Get CalPERS COBRA Election Form For Actives

Cal-COBRA is a California Law that lets you keep your group health plan when your job ends or your hours are cut. It may also be available to people who have exhausted their Federal COBRA.

Assuming one pays all required premiums, COBRA coverage starts on the date of the qualifying event, and the length of the period of COBRA coverage will depend on the type of qualifying event which caused the qualified beneficiary to lose group health plan coverage. ... In that case, COBRA lasts for 18 months.

To become eligible, you must receive credit for a minimum of 480 paid hours at the end of a control period. To continue your eligibility, you must either: Be credited with at least 480 paid hours at the end of each control period. Have at least 960 hours in two consecutive control periods (current and prior)

You can continue your coverage via COBRA even if you are eligible for a new employer's plan. But, if you waive your new employer's coverage when it's offered to you, you will not be able to enroll in your new employer's plan until the next open enrollment or your next qualifying event.

Your employer must meet the standards to be required to offer the option. You must have been a qualified beneficiary under your employer's plan. The reason you lost coverage must be a qualifying event.

COBRA stands for the Consolidated Omnibus Budget Reconciliation Act. It gives employees in certain situations the right to pay premiums for and keep the group health insurance that they would otherwise lose after they: Reduce their work hours. Quit their jobs.

An employee who's eligible for Consolidated Omnibus Budget Reconciliation Act (COBRA) coverage must elect it within 60 days of their insurance termination date, or the date that the employee recieved their COBRA notification, whichever is later.

Cal-COBRA allows individuals to continue their group health coverage for up to 36 months. ... For example, if an individual has used up 18 months of federal COBRA, Cal-COBRA then allows the individual to maintain coverage for up to 18 more months for a combined period of 36 months.

COBRA is always retroactive to the day after your previous coverage ends, and you'll need to pay your premiums for that period too. ... However, if you're still on COBRA during the next open enrollment period, you can choose another plan from those your former company offers to employees.

Do I have to start over with my deductible and out-of-pocket maximum accruals? No. COBRA coverage is an extension of the same coverage held during active employment.