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Your employer may use a schedule in which employees are 100 percent vested in employer contributions after 3 years of service (cliff vesting). Under graduated vesting, an employee must be at least 20 percent vested after 2 years, 40 percent after 3 years, 60 percent after 4 years, 80 percent after 5 years, and 100 percent after 6 years. If your automatic enrollment 401(k) plan requires employer contributions, you vest in those contributions after 2 years.
The American Recovery and Reinvestment Act of 2009 contains a provision that gives qualified COBRA participants a 65 percent federal subsidy to pay their COBRA premiums for up to fifteen months. You can take advantage of this assistance if you became eligible for COBRA from Sept. 1, 2008, to May 31, 2010. This applies to workers (and their spouses and dependents) who were involuntarily terminated (including those laid off) or had a reduction in work hours that led to loss of health insurance benefits.