FAQs on COBRA Continuation
Health Coverage for Workers
U. S. Department of Labor
Employee Benefits Security Administration
Q1: What is COBRA continuation health coverage?
The Consolidated Omnibus Budget Reconciliation Act (COBRA) health benefit provisions amend the
Employee Retirement Income Security Act, the Internal Revenue Code and the Public Health Service
Act to
require group health plans to provide a temporary continuation of group health coverage that
otherwise might
be terminated.
Q2: What does COBRA do?
COBRA requires continuation coverage to be offered to covered employees, their spouses, former
spouses, and dependent children when group health coverage would otherwise be lost due to certain
specific events. COBRA continuation coverage is often more expensive than the amount that active
employees are required to pay for group health coverage, since the employer usually pays part of the
cost of employees' coverage and all of that cost can be charged to individuals receiving continuation
coverage.
Q3: What group health plans are subject to COBRA?
The law generally applies to all group health plans maintained by private-sector employers with 20
or more employees, or by state or local governments. The law does not apply to plans sponsored
by the Federal Government or by churches and certain church-related organizations. In addition,
many states have laws similar to COBRA, including those that apply to health insurers of
employers with less than 20 employees (sometimes called mini-COBRA). Check with your state
insurance commissioner's office to see if such coverage is available to you.
Q4: Are there alternatives for health coverage other than COBRA?
If you become entitled to elect COBRA continuation coverage when you otherwise would lose group
health coverage under a group health plan, you should consider all options you may have to get other
health coverage before you make your decision. There may be more affordable or more generous
coverage options for you and your family through other group health plan coverage (such as a spouse's
plan), the Health Insurance Marketplace, or Medicaid.
Under the Health Insurance Portability and Accountability Act (HIPAA), if you or your dependents
are losing eligibility for group health coverage, including eligibility for continuation coverage, you
may have a right to special enroll (enroll without waiting until the next open season for enrollment) in
other group health coverage. For example, an employee losing eligibility for group health coverage
may be able to special enroll in a spouse's plan. A dependent losing eligibility for group health
coverage may be able to enroll in a different parent's group health plan. To have a special enrollment
opportunity, you or your dependent must have had other health coverage when you previously
2
decline
d coverage in the plan in which you now want to enroll. You must request special enrollment
within 30 days from the loss of your job-based coverage.
Losing your job-based coverage is also a special enrollment event in the Health Insurance
Marketplace (Marketplace). The Marketplace offers "one-stop shopping" to find and compare
private health insurance options. In the Marketplace, you could be eligible for a tax credit that
lowers your monthly premiums and cost-sharing reductions (amounts that lower your out-of-
pocket costs for deductibles, coinsurance and copayments), and you can see what your premium,
deductibles, and out-of-pocket costs will be before you make a decision to enroll.
Eligibility for COBRA continuation coverage won't limit your eligibility for Marketplace coverage or
for a tax credit. You can apply for Marketplace coverage at HealthCare.gov or by calling 1-800-318-
2596 (TTY 1-855-889-4325). To qualify for special enrollment in a Marketplace plan, you must select a
plan within 60 days before or 60 days after losing your job-based coverage. In addition, during an
open enrollment period, anyone can enroll in Marketplace coverage. If you need health coverage in
the time between losing your job-based coverage and beginning coverage through the Marketplace (for
example, if you or a family member needs medical care), you may wish to elect COBRA coverage from
your former employer's plan. COBRA continuation coverage will ensure you have health coverage
until the coverage through your Marketplace plan begins.
Through the Marketplace you can also learn if you qualify for free or low-cost coverage from
Medicaid or the Children's Health Insurance Program (CHIP). You can apply for and enroll in
Medicaid or CHIP any time of year. If you qualify, your coverage begins immediately. Visit
Healt
hCare.gov
or c
all 1-800-318-2596 (TTY 1-855-889-4325) for more information or to apply for these
programs. You can also apply for Medicaid by contacting your state Medicaid office and learn more
about the CHIP program in your state by calling 1-877-KIDS-NOW (543-7669) or visiting
insurekidsnow.gov.
If
you or your dependent elects COBRA continuation coverage, you will have another opportunity to
request special enrollment in a group health plan or a Marketplace plan if you have a new special
enrollment event, such as marriage, the birth of a child, or if you exhaust your continuation coverage.
To exhaust COBRA continuation coverage, you or your dependent must receive the maximum period
of continuation coverage available without early termination. Keep in mind if you choose to terminate
your COBRA continuation coverage early with no special enrollment opportunity at that time, you
generally will have to wait to enroll in other coverage until the next open enrollment period for the
new group health plan or the Marketplace.
