Answer: You must request continuation of coverage in writing within 60 days following the later of: (1) the date of termination ; or (2) the date the employee is given notice of the right of continuation by either his employer or the plan.
http://www.dfs.ny.gov/consumer/faqs/faqs_cobra.htm
The election period must not end before the date that is 60 days after the later of (1) the date that the qualified beneficiary would lose coverage due to the qualifying event, or (2) the date that the qualified beneficiary is sent notice of his or her right to elect COBRA continuation coverage.
http://www.dfs.ny.gov/consumer/faqs/faqs_cobra.htm
The Consolidated Omnibus Budget Reconciliation Act, however, requires many employers to offer extended health insurance to recently terminated employees. The law sets out guidelines on who must offer COBRA, who is eligible to accept it, and how long the continuation coverage lasts.
http://www.ehow.com/about_7424598_cobra-insurance-rules-regulations.html
Plan participants and beneficiaries generally must be sent an election notice not later than 14 days after the plan administrator receives notice that a qualifying event has occurred. The individual then has 60 days to decide whether to elect COBRA continuation coverage.
http://employment.findlaw.com/wages-and-benefits/faq-cobra-continuation-health-coverage.html
Q: How does a person become eligible for COBRA continuation coverage? To be eligible for COBRA coverage, you must have been enrolled in your employer's health plan when you worked and the health plan must continue to be in effect for active employees.
http://employment.findlaw.com/wages-and-benefits/faq-cobra-continuation-health-coverage.html
Mini-COBRA is modeled after the federal COBRA law, but with some important differences. The federal COBRA law allows employees at larger businesses (20 or more employees) to purchase continuation health coverage after they leave employment for 18 months (or, in some cases, 36 months) after their employment ends.
http://ww1.cobrainsurance.com/pennsylvania-mini-cobra-insurance/
Plan Coverage - Group health plans for employers with 20 or more employees on more than 50 percent of its typical business days in the previous calendar year are subject to COBRA. Both full and part-time employees are counted to determine whether a plan is subject to COBRA.
http://employment.findlaw.com/wages-and-benefits/faq-cobra-continuation-health-coverage.html
Employer Requirements. Federal law governs COBRA continuation coverage. The law requires any employer with 20 or more employees, and who maintains a group health insurance plan, to offer an extension of insurance coverage to employees who are about to lose it.
http://www.ehow.com/about_7424598_cobra-insurance-rules-regulations.html
Answer: For any period of COBRA continuation coverage, a group health plan can require a qualified beneficiary to pay an amount that does not exceed 102 percent of the applicable premium for that period.
http://www.dfs.ny.gov/consumer/faqs/faqs_cobra.htm
The Reduction. Eligible individuals pay only 35% of the COBRA or New Jersey Continuation premium and have no responsibility for the remaining 65% of the COBRA or New Jersey Continuation premium. The premium reduction applies to periods of health coverage beginning on or after February 17, 2009 and lasts for up to nine months. COBRA v. New Jersey Continuation.
http://www.nj.gov/recovery/programs/cobra.html
how long do you have to keep cobra notices
You have to keep cobra notices for 60 days. You have to keep Consolidated Omnibus Budget Reconciliation Act notices for 60 days.