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

Both Oregon law and the federal Consolidated Omnibus Budget Reconciliation Act (COBRA) permit employees to continue group coverage if they leave the group for certain reasons. Under COBRA, employees may apply the law that is most favorable to their situation.
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Oregon's continuation requirements apply to all employers, including those not covered by COBRA. However, there are special rules for spouses aged 55 or older that apply only to employers with 20 or more employees. In the case of divorce or the death of an employee whose spouse is aged 55 or older, the continuation period under state law for the spouse and any dependents has no time limit and is more liberal than the federal provision.
Oregon's continuation requirements cover hospital and medical plans of all employers regardless of size. Employers of 20 or more employees must continue dental, drug, and vision benefits for eligible spouses over the age of 55 and their dependents. Employees who have been covered under a group policy for at least three months and are not eligible for Medicare or any other program are covered by the continuation requirements (ORS Sec. 743.610).
Continuation of coverage ends on the earliest of the following dates:
• Nine months after the date of the qualifying event that was the basis for the continuation of coverage;
• The end of the period for which the last timely premium payment for the coverage is received by the insurer;
• The premium payment due date coinciding with or next following the date that continuation of coverage ceases to be available because an individual becomes eligible for Medicare or any program; or
• The date that the policy is terminated.

>> Read more about Health Insurance Continuation (COBRA)

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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.

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  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
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