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

Both Nebraska 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. Nebraska's law applies to insured plans not covered by federal law because they are sponsored by employers with fewer than 20 employees, but provides shorter continuation and applies in fewer circumstances than federal law. Nebraska law, however, provides special continuation rights to the victims of domestic abuse and requires extended continuation coverage for employees' children who no longer meet a plan's requirements for coverage as dependents.
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Nebraska's continuation requirements cover group health plans that are not subject to federal COBRA based on the number of employees and apply to hospital, surgical, or major medical coverage, or any combination of such coverages (NE Stat. Sec. 44-1640).
Termination of employment. An employee whose coverage would otherwise end because of the involuntary termination of employment, for reasons other than misconduct in connection with employment, is entitled to continue the same coverage for 6 months following the date the coverage would have otherwise terminated. The interruption of employment due to a labor dispute is not considered to be an involuntary termination of employment.
Note: In contrast to federal COBRA where continuation may be denied in the event of a termination due to gross misconduct, Nebraska does not require continuation in the event of a termination for any misconduct that is connected to employment. In addition, federal COBRA covers voluntary terminations of employment while Nebraska's law applies to involuntary ...

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