COBRA Health plan Advice for Individuals and Small Businesses

Cobra Health Message Board

We are not COBRA. For specific contract details about your current company policy, contact your health plan administrator.

Re: Non-FMLA employer/Cobra Premiums

[ Private Medical Insurance ][ Follow Ups ] [ Post Followup ] [ Cobra Health Message Board ] [ FAQ ]

Posted by Fred on January 05, 2010 at 02:08:30:

In Reply to: Non-FMLA employer/Cobra Premiums posted by Jennifer on September 16, 2009 at 05:50:28:

Jennifer

I don't belive so because COBRA is seemless coverage. A paid employee who has health insurance doesn't technically qualify for COBRA, so should not be charged the COBRA (even subsidized) premiums.

That could just get the company into un-needed litigation.

Fred

: I have been informed by my company that since our office does not fall under the FMLA regulations that they can start charging the COBRA premiums for our insurance at the beginning of the month if the employee is not back to work. Even if the employee is still out on paid sick leave or using paid vacation time. I was told this is an IRS regulation. Is this correct? Does anyone have any information on the IRS regulations they are referring to. Bottom line, I hope I don't become ill or injured at the end of any given month!! This just does not seem right to me when an employee has available sick time that they are using. They are still a paid employee.

Follow Ups:

Post a Followup

Name:
E-Mail:

Subject: Re: Re: Non-FMLA employer/Cobra Premiums

Comments:
: Jennifer : I don't belive so because COBRA is seemless coverage. A paid employee who has health insurance doesn't technically qualify for COBRA, so should not be charged the COBRA (even subsidized) premiums. : That could just get the company into un-needed litigation. : Fred : : I have been informed by my company that since our office does not fall under the FMLA regulations that they can start charging the COBRA premiums for our insurance at the beginning of the month if the employee is not back to work. Even if the employee is still out on paid sick leave or using paid vacation time. I was told this is an IRS regulation. Is this correct? Does anyone have any information on the IRS regulations they are referring to. Bottom line, I hope I don't become ill or injured at the end of any given month!! This just does not seem right to me when an employee has available sick time that they are using. They are still a paid employee.

Optional Link URL:
Link Title:
Optional Image URL:

Please enter the characters in the image above.

[ Private Medical Insurance ][ Follow Ups ] [ Post Followup ] [ Cobra Health Message Board ] [ FAQ ]