xyzgc
01-03 05:16 PM
why not invest in a full-fledged mba instead? It will help you a great deal in your career aspirations.
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ItIsNotFunny
04-13 01:55 PM
'cause almost all India EB3 visa numbers for this year are gone.
No. In that case they mark it as "U" unavailable.
No. In that case they mark it as "U" unavailable.
akhilmahajan
08-27 10:02 PM
Do we have to attach photographs when we e-file for AP ?
For E-filing AP, you dont get any Finger Printing, so you have to send 2 photographs with your application.
Please make sure you write your name and Alien Number (A#) on the back of the photographs.
I hope this helps.
GO IV GO.
For E-filing AP, you dont get any Finger Printing, so you have to send 2 photographs with your application.
Please make sure you write your name and Alien Number (A#) on the back of the photographs.
I hope this helps.
GO IV GO.
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Sunx_2004
10-24 12:22 PM
Optimystic,
Are you working for same company since 2001 or you invoke AC21, Can you please share us the detail of RFE (if you can).
thnx
I don't know if my NC is cleared. Tried to find it couple of times calling over phone but always ran into unfriendly IO officers.
Got out of BEC in dec 2006, I140 cleared in Jan 2007 but then my PD became current only in June 2007. And due to laziness of my law firm, my I-485 filing did not happen in June and got dragged into July 07 mess.
I think if USCIS had initiated my Namecheck as per normal timeline (sometime around when my I-485 filed , i.e anywhere between July - Sep 2007), then yes, I think it crossed 180 days long time back.
Are you working for same company since 2001 or you invoke AC21, Can you please share us the detail of RFE (if you can).
thnx
I don't know if my NC is cleared. Tried to find it couple of times calling over phone but always ran into unfriendly IO officers.
Got out of BEC in dec 2006, I140 cleared in Jan 2007 but then my PD became current only in June 2007. And due to laziness of my law firm, my I-485 filing did not happen in June and got dragged into July 07 mess.
I think if USCIS had initiated my Namecheck as per normal timeline (sometime around when my I-485 filed , i.e anywhere between July - Sep 2007), then yes, I think it crossed 180 days long time back.
more...
jsb
04-20 11:43 AM
I will be sending the following note to my senator and have already posted it to WhiteHouse.gov. I urge all those screwed by the ongoing retrogression to do the same.
"I am writing to inform you of how the country based quotas imposed on Employment Based green cards are unfair and totally illogical. When I immigrated to the US, I believed that this country was a meritocracy where you were judged based on your abilities and qualities. These country based quotas reward people depending on where they or their ancestors were born. This causes people from India and China to wait over a decade to get a green card whereas someone from another country with similar or lesser abilities can obtain permanent residence in half that time.
Since these EB category based green cards are awarded for professional skills, imposing a country based quota just does not make any sense. I urge you to work with Congress and change this discriminatory policy and reinforce that America is truly a society that celebrates meritocracy."
It is very good, brief and to the point. Just a little comment. Expand EB to Employment Based, and "half that time" to "fraction of that time". Also, add a sentence making reference to lost visas due to USCIS inefficiency (which has a greater chance of getting through) to be captured and used.
Must be posted in a very large number to get attention.
"I am writing to inform you of how the country based quotas imposed on Employment Based green cards are unfair and totally illogical. When I immigrated to the US, I believed that this country was a meritocracy where you were judged based on your abilities and qualities. These country based quotas reward people depending on where they or their ancestors were born. This causes people from India and China to wait over a decade to get a green card whereas someone from another country with similar or lesser abilities can obtain permanent residence in half that time.
Since these EB category based green cards are awarded for professional skills, imposing a country based quota just does not make any sense. I urge you to work with Congress and change this discriminatory policy and reinforce that America is truly a society that celebrates meritocracy."
It is very good, brief and to the point. Just a little comment. Expand EB to Employment Based, and "half that time" to "fraction of that time". Also, add a sentence making reference to lost visas due to USCIS inefficiency (which has a greater chance of getting through) to be captured and used.