Q5: Who is entitled to continuation coverage under COBRA?
In order to be entitled to elect COBRA continuation coverage, your group health plan must be covered
by COBRA; a qualifying event must occur; and you must be a qualified beneficiary for that event.
Plan Coverage - COBRA covers group health plans sponsored by an employer (private-sector or
state/local government) that employed at least 20 employees on more than 50 percent of its typical
business days in the previous calendar year. Both full- and part-time employees are counted to
determine whether a plan is subject to COBRA. Each part-time employee counts as a fraction of a full-
time employee, with the fraction equal to the number of hours that the part-time employee worked
divided by the hours an employee must work to be considered full time.
3
Quali
fying Events - Qualifying events are events that cause an individual to lose his or her group
health coverage. The type of qualifying event determines who the qualified beneficiaries are for that
event and the period of time that a plan must offer continuation coverage. COBRA establishes only
the minimum requirements for continuation coverage. A plan may always choose to provide longer
periods of continuation coverage.
The following are qualifying events for covered employees if they cause the covered employee to lose
coverage:
Termination of the employee's employment for any reason other than gross misconduct; or
Reduction in the number of hours of employment.
The following are qualifying events for the spouse and dependent child of a covered employee if they
cause the spouse or dependent child to lose coverage:
Termination of the covered employee's employment for any reason other than gross misconduct;
Reduction in the hours worked by the covered employee;
Covered employee becomes entitled to Medicare;
Divorce or legal separation of the spouse from the covered employee; or
Death of the covered employee.
In addition to the above, the following is a qualifying event for a dependent child of a covered
employee if it causes the child to lose coverage:
Loss of dependent child status under the plan rules. Under the Affordable Care Act, plans that
offer coverage to children on their parents' plan must make the coverage available until the
adult child reaches the age of 26.
Qualified Beneficiaries - A qualified beneficiary is an individual covered by a group health plan on the
day before a qualifying event occurred that caused him or her to lose coverage. Only certain individuals
can become qualified beneficiaries due to a qualifying event, and the type of qualifying event
determines who can become a qualified beneficiary when it happens. A qualified beneficiary must be a
covered employee, the employee's spouse or former spouse, or the employee's dependent child. In
certain cases involving the bankruptcy of the employer sponsoring the plan, a retired employee, the
retired employee's spouse or former spouse, and the retired employee's dependent children may be
qualified beneficiaries. In addition, any child born to or placed for adoption with a covered employee
during a period of continuation coverage is automatically considered a qualified beneficiary. An
employer's agents, independent contractors, and directors who participate in the group health plan may
also be qualified beneficiaries.
Q6: How do I become eligible for COBRA continuation coverage?
To be eligible for COBRA coverage, you must have been enrolled in your employer's health plan when
you worked and the health plan must continue to be in effect for active employees. COBRA
continuation coverage is available upon the occurrence of a qualifying event that would, except for the
COBRA continuation coverage, cause an individual to lose his or her health care coverage.
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Q7: How do I find out about COBRA coverage?
Group health plans must provide covered employees and their families with certain notices explaining
their COBRA rights. Your COBRA rights must be described in the plan's Summary Plan Description
(SPD), which you should receive within 90 days after you first become a participant in the plan. In
addition, group health plans must give each employee and spouse who becomes covered under the plan
a general notice describing COBRA rights, also provided within the first 90 days of coverage.
Before a group health plan must offer continuation coverage, a qualifying event must occur, and the
plan must be notified of the qualifying event. Who must give notice of the qualifying event depends
on the type of qualifying event.
The employer must notify the plan if the qualifying event is the covered employee's termination or
reduction of hours of employment, death, entitlement to Medicare, or bankruptcy of a private-sector
employer. The employer must notify the plan within 30 days of the event.
You (the covered employee or one of the qualified beneficiaries) must notify the plan if the qualifying
event is divorce, legal separation, or a child's loss of dependent status under the plan. The plan must
have procedures for how to give notice of the qualifying event, and the procedures should be described
in both the general notice and the plan's SPD. The plan can set a time limit for providing this notice, but
it cannot be shorter than 60 days, starting from the latest of: (1)
the date on which the qualifying event
occurs;
(2) the date on which you lose (or would lose) coverage under the plan due to the qualifying
event; or
(3) the date on which you are informed, through the furnishing of either the SPD or the
COBRA general notice, of the responsibility to notify the plan and procedures for doing so.
If your plan does not have reasonable procedures for how to give notice of a qualifying event, you can
give notice by contacting the person or unit that handles your employer's employee benefits matters.
