Cobra Knowledge Quiz
This short quiz is designed to test your knowledge of COBRA issues in a few questions. Choose the answer that is the most correct.
- 1.
What employers have to comply with COBRA (generally speaking)?
- A.
All employers must comply with COBRA.
- B.
Any employer with at least 20 employees and a group health plan must comply with COBRA.
- C.
Any employer with at least 50 employees and a group health plan must comply with COBRA.
- D.
Any employer with a group health plan must comply with COBRA.
- E.
I don't know.
Correct Answer
B. Any employer with at least 20 employees and a group health plan must comply with COBRA. -
- 2.
What circumstances have to exist in order for a COBRA qualifier to receive the subsidized rates?
- A.
Involuntary termination of employment and no access to another group health plan.
- B.
Termination of employment and not eligible for Medicare.
- C.
Involuntary termination of employment, no access to another group health plan and not eligible for Medicare.
- D.
Termination of employment and no access to another group health plan.
- E.
I don't know.
Correct Answer
C. Involuntary termination of employment, no access to another group health plan and not eligible for Medicare. -
- 3.
As of today's date, when does the COBRA subsidy cease to be offered?
- A.
March 31, 2010
- B.
May 31, 2010
- C.
June 30, 2010
- D.
November 30, 2010
- E.
December 31, 2010
Correct Answer
B. May 31, 2010 -
- 4.
What is a COBRA qualifying event?
- A.
Termination of employment
- B.
Reduction in work hours
- C.
Loss of dependent status
- D.
Divorce or death of an employee
- E.
All of the above.
Correct Answer
E. All of the above. -
- 5.
What is the purpose of a qualifying event notice?
- A.
A qualifying notice informs the employee of his or her rights to COBRA coverage.
- B.
A qualifying event notices inform the participant of his or her rights under COBRA as well as the terms and conditions of the contract, such as premium rates, due dates, coverage periods, etc.
- C.
A qualifying event notice informs the participant that they are no longer employed or will experience a reduction in hours and in turn, are not longer available for coverage under their former employer's health insurance plan.
- D.
I don't know.
Correct Answer
B. A qualifying event notices inform the participant of his or her rights under COBRA as well as the terms and conditions of the contract, such as premium rates, due dates, coverage periods, etc. -
- 6.
What is the time frame for sending the qualifying event notice?
- A.
The hands-on plan administrator has in general 5 business days to provide the notice from the date they learn the event has occured.
- B.
The hands-on plan administrator has in general 10 business days to provide the notice from the date they learn the event has occured.
- C.
The hands-on plan administrator has in general 7 calendar days to provide the notice from the date they learn the event has occured.
- D.
The hands-on plan administrator has in general 14 calendar days to provide the notice from the date they learn the event has occured.
- E.
I don't know.
Correct Answer
D. The hands-on plan administrator has in general 14 calendar days to provide the notice from the date they learn the event has occured. -
- 7.
What is the grace period on monthly COBRA premiums?
- A.
A qualified beneficiary has a 15 day grace period to pay premiums, measured from the first day of the monthly benefit period.
- B.
A qualified beneficiary has a 30 day grace period to pay premiums, measured from the first day of the monthly benefit period.
- C.
A qualified beneficiary has a 30 day grace period to pay premiums, measured from the first day of the monthly benefit period. However, if their employer or plan has a longer grace period, they are offered the longer period.
- D.
A qualified beneficiary has the same grace period as their former employer's health insurance to pay premiums, measured from the first day of the monthly benefit period.
- E.
I don't know
Correct Answer
C. A qualified beneficiary has a 30 day grace period to pay premiums, measured from the first day of the monthly benefit period. However, if their employer or plan has a longer grace period, they are offered the longer period. -
- 8.
If I'm going to cancel COBRA coverage on a qualified beneficiary for non-payment of premium, am I required to notify them?
- A.
No, a termination of COBRA notice is not required.
- B.
No, a termination of COBRA notice is not required if the qualified beneficiary has been sent two notices of non-payment.
- C.
Yes, a termination of COBRA notice is required if you haven't sent two notices of non-payment.
- D.
Yes, a termination of COBRA notice is required along with a Certificate of Health Insurance Portability.
- E.
I don't know.
Correct Answer
D. Yes, a termination of COBRA notice is required along with a Certificate of Health Insurance Portability. -
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Current Version
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Mar 14, 2022Quiz Edited by
ProProfs Editorial Team -
Jun 17, 2010Quiz Created by
Annamulder
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