Must be posted in a very large number to get attention.
priderock
06-27 05:05 PM
I understand ...................blah....??? any ideas ??
Yes, I have one :
You missed adding another option in the poll.
Option 3: "This idea is a non-starter, It wont work. "
Why do you care if you had already applied ?
Sorry !! Don't mean to beat the dead horse.
Yes, I have one :
You missed adding another option in the poll.
Option 3: "This idea is a non-starter, It wont work. "
Why do you care if you had already applied ?
Sorry !! Don't mean to beat the dead horse.
more...
kiran_k02
08-05 09:16 PM
My Status
NC pending since Sep 30, 2007 (Should be able to approve my case on 180 day rule).
I140 AD: Jun, 30-2007
I485 ND: Sep 21, 2007 --AD ??
PD: Sep-2004.
NC pending since Sep 30, 2007 (Should be able to approve my case on 180 day rule).
I140 AD: Jun, 30-2007
I485 ND: Sep 21, 2007 --AD ??
PD: Sep-2004.
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gk_2000
07-29 01:09 PM
Like it or not, USA want diversity;), they not want to be a second Indian, Asian, Mexican, African, European etc country.
And one way to try to manage this is by country limits.
The "diversity" is a celebrated argument in USA. However, it takes a backseat when doling out amnesty. And "justice" is also important, and you can't sacrifice something as important as Justice for "diversity", which is just a long-term-point-of-view concept
And one way to try to manage this is by country limits.
The "diversity" is a celebrated argument in USA. However, it takes a backseat when doling out amnesty. And "justice" is also important, and you can't sacrifice something as important as Justice for "diversity", which is just a long-term-point-of-view concept
more...
Sheila Danzig
08-18 03:50 PM
Two things
1. Responding to 8-month old post == free ad
2. Is your posting evaluation or legal advice?
Have a good day!
.
Sorry - for some reason the post showed up as new on my PC and I did not notice the date. This is evaluation advice and certainly not an ad. It is important that everyone understand what they need as many attorneys make mistakes. It was free advice. That is my only reason to be here. The vast majority of my business comes from attorneys and firms. If you can tell me how I can help and not have you think it is an ad each time, then I will do so. I see so many bad situations that could have been avoided if everyone were just a bit more informed. That is all I seek to do here.
1. Responding to 8-month old post == free ad
2. Is your posting evaluation or legal advice?
Have a good day!
.
Sorry - for some reason the post showed up as new on my PC and I did not notice the date. This is evaluation advice and certainly not an ad. It is important that everyone understand what they need as many attorneys make mistakes. It was free advice. That is my only reason to be here. The vast majority of my business comes from attorneys and firms. If you can tell me how I can help and not have you think it is an ad each time, then I will do so. I see so many bad situations that could have been avoided if everyone were just a bit more informed. That is all I seek to do here.
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CWYGC
04-01 10:47 PM
Sent both fax
more...
hindu_king
08-13 04:11 PM
Just wanted to see how many duplicate application USCIS will get this week.
- My lawyer wants to refile (with no addional lawyer fees). Does it make any sense to re-file?
- Is there a vote somewhere that shows how many july 2 files received receipt notices?
- My lawyer wants to refile (with no addional lawyer fees). Does it make any sense to re-file?
- Is there a vote somewhere that shows how many july 2 files received receipt notices?
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pd_recapturing
06-19 03:21 PM
What if you apply 485 on your own and then, employer fires you just because, you did not abide by his rule. What would happen in that case ? I guess, in most of the cases where employer is creating problem with 485 filing, ppl might not be wanting to go on their own due to above mentioned problem.
more...
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Saralayar
07-27 01:47 PM
Why do you keep calling them everyday? What is the urgency of getting receipts?
This is the attitude of our guys. So desperate. The agents get irritated because of this.