If your plan is a multiemployer plan, notice can also be given to the joint board of trustees, and, if the
plan is administered by an insurance company (or the benefits are provided through insurance), notice
can be given to the insurance company.
When the plan receives a notice of a qualifying event, it must give the qualified beneficiaries an election
notice which describes their rights to continuation coverage and how to make an election. This notice
must be provided within 14 days after the plan receives notice of the qualifying event.
Q8: How long do I have to elect COBRA coverage?
If you are entitled to elect COBRA coverage, you must be given an election period of at least 60 days
(starting on the later of the date you are furnished the election notice or the date you would lose
coverage) to choose whether or not to elect continuation coverage.
Each of the qualified beneficiaries for a qualifying event may independently elect COBRA coverage.
This means that if both you and your spouse are entitled to elect continuation coverage, you each may
decide separately whether to do so. The covered employee or spouse must be allowed to elect on behalf
of any dependent children or on behalf of all of the qualified beneficiaries. A parent or legal guardian
may elect on behalf of a minor child.
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Q9: If I waive COBRA coverage during the election period, can I still get coverage at a
later date?
If you waive COBRA coverage during the election period, you must be permitted later to revoke your
waiver of coverage and to elect continuation coverage as long as you do so during the election period.
Then, the plan need only provide continuation coverage beginning on the date you revoke the waiver.
In addition, certain Trade Adjustment Assistance (TAA) Program participants have a second
opportunity to elect COBRA continuation coverage. Individuals who are eligible and receive Trade
Readjustment Allowances (TRA), individuals who would be eligible to receive TRA, but have not yet
exhausted their unemployment insurance (UI) benefits, and individuals receiving benefits under
Alternative Trade Adjustment Assistance (ATAA) or Reemployment Trade Adjustment Assistance
(RTAA), and who did not elect COBRA during the general election period, may get a second election
period. This additional, second election period is measured 60 days from the first day of the month in
which an individual is determined eligible for the TAA benefits listed above and receives such benefit.
For example, if an individual’s general election period runs out and he or she is determined eligible for
TRA (or would be eligible for TRA but have not exhausted UI benefits) or begin to receive ATAA or
RTAA benefits 61 days after separating from employment, at the beginning of the month, he or she
would have approximately 60 more days to elect COBRA. However, if this same individual does not
meet the eligibility criteria until the end of the month, the 60 days are still measured from the first of
the month, in effect giving the individual about 30 days. Additionally, a COBRA election must be
made not later than 6 months after the date of the TAA-related loss of coverage. COBRA coverage
chosen during the second election period typically begins on the first day of that period. More
information about the Trade Act is available at doleta.gov/tradeact/.
Q10: Under COBRA, what benefits must be covered?
If you elect continuation coverage, the coverage you are given must be identical to the coverage
currently available under the plan to similarly situated active employees and their families (generally,
this is the same coverage that you had immediately before the qualifying event). You will also be
entitled, while receiving continuation coverage, to the same benefits, choices, and services that a
similarly situated participant or beneficiary is currently receiving under the plan, such as the right
during open enrollment season to choose among available coverage options. You will also be subject to
the same rules and limits that would apply to a
similarly situated participant or beneficiary, such as co-
payment requirements, deductibles, and coverage limits.
The plan's rules for filing benefit claims and
appealing any claims denials also apply.
Any change made to the plan's terms that apply to similarly situated active employees and their families
will also apply to qualified beneficiaries receiving COBRA continuation coverage. If a child is born to or
adopted by a covered employee during a period of continuation coverage, the child is automatically
considered to be a qualified beneficiary receiving continuation coverage. You should consult your plan
for the rules that apply for adding your child to continuation coverage under those circumstances.
Q11: How long does COBRA coverage last?
COBRA requires that continuation coverage extend from the date of the qualifying event for a limited
period of 18 or 36 months. The length of time depends on the type of qualifying event that gave rise to
6
the C
OBRA rights. A plan, however, may provide longer periods of coverage beyond the maximum
period required by law.
When the qualifying event is the covered employee's termination of employment or reduction in hours
of employment, qualified beneficiaries are entitled to 18 months of continuation coverage.
When the qualifying event is the end of employment or reduction of the employee's hours, and the
employee became entitled to Medicare less than 18 months before the qualifying event, COBRA
coverage for the employee's spouse and dependents can last until 36 months after the date the employee
becomes entitled to Medicare. For example, if a covered employee becomes entitled to Medicare 8
months before the date his/her employment ends (termination of employment is the COBRA qualifying
event), COBRA coverage for his/her spouse and children would last 28 months (36 months minus 8
months). For more information on how entitlement to Medicare impacts the length of COBRA coverage,
contact the Department of Labor's Employee Benefits Security Administration at askebsa.dol.gov or by
calling 1-866-444-3272.
