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Your email address will not be published.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

Kentucky 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, and Kentucky has a similar law. Kentucky also has a law giving employees the right to convert to individual coverage. 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!
Kentucky's continuation law applies to fully insured health insurance plans that provide hospital and surgical benefits (KY Rev. Stat. Sec. 304.18-110). The state continuation requirements apply to insurance policies that cover a Kentucky insured and bear a reasonable relation to Kentucky, regardless of whether the policy was delivered or issued for delivery in Kentucky. Employees and their dependents who have been covered for three months are entitled to extend group coverage for 18 months after the date on which the coverage would have otherwise ended. Events that trigger the right to continuation coverage include:
• An employee no longer being a member of the group entitled to coverage;
• A surviving spouse and children whose coverage under the group policy would end because of the death of the employee;
• A child who has been covered as a dependent under the plan upon reaching the plan's age limit for dependent status; and
• A former spouse and the children in his or her custody upon a court order dissolving the marriage.
If the group through which continuation coverage is provided changes to another insurer, an individual remains with the original insurance company rather than switching to the new company along with the ...

>> 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 |

Kentucky 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!