COBRA ELIGIBILITY

We're offering designated, hard-to-recruit positions the opportunity to choose full-time w/o benefits and thereby paying the individual more money in exchange for not being eligible for the customary health and welfare benefits (e.g. health/dental/vison, life, LTD, etc...) Is the employee who chooses FT w/o benefits also entitled to receive COBRA notification? I'm inclined to say NO since the loss of benefits is a voluntary employee election and there is no reduction in hours (which causes loss of benefits). What do you COBRA experts think???

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