This is the attitude of our guys. So desperate. The agents get irritated because of this.
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whiteStallion
12-02 05:50 PM
I'm certain you cannot do that. While applying for H1B Visa, you can use experience in lieu of education, but while Perm/I140, they consider only 1 degree. Either its Masters or its Bachelors...even both of them are not considered as aggregates.
If your attorney is planning that way, he may not have handled such cases before... :eek:
You cannot substitute degree with experience while applying for Perm/I140.
... My attorney is planning to use 2 years of my experience to compensate for the additional 1 year of bachelors degree...
If your attorney is planning that way, he may not have handled such cases before... :eek:
You cannot substitute degree with experience while applying for Perm/I140.
... My attorney is planning to use 2 years of my experience to compensate for the additional 1 year of bachelors degree...
more...
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alterego
12-14 06:56 AM
Labour Sub the way it is used is legal but not necessarily moral. However the USCIS has always looked at this ONLY from the EMPLOYERS eyes and therefore don't see much wrong in it. I am sure this is one thing we would agree with the programmers guild on.
The really scary thing is "Vintage wine" is really precious and very much in demand. However if it were available in huge quantities, it would be had as often as you want. Problem for us is that with BECs moving applications very fast, there will be sure to be many more of these floating around and freely available. As long as they allow this, the pace of movement of PDs will be anemic at best.
One argument to be made which might get more traction is that this practice is unfair to the newer companies as compared to more established ones.
The stench of this system is at times unbearable. I have always said, it selects its criteria and positively discriminates on such things such as place of birth, yet places little value on the importance of a particular skill set (after all it is EB immgration we are talking about). In many ways it is its simplicity as a system in a much more complex and manipulative world that causes these problems. Whether this is by design or not is another discussion. Either way it stinks!
The really scary thing is "Vintage wine" is really precious and very much in demand. However if it were available in huge quantities, it would be had as often as you want. Problem for us is that with BECs moving applications very fast, there will be sure to be many more of these floating around and freely available. As long as they allow this, the pace of movement of PDs will be anemic at best.
One argument to be made which might get more traction is that this practice is unfair to the newer companies as compared to more established ones.
The stench of this system is at times unbearable. I have always said, it selects its criteria and positively discriminates on such things such as place of birth, yet places little value on the importance of a particular skill set (after all it is EB immgration we are talking about). In many ways it is its simplicity as a system in a much more complex and manipulative world that causes these problems. Whether this is by design or not is another discussion. Either way it stinks!
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somegchuh
12-05 05:25 PM
Would you mind sharing the process of getting the PPF from your old employer in India? i.e. what kind of forms do I need to request? What kind of documentation is needed etc?
I closed my PPF account twice and never paid a single paisa. The second one I closed when I was in US and got the forms here through my old employer and Signed and send those form back to that employer , they filed it, Don'y know if they attached "NOC" but I got all of my money (close to INR80K) in 2 or 3 weeks at my home address in India.
I guess no one needs to pay money for to PPF in any state all you need tyo do is follow the proper instructions, It's as good as in any bank.
I closed my PPF account twice and never paid a single paisa. The second one I closed when I was in US and got the forms here through my old employer and Signed and send those form back to that employer , they filed it, Don'y know if they attached "NOC" but I got all of my money (close to INR80K) in 2 or 3 weeks at my home address in India.
I guess no one needs to pay money for to PPF in any state all you need tyo do is follow the proper instructions, It's as good as in any bank.
more...
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tanu_75
08-02 04:06 PM
Wao, a catfight
Look inside you. Re-read what you wrote. It will become apparent how you personally attack people for saying things you don't want to hear. What's the use of arguing that the policies are "stupid" etc?
Yes, give me all the reds you want if that helps you vent your frustrations.
Your quote: "So please take your diversity argument with you and don't let the door hit you on your way out" says it all.
Objectivity.
