Ten Questions to Ask When Considering COBRA Following a D... (his or her former employer's group healt...)

Ten Questions to Ask When Considering COBRA Following a Disability

Date:8/5/2008

his or her former employer's group health plan for a limited time.

"Initially, this may seem like an obvious choice -- yes, of course, you want to continue to have the health coverage you had while employed," Mr. Gada said. "However, there is a cost -- and it can be at a premium."

Ten Questions to Consider With COBRA

To help clarify http://www.allsup.com/Financial-Matters/Managing-Healthcare-Costs.aspx [the healthcare choice] for people with disabilities, Allsup offers the following 10 questions to consider when getting COBRA or continuing COBRA coverage:

1. Are you eligible? To be eligible, you must have been enrolled in your employer's health plan when you worked and the health plan must continue to be in effect for active employees. If you are eligible for COBRA, you should get a detailed notice with coverage and application details from your former employer's benefits administrator or the group health plan.

2. Do you have dependents? If your healthcare coverage provides benefits for family members in addition to yourself, then there is an added advantage to continuing this coverage. An alternative may be to consider the healthcare coverage offered through a spouse's employer, if available.

3. Are you http://www.allsup.com/About-SSDI/Why-You-Want-SSDI.aspx [applying for Social Security disability benefits]? COBRA generally allows you and your dependents to keep the group health plan coverage for 18 months after your employment ends. There is an additional 11-month extension available when a qualified beneficiary is determined by the Social Security Administration (SSA) to be disabled. This would provide 29 months of healthcare coverage.

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