An employer is required by federal law to provide FMLA benefits - 12 weeks of unpaid leave per year - to employees. If you have terminated your employment by retiring, you are no longer an employee, and you would continue your health insurance through COBRA.
COBRA
Cobra does not cover FSA's. You will be allowed to continue with the medical plan but the FSA is lost with the job.
COBRA stands for Consolidated Omnibus Reconciliatiuon Act. In medical terms, it usually refers to health insurance coverage that an ex-employee may buy in order to continue coverage after the employee leaves the job.
COBRA
COBRA insurance is an ACT from the US government that requires a company to continue coverage for an employee for a duration of time due to loss of employment. Further information and questions can be found at the attached link. http://www.cobrainsurance.com/COBRA_FAQ.htm
No coverage
If you had an employee covered under a group policy (less than 5), do you have to provide Cobra insurance to the employee until they find other coverage if they leave the company?
what legislation act did COBRA amend ERISA Employee Retirement Income Security Act of 1974
A COBRA Extension is not something that one can purchase. COBRA is a type of health coverage and an extension is something that is allowed in particular cases where there has been a death of the covered employee or a divorce from a covered employee in which case an extension of 18 months of coverage will be allowed.
yes
The Consolidated Omnibus Budget Reconcilliation Act (COBRA) allows an employee to remain on their company's health plan even after their employment has ended. The employee is covered for up to 18 months after their employment has ended.
Cobra must be offered to any employee that leaves a company. The employee is the person paying for this coverage, so refusing would just be mean spirited.