Before a Plan Administrator may terminate COBRA coverage prior to the end of the maximum continuation coverage period, the Plan Administrator must provide each affected qualified beneficiary with a notice that specifies when his or her COBRA coverage will be terminated.195 Plan administrators can provide the Notice of Termination of COBRA Coverage along with the required HIPAA certificate, which must also be provided to a qualified beneficiary when COBRA coverage ends.
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.
195 29 C.F.R. § 2590.606-4(d).