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Your email address will not be published.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

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

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees the right to continue their group health insurance coverage if they leave the group for certain specified reasons. Illinois has a similar law that covers more employers but generally offers less protection. Illinois, however, offers greater protection to spouses aged 55 or older and their dependents upon divorce or death of the employee. According to federal law, when comparing state and federal continuation rights, employees may select the law that is more 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!
Individuals whose hospital, surgical, or major medical insurance terminates due to termination of employment or reduction in hours must be offered continuation of coverage for themselves and their dependents for a period of 12 months (215 ILCS 5/367e). To be eligible for this coverage, an individual must have been continuously covered for at least three months immediately before the termination of coverage. Continuation does not have to be offered:
• If the employee was discharged because of the commission of a felony or theft in connection with his or her work for which the employer was in no way responsible (provided the employee admitted his or her commission of the felony or theft or was convicted or placed under court order supervision for committing such a felony or theft); or
• To an individual covered by Medicare or another group policy.
Continuation following termination of employment or reduction in hours may be terminated before the end of the 12-month period if:
• The employee fails to make timely payment of a required contribution by the end of the period for which ...

>> 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 |

Illinois 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!