I may have lost it there for a bit, I agree. Obviously you are obsessed with me to the point of ignoring my main points and attacking me for the minor ones. If you read the thread, iskantem and I continued our conversation after that.
My points again :
1. The diversity argument is flawed when it comes to skilled immigration, especially when we have most of the grad schools here filled with Indian/Chinese students. This is what I was explaining to "iskantem" and why especially when you are talking about less than 0.05% of the population it doesn't make sense.
2. We don't even allow anyone over here to have an alternate opinion on an issue. In terms of IV activity, it is almost 100% Indian. However 60% of the EB3 backlog is not from India! Now why don't we see these 70000+ ROW guys participating here I wonder! Let me tell you why. Its because a lot of us actively discourage them from participating whenever they have an opinion contrary to ours (read India). Now I maybe guilty of losing it a little there, but I still made an effort to reach out and explain the flaw in the diversity issue he was mentioning rather than mount an all out attack/ignore him right away/stick my head in the ground.
Well, of course since you are so obsessed with me and also with getting reds (if you notice I didn't give you any) you may have missed them. Happy that you got me? And happy you didn't get reds? Good, enjoy your day. Please let's get back to the issues now. Peace.
Look inside you. Re-read what you wrote. It will become apparent how you personally attack people for saying things you don't want to hear. What's the use of arguing that the policies are "stupid" etc?
Yes, give me all the reds you want if that helps you vent your frustrations.
Your quote: "So please take your diversity argument with you and don't let the door hit you on your way out" says it all.
Objectivity.
I may have lost it there for a bit, I agree. Obviously you are obsessed with me to the point of ignoring my main points and attacking me for the minor ones. If you read the thread, iskantem and I continued our conversation after that.
My points again :
1. The diversity argument is flawed when it comes to skilled immigration, especially when we have most of the grad schools here filled with Indian/Chinese students. This is what I was explaining to "iskantem" and why especially when you are talking about less than 0.05% of the population it doesn't make sense.
2. We don't even allow anyone over here to have an alternate opinion on an issue. In terms of IV activity, it is almost 100% Indian. However 60% of the EB3 backlog is not from India! Now why don't we see these 70000+ ROW guys participating here I wonder! Let me tell you why. Its because a lot of us actively discourage them from participating whenever they have an opinion contrary to ours (read India). Now I maybe guilty of losing it a little there, but I still made an effort to reach out and explain the flaw in the diversity issue he was mentioning rather than mount an all out attack/ignore him right away/stick my head in the ground.
Well, of course since you are so obsessed with me and also with getting reds (if you notice I didn't give you any) you may have missed them. Happy that you got me? And happy you didn't get reds? Good, enjoy your day. Please let's get back to the issues now. Peace.
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Munshi75
03-21 11:41 AM
Pl respond
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logiclife
01-09 12:15 PM
Is a divorced spouse entitled to COBRA coverage from their former spouses� group health plan?
Under COBRA, participants, covered spouses and dependent children may continue their plan coverage for a limited time when they would otherwise lose coverage due to a particular event, such as divorce (or legal separation). A covered employee�s spouse who would lose coverage due to a divorce may elect continuation coverage under the plan for a maximum of 36 months. A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation. After being notified of a divorce, the plan administrator must give notice, generally within 14 days, to the qualified beneficiary of the right to elect COBRA continuation coverage.
Divorced spouses may call their plan administrator or the EBSA Toll-Free number, 1.866.444.EBSA (3272) if they have questions about COBRA continuation coverage or their rights under ERISA.
If I waive COBRA coverage during the election period, can I still get coverage at a later date?
If a qualified beneficiary waives COBRA coverage during the election period, he or she may revoke the waiver of coverage before the end of the election period. A beneficiary may then elect COBRA coverage. Then, the plan need only provide continuation coverage beginning on the date the waiver is revoked.
Under COBRA, what benefits must be covered?
