A Plan Administrator must provide a qualified beneficiary with a Notice of Unavailability of COBRA Coverage when it determines that such qualified beneficiary is not entitled to COBRA coverage (or to an extension of the maximum COBRA period) after receiving notice from the individual of a qualifying event, a notice of a second qualifying event, or notice of a disability.196
CREDITS: This is an excerpt from An Employer’s Guide to Employment Issues in Minnesota, provided by the Minnesota Department of Employment and Economic Development & Linquist & Vennum P.L.L.P., Tenth Edition, 2009. Copies are available without charge from the Minnesota Department of Employment and Economic Development, Small Business Assistance Office.
This post is also part of a series of posts covering the Continuation of Group Health and Life Insurance Coverage Law (COBRA). This information is not legal advice. You should consult with an experienced employment attorney before dealing with COBRA-related employment issues.
196 29 C.F.R. § 2590.606-4(c).