policy during the three-month period before the termination of employment or change in marital status.
The requirement does not apply to accident-only or specified disease policies and need not include benefits for dental care, vision services, or prescription drug expenses.
Continuation coverage does not have to be provided to individuals who are eligible for:
• Medicare coverage; or
• Full coverage under any other group policy that provides benefits for all of the individual's preexisting conditions.
Continuation coverage may be terminated before the end of the 120-day period if the individual fails to pay his or her premium on time, the individual becomes eligible for Medicare, all preexisting condition exclusion periods under another ...

>> Read more about Health Insurance Continuation (COBRA)

Related Topics

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | Wisconsin | Wyoming |

Arkansas Health Insurance Continuation (COBRA) Resources

Health Insurance Continuation (COBRA) Products

Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!


This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


Download Now!