COBRA versus Florida "Mini-COBRA"
If you are covered under a group health insurance plan and your employer has 20 or more full-time employees, then your right to continue group coverage is governed under a Federal Law known as COBRA ("Consolidated Omnibus Reconciliation Act").
If you are losing your coverage due to certain "qualified events," then your rights under COBRA apply. Your employer should provide you with information regarding your Federal COBRA continuation rights.
Some examples of "qualified events" include loss of employment (not due to fraud or other crime), divorce, reduced work hours resulting in part-time status, or loss of dependent status due to age.
Note: this law does not apply to plans sponsored by the Federal Government or by churches and certain church-related organizations.
The Florida Health Insurance Coverage Continuation Act (FHICCA), or the Florida Mini-COBRA law, became effective January 1, 1997. This law entitles employees to continuation of coverage, much like the federal COBRA law, except it is for employees of groups with 2 to 19 full-time employees.
If you have any questions about your rights under Florida Mini-COBRA, you should contact the group health insurance administrator (not your employer, as under Federal COBRA).
Highlights of the Mini-COBRA law include:
Very Important Points for You to Remember:
It is your responsibility to notify (not your employer's) the insurance company - within 30 days - if you wish to maintain your rights under Florida Mini-COBRA.
Reference: Mini-COBRA was created under Florida Statute 627.6692
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