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Q9: If I waive COBRA coverage during the election period, can I still get coverage at a
later date?
If you waive COBRA coverage during the election period, you must be permitted later to revoke your
waiver of coverage and to elect continuation coverage as long as you do so during the election period.
Then, the plan need only provide continuation coverage beginning on the date you revoke the waiver.
In addition, certain Trade Adjustment Assistance (TAA) Program participants have a second
opportunity to elect COBRA continuation coverage. Individuals who are eligible and receive Trade
Readjustment Allowances (TRA), individuals who would be eligible to receive TRA, but have not yet
exhausted their unemployment insurance (UI) benefits, and individuals receiving benefits under
Alternative Trade Adjustment Assistance (ATAA) or Reemployment Trade Adjustment Assistance
(RTAA), and who did not elect COBRA during the general election period, may get a second election
period. This additional, second election period is measured 60 days from the first day of the month in
which an individual is determined eligible for the TAA benefits listed above and receives such benefit.
For example, if an individual’s general election period runs out and he or she is determined eligible for
TRA (or would be eligible for TRA but have not exhausted UI benefits) or begin to receive ATAA or
RTAA benefits 61 days after separating from employment, at the beginning of the month, he or she
would have approximately 60 more days to elect COBRA. However, if this same individual does not
meet the eligibility criteria until the end of the month, the 60 days are still measured from the first of
the month, in effect giving the individual about 30 days. Additionally, a COBRA election must be
made not later than 6 months after the date of the TAA-related loss of coverage. COBRA coverage
chosen during the second election period typically begins on the first day of that period. More
information about the Trade Act is available at doleta.gov/tradeact/.
Q10: Under COBRA, what benefits must be covered?
If you elect continuation coverage, the coverage you are given must be identical to the coverage
currently available under the plan to similarly situated active employees and their families (generally,
this is the same coverage that you had immediately before the qualifying event). You will also be
entitled, while receiving continuation coverage, to the same benefits, choices, and services that a
similarly situated participant or beneficiary is currently receiving under the plan, such as the right
during open enrollment season to choose among available coverage options. You will also be subject to
the same rules and limits that would apply to a
similarly situated participant or beneficiary, such as co-
payment requirements, deductibles, and coverage limits.
The plan's rules for filing benefit claims and
appealing any claims denials also apply.
Any change made to the plan's terms that apply to similarly situated active employees and their families
will also apply to qualified beneficiaries receiving COBRA continuation coverage. If a child is born to or
adopted by a covered employee during a period of continuation coverage, the child is automatically
considered to be a qualified beneficiary receiving continuation coverage. You should consult your plan
for the rules that apply for adding your child to continuation coverage under those circumstances.
Q11: How long does COBRA coverage last?
COBRA requires that continuation coverage extend from the date of the qualifying event for a limited
period of 18 or 36 months. The length of time depends on the type of qualifying event that gave rise to