Qualified beneficiaries must be offered coverage identical to that available to similarly situated beneficiaries who are not receiving COBRA coverage under the plan (generally, the same coverage that the qualified beneficiary had immediately before qualifying for continuation coverage). A change in the benefits under the plan for the active employees will also apply to qualified beneficiaries. Qualified beneficiaries must be allowed to make the same choices given to non-COBRA beneficiaries under the plan, such as during periods of open enrollment by the plan.
When does COBRA coverage begin?
COBRA coverage begins on the date that health care coverage would otherwise have been lost by reason of a qualifying event.
How long does COBRA coverage last?
COBRA establishes required periods of coverage for continuation health benefits. A plan, however, may provide longer periods of coverage beyond those required by COBRA. COBRA beneficiaries generally are eligible for group coverage during a maximum of 18 months for qualifying events due to employment termination or reduction of hours of work. Certain qualifying events, or a second qualifying event during the initial period of coverage, may permit a beneficiary to receive a maximum of 36 months of coverage.
Coverage begins on the date that coverage would otherwise have been lost by reason of a qualifying event and will end at the end of the maximum period. It may end earlier if:
Premiums are not paid on a timely basis
The employer ceases to maintain any group health plan
After the COBRA election, coverage is obtained with another employer group health plan that does not contain any exclusion or limitation with respect to any pre-existing condition of such beneficiary. However, if other group health coverage is obtained prior to the COBRA election, COBRA coverage may not be discontinued, even if the other coverage continues after the COBRA election.
After the COBRA election, a beneficiary becomes entitled to Medicare benefits. However, if Medicare is obtained prior to COBRA election, COBRA coverage may not be discontinued, even if the other coverage continues after the COBRA election.
Although COBRA specifies certain periods of time that continued health coverage must be offered to qualified beneficiaries, COBRA does not prohibit plans from offering continuation health coverage that goes beyond the COBRA periods.
Some plans allow participants and beneficiaries to convert group health coverage to an individual policy. If this option is generally available from the plan, a qualified beneficiary who pays for COBRA coverage must be given the option of converting to an individual policy at the end of the COBRA continuation coverage period. The option must be given to enroll in a conversion health plan within 180 days before COBRA coverage ends. The premium for a conversion policy may be more expensive than the premium of a group plan, and the conversion policy may provide a lower level of coverage. The conversion option, however, is not available if the beneficiary ends COBRA coverage before reaching the end of the maximum period of COBRA coverage.
Who pays for COBRA coverage?
Beneficiaries may be required to pay for COBRA coverage. The premium cannot exceed 102 percent of the cost to the plan for similarly situated individuals who have not incurred a qualifying event, including both the portion paid by employees and any portion paid by the employer before the qualifying event, plus 2 percent for administrative costs.
For qualified beneficiaries receiving the 11 month disability extension of coverage, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage.
COBRA premiums may be increased if the costs to the plan increase but generally must be fixed in advance of each 12-month premium cycle. The plan must allow you to pay premiums on a monthly basis if you ask to do so, and the plan may allow you to make payments at other intervals (weekly or quarterly).
The initial premium payment must be made within 45 days after the date of the COBRA election by the qualified beneficiary. Payment generally must cover the period of coverage from the date of COBRA election retroactive to the date of the loss of coverage due to the qualifying event. Premiums for successive periods of coverage are due on the date stated in the plan with a minimum 30-day grace period for payments. Payment is considered to be made on the date it is sent to the plan.
If premiums are not paid by the first day of the period of coverage, the plan has the option to cancel coverage until payment is received and then reinstate coverage retroactively to the beginning of the period of coverage.
If the amount of the payment made to the plan is made in error but is not significantly less than the amount due, the plan is required to notify you of the deficiency and grant a reasonable period (for this purpose, 30 days is considered reasonable) to pay the difference. The plan is not obligated to send monthly premium notices.
COBRA beneficiaries remain subject to the rules of the plan and therefore must satisfy all costs related to co-payments and deductibles, and are subject to catastrophic and other benefit limits.
