Effective Date: January 1, 2014

Previous Policy

Eligible individuals who continue their health insurance coverage through COBRA, FIA COBRA or Mini COBRA ( 1003-1 C ) may qualify for UPP.

COBRA eligible individuals are those who lose employer-sponsored health insurance coverage due to involuntary termination from employment or reduction in hours worked. Spouses and dependent children of the employed individual may qualify for COBRA under certain other circumstances such as divorce or legal separation of the covered employee, death of the covered employee, and loss of dependent child status.

UPP COBRA Eligibility Requirements

Must be enrolled in or able to enroll in COBRA coverage. The COBRA insurance must be an UPP Qualified Health Plan, except for the 50% employer contribution. See Section 1003-1 M .

Enrolled in COBRA coverage. Individuals who have paid their COBRA premiums and are already receiving COBRA coverage on their application effective date may be eligible for UPP COBRA coverage.

Access to COBRA Coverage. Individuals who have access to COBRA and have not yet enrolled must pay the premium in the month to be eligible for a premium reimbursement for that month. If premiums are not due until the following month or later, the effective date remains the date of application, but no reimbursement will be paid until the applicant verifies that a premium was paid or deducted. (See section 703 regarding the date of application and section 1003-4 if employer-sponsored insurance will be available.)

An individual must not qualify for coverage under any other category of Medicaid, Medicare, or the Veterans Administration Health Care System.

An individual must meet all other UPP eligibility requirements.