Common use of Continuation of Coverage According to Federal Law Clause in Contracts

Continuation of Coverage According to Federal Law. If coverage under this agreement for you or your covered dependents is terminated and your coverage was made available through the group health plan of an employer of 20 or more employees, you may continue to be eligible for coverage according to federal law. This law is the Consolidated Omnibus Budget Reconciliation Act of 1986 as amended from time to time (“COBRA”). Your employer is responsible for making COBRA coverage available to you, and for complying with all of COBRA’s requirements. The information provided below is a general summary of the COBRA requirements in place when this agreement was drafted and should not be relied upon when making coverage decisions. You should contact your employer if you have any questions about COBRA.

Continuation of Coverage According to Federal Law. If coverage under this agreement for you or your covered dependents is terminated and your coverage was made available through the group health plan of an employer employer/agent of 20 twenty (20) or more employees, you may continue to be eligible for coverage according to federal law. This law is the Consolidated Omnibus Budget Reconciliation Act of 1986 as amended from time to time (“COBRA”). Your employer employer/agent is responsible for making COBRA coverage available to you, and for complying with all of COBRA’s requirements. The information provided below is a general summary of the COBRA requirements in place when this agreement was drafted and should not be relied upon when making coverage decisions. You should contact your employer employer/agent if you have any questions about COBRA.

Continuation of Coverage According to Federal Law. If coverage under this agreement for you or your covered dependents is terminated and your coverage was made available through the group health plan of an employer employer/agent of 20 or more employees, you may continue to be eligible for coverage according to federal law. This law is the Consolidated Omnibus Budget Reconciliation Act of 1986 as amended from time to time (“COBRA”). Your employer employer/agent is responsible for making COBRA coverage available to you, and for complying with all of COBRA’s requirements. The information provided below is a general summary of the COBRA requirements in place when this agreement was drafted and should not be relied upon when making coverage decisions. You should contact your employer employer/agent if you have any questions about COBRA.

Continuation of Coverage According to Federal Law. If coverage under this agreement for you or your covered dependents is terminated and your coverage was made available through the group health dental plan of an employer employer/agent of 20 or more employees, you may continue to be eligible for coverage according to federal law. This law is the Consolidated Omnibus Budget Reconciliation Act of 1986 as amended from time to time (“COBRA”). Your employer employer/agent is responsible for making COBRA coverage available to you, and for complying with all of COBRA’s requirements. The information provided below is a general summary of the COBRA requirements in place when this agreement was drafted and should not be relied upon when making coverage decisions. You should contact your employer employer/agent if you have any questions about COBRA.

Continuation of Coverage According to Federal Law. If coverage under this agreement for you or your covered dependents is terminated and your coverage was made available through the group health plan of an employer of 20 twenty (20) or more employees, you may continue to be eligible for coverage according to federal law. This law is the Consolidated Omnibus Budget Reconciliation Act of 1986 as amended from time to time (“COBRA”). Your employer is responsible for making COBRA coverage available to you, and for complying with all of COBRA’s requirements. The information provided below is a general summary of the COBRA requirements in place when this agreement was drafted and should not be relied upon when making coverage decisions. You should contact your employer if you have any questions about COBRA.