If I elect COBRA, how much do I pay?
When you were an active employee, your employer may have paid all or part of your group health premiums. Under COBRA, as a former employee no longer receiving benefits, you will usually pay the entire premium amount, that is, the portion of the premium that you paid as an active employee and the amount of the contribution made by your employer. In addition, there may be a 2 percent administrative fee.
While COBRA rates may seem high, you will be paying group premium rates, which are usually lower than individual rates.
Since it is likely that there will be a lapse of a month or more between the date of layoff and the time you make the COBRA election decision, you may have to pay health premiums retroactively-from the time of separation from the company. The first premium, for instance, will cover the entire time since your last day of employment with your former employer.
You should also be aware that it is your responsibility to pay for COBRA coverage even if you do not receive a monthly statement.
Although they are not required to do so, some employers may subsidize COBRA coverage.
Can I receive COBRA benefits while on FMLA leave?
The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA. A COBRA qualifying event may occur, however, when an employer's obligation to maintain health benefits under FMLA ceases, such as when an employee notifies an employer of his or her intent not to return to work.
Further information on FMLA is available from the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, U.S. Department of Labor, Employment Standards Administration.
Under COBRA, participants, covered spouses and dependent children may continue their plan coverage for a limited time when they would otherwise lose coverage due to a particular event, such as divorce (or legal separation). A covered employee�s spouse who would lose coverage due to a divorce may elect continuation coverage under the plan for a maximum of 36 months. A qualified beneficiary must notify the plan administrator of a qualifying event within 60 days after divorce or legal separation. After being notified of a divorce, the plan administrator must give notice, generally within 14 days, to the qualified beneficiary of the right to elect COBRA continuation coverage.
Divorced spouses may call their plan administrator or the EBSA Toll-Free number, 1.866.444.EBSA (3272) if they have questions about COBRA continuation coverage or their rights under ERISA.
If I waive COBRA coverage during the election period, can I still get coverage at a later date?
If a qualified beneficiary waives COBRA coverage during the election period, he or she may revoke the waiver of coverage before the end of the election period. A beneficiary may then elect COBRA coverage. Then, the plan need only provide continuation coverage beginning on the date the waiver is revoked.
Under COBRA, what benefits must be covered?
Qualified beneficiaries must be offered coverage identical to that available to similarly situated beneficiaries who are not receiving COBRA coverage under the plan (generally, the same coverage that the qualified beneficiary had immediately before qualifying for continuation coverage). A change in the benefits under the plan for the active employees will also apply to qualified beneficiaries. Qualified beneficiaries must be allowed to make the same choices given to non-COBRA beneficiaries under the plan, such as during periods of open enrollment by the plan.
When does COBRA coverage begin?
COBRA coverage begins on the date that health care coverage would otherwise have been lost by reason of a qualifying event.
How long does COBRA coverage last?
COBRA establishes required periods of coverage for continuation health benefits. A plan, however, may provide longer periods of coverage beyond those required by COBRA. COBRA beneficiaries generally are eligible for group coverage during a maximum of 18 months for qualifying events due to employment termination or reduction of hours of work. Certain qualifying events, or a second qualifying event during the initial period of coverage, may permit a beneficiary to receive a maximum of 36 months of coverage.
Coverage begins on the date that coverage would otherwise have been lost by reason of a qualifying event and will end at the end of the maximum period. It may end earlier if:
Premiums are not paid on a timely basis
The employer ceases to maintain any group health plan
After the COBRA election, coverage is obtained with another employer group health plan that does not contain any exclusion or limitation with respect to any pre-existing condition of such beneficiary. However, if other group health coverage is obtained prior to the COBRA election, COBRA coverage may not be discontinued, even if the other coverage continues after the COBRA election.
After the COBRA election, a beneficiary becomes entitled to Medicare benefits. However, if Medicare is obtained prior to COBRA election, COBRA coverage may not be discontinued, even if the other coverage continues after the COBRA election.
