COBRA
What we commonly refer to as COBRA, short-term health insurance for the unemployed, was included in the Consolidated Omnibus Budget Reconciliation Act of 1985. It grants workers and their families the option to keep their group insurance health benefits for up to 18 months (although the exact time may vary depending on a number of factors). COBRA enables a worker to purchase health insurance through their ex-employer, if they are subject to a “qualifying event”, even though they no longer work there. A qualifying event includes the end of employment for any reason other than “gross misconduct”, or a reduction in work hours (again for anything other than gross misconduct). Only employers with 20 or more workers are subject to COBRA.
Cry Wolf Quotes
Many options already exist to provide unemployed persons with health insurance or protection against health care costs. These include: continuous coverage provisions in many employer-paid health care plans; the conversion privilege offered in many of these same plans: coverage under a spouse’s or other relative’s plan; and the social safety net, Medicaid.
…we think that intervention should be limited….Our experience tells us that through Blue Cross and Blue Shield and also through a good deal of coverage offered by the commercial carriers there are opportunities for individuals who have been laid off to avail themselves of insurance of one kind or another in many cases.
Eligibility for such a program must be limited in scope….Individuals should be excluded if coverage can be obtained by another family member who is eligible for employer-based coverage or is eligible for continuation of an employer-offered health benefit plan. In addition, persons who are eligible for Medicare, Medicaid, or other government programs should be required to use such coverage. Stating this more generally, the new benefit should be secondary to other coverage.
We also oppose those proposals that would increase employers’ labor costs. Mandating through tax penalties that employers carry laid-off workers for some specified period or open health plan enrollment to spouses, or contribute to an assigned-risk pool, would place them in double financial jeopardy. Employers’ response could be to drop their health care plans altogether and/or lay off more workers.
