|
Close





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

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) permits employees to continue their group health coverage if they leave the group for certain specified reasons. Pennsylvania has enacted a "Mini-COBRA" law that gives employees of small businesses (2 to 19 employees) who receive health insurance from their employers the right to purchase continuation health insurance for 9 months after they leave employment. The law applies to employers not covered by federal COBRA.
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!
Covered employees and their eligible dependents who lose group health insurance coverage through a small employer as a result of a “qualifying event” are eligible for Mini-COBRA continuation coverage. Covered employees and eligible dependents must have been continuously insured under the group policy or for similar benefits under any group policy that it replaced for 3 consecutive months, ending with the employee’s termination. Continuation coverage is not available for anyone who is covered or is eligible for coverage under Medicare, who fails to verify that he or she is ineligible for other employer-based group health insurance as an eligible dependent, or is or could be covered by any other insured or uninsured group health coverage arrangement under which the person was not covered immediately before such termination (this last condition excludes Medical Assistance, CHIP, and adultBasic).
A qualifying event is an event that would result in the loss of coverage for the covered employee or eligible dependent, including:
• Death of the covered employee;
• Termination of employment (either voluntary or involuntary, but not for the employee’s gross misconduct);
• Reduction in hours;

>> 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 |

Pennsylvania 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!