• What is COBRA?
  • COBRA and Cal - COBRA are laws that let you keep the same insurance you had through an employer or union if you become ineligible for benefits. You will pay the full premium, i.e. both your share and the amount your employer or union was paying on your behalf. COBRA/Cal-COBRA can be quite expensive, but may be cheaper than buying an individual policy; it may also be your only option if you have a pre-existing condition. Cal - Cobra (Calif Cobra) extends your coverage beyond the usual 18 months for up to 36 months (with an increase in the monthly cost).
• Why would I choose COBRA?
  • One important reason to choose COBRA is that once you’ve exhausted it, you’re eligible to purchase a “HIPAA” plan regardless of your health status. This is an important protection.
• COBRA Updates
  • The DOL has updated its webpage on COBRA and premium reduction assistance under the Stimulus Bill (also referred to as the American Reinvestment & Recovery Act; “ARRA”). As you may know, ARRA provides certain COBRA eligible individuals with substantial reductions – through subsidies paid to sponsoring employers or health plans – in the premiums required for COBRA continuation coverage. The Department of Labor, which generally administers COBRA compliance issues, has recently issued guidance on how a person denied ARRA COBRA assistance may file a request for an expedited appeal with the DOL. If you have concerns as to whether you have been improperly denied COBRA eligibility please follow the below link and read the DOL’s information to determine if the appeal process is something that may apply to your situation

• What is HIPAA?
• HIPAA is federal law – enacted in 1998 – which, among other things, establishes special enrollment rules for persons who lose group health care covers and regulates when and for how long a group health plan can refuse to cover a pre-existing condition. There is no vesting of group health insurance coverage under HIPAA.

• What are the special enrollment rights under HIPAA?"
• Generally, HIPAA allows an employee who initially waived coverage under their employer’s group medical plan – because, for instance, they were covered as a dependent under their spouse’s plan – to enroll in that plan when certain conditions are met. These conditions are (1) the employee, through no fault of his/her own, loses coverage under an employer provided group plan or (2) the employee, while covered under his/her group plan, has a “major life event” such as marriage or the birth/adoption of a child. When one of these events occurs, HIPAA allows the employee to enroll in an employer group plan, for which s/he is eligible, even if that is outside the plan’s regular open enrollment.

• How do I obtain special enrollment rights under HIPAA?"
• First, you need to obtain from the group plan you are presently covered by (or will be losing coverage from) a document called a “Certificate of Creditable Coverage.” The Certificate verifies that you have been covered by a group plan and allows you the “portability” to enroll in another plan if you have a HIPAA qualifying event. The group plan must provide the Certificate to you when requested to do so. Second, you must present the Certificate and enroll in the other plan, for which you are eligible, within 30 days of the qualifying event (e.g., loss of coverage with other group plan, birth/adoption of child).

• Download a HIPAA request letter here. This is an editable PDF form that you can fill out on your computer, then print and mail.