Texas COBRA Continuation Coverage Election Form
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FAQ
The general notice describes general COBRA rights and employee obligations. This notice must be provided to each covered employee and each covered spouse of an employee who becomes covered under the plan. The notice must be provided within the first 90 days of coverage under the group health plan.
Texas's COBRA LawTexas has its own mini-COBRA law. The Small Employer Health Insurance Availability Act grants employees insurance continuation rights if the company has 2 to 50 employees.
Texas regulations require continuation coverage for a period of 9 months from the date of loss of coverage if the Qualifying Event is termination.
State law allows employees of smaller employers (fewer than 20 employees) to keep the same. group health insurance coverage for up to nine months after loss of a job or loss of coverage. because of a reduction in work hours. This is called state continuation.
For groups subject to COBRA, Texas law allows an additional six (6) months of coverage after COBRA ends. The law applies only to fully insured groups. COBRA participants are eligible for the additional six (6) months of continuation coverage after 18, 29, or 36 months of COBRA coverage.
STATE CONTINUATION: If you are not eligible for COBRA or if you have exhausted your COBRA coverage, Texas law provides you with coverage continuation rights.
COBRA the Consolidated Omnibus Budget Reconciliation Act -- requires group health plans to offer continuation coverage to covered employees, former employees, spouses, former spouses, and dependent children when group health coverage would otherwise be lost due to certain events.
Federal law requires that most group health plans (including this Plan) give employees and their families the opportunity to continue their health care coverage through COBRA continuation coverage when there's a qualifying event that would result in a loss of coverage under an employer's plan.
Under Texas state continuation, you and your family may remain covered under your former employer's health plan for up to nine months if you are not eligible for COBRA.
