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Your email address will not be published.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

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

Both Georgia law and the Consolidated Omnibus Budget Reconciliation Act (COBRA) permit employees to continue their group health coverage if they leave the group for certain specified reasons. According to federal law, when comparing state and federal continuation rights, employees may use the law that is more favorable to their situation. Unlike federal COBRA, Georgia's continuation law covers employers with fewer than 20 employees, and except in the case of individuals aged 60 years or older, Georgia provides for shorter continuation periods than does the federal law.
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!
Georgia's healthcare continuation law applies to hospital, surgical, and major medical coverage provided by an insured group healthcare plan in the state (Ga. Code Ann. Sec. 33-24-21.1). An individual is eligible for continuation coverage if he or she lives in Georgia and has 18 months of aggregate creditable coverage and is not eligible for any of the following types of coverage:
• Another group health plan, including federal COBRA continuation coverage;
• Medicare Part A or Part B; or
• Medicaid.
Individuals whose coverage under a group plan has been terminated and who have been continuously covered for at least six months immediately before such termination are entitled to have their coverage and the coverage of his or her eligible dependents continued for the balance of the policy month remaining at termination plus three additional policy months. An individual is not entitled to continuation if the termination of coverage occurred because of the following:
• The employee was terminated for cause;
• The employer failed to pay any required contribution;
• Any discontinued group ...

>> 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 |

Georgia 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!