Federal and Employment Law


Revised and restated: March 9, 2018

Download the FMLA document



The Consolidated Omnibus Budget Reconciliation Act (COBRA) signed into law on April 7, 1986, requires that most employee group plans allow qualified persons covered under the plan the day before the qualifying event to continue group health coverage after it would otherwise end.  The term “group health coverage” includes any medical, dental/vision care, and medical reimbursement plan coverage that is included in the group health plan.  All full-time employees receive details on COBRA events as they begin employment and at termination. Full details are available in the Human Resources Office.


The Kassbaum-Kennedy Act of the Health Insurance Portability and Accountability Act (HIPAA) was designed to improve the availability and portability of health insurance coverage.  Provisions of HIPAA include:

a.  Limited exclusions for preexisting medical conditions;

b.  Credit for prior health care coverage and a process for transmitting certificates and other information concerning prior coverage to a new group health plan or issuer;

c.  New rights that allows individuals to enroll for health coverage when they lose existing health coverage or have new dependents.  Full details are available in the Human Resources office.