How long can you stay on COBRA in Indiana?

18 months
Coverage with COBRA The COBRA plan offers health coverage to a terminated employee for a maximum of 18 months, sometimes less depending on how you qualify for the plan, and the family of an employee for up to 36 months, offering the same benefits as the initial group health care policy.

How does COBRA work in Indiana?

The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) requires the state of Indiana to offer covered employees and eligible family members the opportunity for a temporary extension of health coverage at group rates when coverage under the health plan would otherwise end.

What are the laws with COBRA?

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as voluntary or involuntary job loss.

Can my current employer pay for my COBRA?

Yes, an employer can pay all or part of a former or current employee’s COBRA premiums. Since there is no guarantee that the employee will use the funds to pay the premiums, the funds are considered wages and subject to applicable taxes.

Does Indiana have a mini COBRA law?

These state laws are the “mini-COBRA” laws. According to the National Conference of State Legislatures, 40 states and the District of Columbia have some sort of mini-COBRA law. (Alabama, Alaska, Arizona, Delaware, Idaho, Indiana, Michigan, Montana, Pennsylvania and Washington had no such laws as of May 2009.)

Can I enroll in COBRA if I quit my job?

Yes, You Can Get COBRA Insurance After Quitting Your Job According to the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), companies with 20 or more employees are required to allow workers to keep their health insurance coverage, if that coverage would end due to a qualifying event.

Does Indiana have state continuation?

Indiana – No state continuation requirements.

What are COBRA qualifying events?

The following are qualifying events: the death of the covered employee; a covered employee’s termination of employment or reduction of the hours of employment; the covered employee becoming entitled to Medicare; divorce or legal separation from the covered employee; or a dependent child ceasing to be a dependent under …

Can COBRA payments be made pre tax?

ANSWER: Assuming she is still eligible to participate in the cafeteria plan as a part-time employee, your employee can pay COBRA premiums on a pre-tax basis.

Who is eligible for Cal COBRA?

To be eligible for COBRA, your group policy must be in force with 20 or more employees covered on more than 50 percent of its typical business days in the previous calendar year.