3. The expression of a risk appetite is not a one-size-fits-all exercise. Frameworks can help, but each organization has to lay down its own path in line with its risk tolerance and decide how formal, detailed and mature its statement of risk appetite should be.4.
COBRA establishes specific criteria for plans, qualified beneficiaries, and qualifying events: 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. Each part-time employee counts as a fraction on an employee, with the fraction equal to the number of hours that the part-time employee worked divided by the hours an employee must work to be considered full-time.
Employees covered under Connecticut fully insured employer groups with less than 20 employees are exempt from the Federal COBRA law, but are protected under Connecticut state law. Effective May 5, 2010, Public Act 10-13 expanded the maximum continuation period for employees who elect continuation of health coverage to 30 months. This change applies to employees covered under Connecticut fully insured small employer and large employer plans of any size.