Although COBRA specifies certain periods of time that continued health coverage must be offered to qualified beneficiaries, COBRA does not prohibit plans from offering continuation health coverage that goes beyond the COBRA periods.
Some plans allow participants and beneficiaries to convert group health coverage to an individual policy. If this option is generally available from the plan, a qualified beneficiary who pays for COBRA coverage must be given the option of converting to an individual policy at the end of the COBRA continuation coverage period. The option must be given to enroll in a conversion health plan within 180 days before COBRA coverage ends. The premium for a conversion policy may be more expensive than the premium of a group plan, and the conversion policy may provide a lower level of coverage. The conversion option, however, is not available if the beneficiary ends COBRA coverage before reaching the end of the maximum period of COBRA coverage.
Who pays for COBRA coverage?
Beneficiaries may be required to pay for COBRA coverage. The premium cannot exceed 102 percent of the cost to the plan for similarly situated individuals who have not incurred a qualifying event, including both the portion paid by employees and any portion paid by the employer before the qualifying event, plus 2 percent for administrative costs.
For qualified beneficiaries receiving the 11 month disability extension of coverage, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage.
COBRA premiums may be increased if the costs to the plan increase but generally must be fixed in advance of each 12-month premium cycle. The plan must allow you to pay premiums on a monthly basis if you ask to do so, and the plan may allow you to make payments at other intervals (weekly or quarterly).
The initial premium payment must be made within 45 days after the date of the COBRA election by the qualified beneficiary. Payment generally must cover the period of coverage from the date of COBRA election retroactive to the date of the loss of coverage due to the qualifying event. Premiums for successive periods of coverage are due on the date stated in the plan with a minimum 30-day grace period for payments. Payment is considered to be made on the date it is sent to the plan.
If premiums are not paid by the first day of the period of coverage, the plan has the option to cancel coverage until payment is received and then reinstate coverage retroactively to the beginning of the period of coverage.
If the amount of the payment made to the plan is made in error but is not significantly less than the amount due, the plan is required to notify you of the deficiency and grant a reasonable period (for this purpose, 30 days is considered reasonable) to pay the difference. The plan is not obligated to send monthly premium notices.
COBRA beneficiaries remain subject to the rules of the plan and therefore must satisfy all costs related to co-payments and deductibles, and are subject to catastrophic and other benefit limits.
If I elect COBRA, how much do I pay?
When you were an active employee, your employer may have paid all or part of your group health premiums. Under COBRA, as a former employee no longer receiving benefits, you will usually pay the entire premium amount, that is, the portion of the premium that you paid as an active employee and the amount of the contribution made by your employer. In addition, there may be a 2 percent administrative fee.
While COBRA rates may seem high, you will be paying group premium rates, which are usually lower than individual rates.
Since it is likely that there will be a lapse of a month or more between the date of layoff and the time you make the COBRA election decision, you may have to pay health premiums retroactively-from the time of separation from the company. The first premium, for instance, will cover the entire time since your last day of employment with your former employer.
You should also be aware that it is your responsibility to pay for COBRA coverage even if you do not receive a monthly statement.
Although they are not required to do so, some employers may subsidize COBRA coverage.
Can I receive COBRA benefits while on FMLA leave?
The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA. A COBRA qualifying event may occur, however, when an employer's obligation to maintain health benefits under FMLA ceases, such as when an employee notifies an employer of his or her intent not to return to work.
Further information on FMLA is available from the nearest office of the Wage and Hour Division, listed in most telephone directories under U.S. Government, U.S. Department of Labor, Employment Standards Administration.
oliTwist
02-14 11:47 AM
Is it a people manager or product manager category? Any idea what documents do you need for EB1?
perm2gc
12-20 12:08 PM
What are the advantages you will have now than before.Allowing H4's to work might be Big New Year gift for many our members.
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