NOTICE OF EARLY TERMINATION OF COBRA CONTINUATION COVERAGE - ctcarpentersfunds 2025

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COBRA notification and election timeline Employers have 30 days to notify the plan administrator of a qualifying event, and the administrator then has 14 days to send a COBRA election notice to eligible individuals. Employees and beneficiaries have 60 days from receiving the election notice to choose COBRA coverage.
You have 60 days to enroll in COBRA once your employer-sponsored benefits end. Even if your enrollment is delayed, you will be covered by COBRA starting the day your prior coverage ended.
Separate requirements apply to the employer and the group health plan administrator. An employer that is subject to COBRA requirements is required to notify its group health plan administrator within 30 days after an employees employment is terminated, or employment hours are reduced.
When its time to stop or cancel your coverage, you would need to make a request from the plan administrator to receive a letter of notice of COBRA termination. Typically, the COBRA Administrator is in the HR department or is a third-party administrator.
The employer who provides group health insurance has up to 45 days from the last day of coverage to send you a COBRA election notice to enroll back into the same plan. This enrollment notice may come directly from the employer or a third-party administrator they may use to manage health insurance continuation.

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Its important to note that COBRA coverage must be offered for a period of up to 18 months following the termination of employment. Your premium payments will generally increase under COBRA, and you will be responsible for paying the full premium, including the portion your employer may have previously contributed.
Your employer must mail you the COBRA information and forms within 14 days after receiving notification of the qualifying event. You are responsible for making sure your COBRA coverage goes into and stays in effect - if you do not ask for COBRA coverage before the deadline, you may lose your right to COBRA coverage.
Termination of the employees employment for any reason other than gross misconduct, Reduction in hours worked by the employee, Employee becomes entitled to Medicare, Divorce or legal separation from the employee, or Death of the employee.