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

New York's continuation laws have been amended to require that 36 months of continuation coverage be provided by insurance plans and health maintenance organizations (HMOs) sponsored by employers with fewer than 20 employees for all qualifying events. In addition, the state law requires that individuals whose federal Consolidated Omnibus Budget Reconciliation Act (COBRA) coverage would end after 18 months be provided with an additional 18 months of coverage for a total of 36 months. The state law requirements apply only to insured plans providing hospital, surgical, or medical expense coverage and not to self-insured plans. The amendment applied to policies and contracts issued, renewed, modified, altered, or amended on or after July 1, 2009, and before November 1, 2009, on the date that it was issued, renewed, altered, or amended. All other policies and contracts had to comply with the new requirement as of November 1, 2009. A special enrollment period had to be provided to individuals who would have been covered had the new requirement applied to all policies and contracts on July 1, 2009.
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!
The New York 36-month continuation requirement applies to group insurance plans and HMOs providing hospital, surgical, or medical expense coverage regardless of the size of the employer, but that are not covered by federal COBRA. Continuation coverage must be provided to an employee and his or her dependents when coverage would otherwise cease because of termination of employment or termination of membership in the class or classes eligible for coverage. The maximum length of continuation coverage is 36 months if coverage would have otherwise terminated because of termination of employment and ...

>> 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 |

New York 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!