For other qualifying events, qualified beneficiaries must be provided 36 months of continuation
coverage.
Q12: Can continuation coverage be terminated early for any reason?
A group health plan may terminate coverage earlier than the end of the maximum period for any of
the following reasons:
Premiums are not paid in full on a timely basis;
The employer ceases to maintain any group health plan;
A qualified beneficiary begins coverage under another group health plan after electing
continuation
coverage;
A qualified beneficiary becomes entitled to Medicare benefits after electing continuation
coverage; or
A qualified beneficiary engages in conduct that would justify the plan in terminating
coverage of a similarly situated participant or beneficiary not receiving continuation
coverage (such as fraud).
If continuation coverage is terminated early, the plan must provide the qualified beneficiary with an
early termination notice. The notice must be given as soon as practicable after the decision is made, and
it must
describe the date coverage will terminate, the reason for termination, and any rights the qualified
beneficiary
may have under the plan or applicable law to elect alternative group or individual coverage.
If you decide to terminate your COBRA coverage early, you generally won't be able to get a Marketplace
plan outside of the open enrollment period. For more information on alternatives to COBRA coverage,
see question 4 above.
Q13: Can I extend my COBRA continuation coverage?
If you are entitled to an 18 month maximum period of continuation coverage, you may become eligible
for an extension of the maximum time period in two circumstances. The first is when a qualified
beneficiary is disabled; the second is when a second qualifying event occurs.
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Disabi
lity - If any one of the qualified beneficiaries in your family is disabled and meets certain
requirements, all of the qualified beneficiaries receiving continuation coverage due to a single
qualifying event are entitled to an 11-month extension of the maximum period of continuation
coverage (for a total maximum period of 29 months of continuation coverage). The plan can charge
qualified beneficiaries an increased premium, up to 150 percent of the cost of coverage, during the 11-
month disability extension.
The requirements are:
1.
that the Social Security Administration (SSA) determines that the disabled qualified
beneficiary is disabled before the 60th day of continuation coverage; and
2.
that the disability continues during the rest of the 18-month period of continuation coverage.
The disabled qualified beneficiary or another person on his or her behalf also must notify the plan of the
SS
A determination. The plan can set a time limit for providing this notice of disability, but the time
limit cannot be shorter than 60 days, starting from the latest of:
(1) the date on which SSA issues the
disability determination;
(2) the date on which the qualifying event occurs; (3) the
date on which the
qualified beneficiary loses (or would lose) coverage under the plan as a result of the qualifying event; or
(4) the
date on which the qualified beneficiary is informed, through the furnishing of the SPD or the
COBRA general notice, of the responsibility to notify the plan and the procedures for doing so.
The
right to the disability extension may be terminated if the SSA determines that the disabled
qualified beneficiary is no longer disabled. The plan can require qualified beneficiaries receiving the
disability extension to notify it if the SSA makes such a determination, although the plan must give the
qualified beneficiaries at least 30 days after the SSA determination to do so.
The rules for how to give a disability notice and a notice of no longer being disabled should be described
in the plan's SPD (and in the election notice if you are offered an 18-month maximum period of
continuation coverage).
Second Qualifying Event - If you are receiving an 18-month maximum period of continuation coverage,
you may become entitled to an 18-month extension (giving a total maximum period of 36 months of
continuation coverage) if you experience a second qualifying event that is the death of a covered
employee, the divorce or legal separation of a covered employee and spouse, a covered employee's
becoming entitled to Medicare (in certain circumstances), or a loss of dependent child status under the
plan. The second event can be a second qualifying event only if it would have caused you to lose
coverage under the plan in the absence of the first qualifying event. If a second qualifying event occurs,
you will need to notify the plan.
The rules for how to give notice of a second qualifying event should be described in the plan's SPD (and
in the election notice if you are offered an 18-month maximum period of continuation coverage). The
plan can set a time limit for providing this notice, but the time limit cannot be shorter than 60 days from
the latest of: (1) the date on which the qualifying event occurs; (2) the date on which you lose (or would
lose) coverage under the plan as a result of the qualifying event; or (3) the date on which you are
informed, through the furnishing of either the SPD or the COBRA general notice, of the responsibility to
notify the plan and the procedures for doing so.
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Q14: 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.
Q15: Who pays for COBRA coverage?
Your group health plan can require you to pay for COBRA continuation coverage. The amount charged
to qualified beneficiaries cannot exceed 102 percent of the cost to the plan for similarly situated
individuals covered under the plan who have not incurred a qualifying event. In determining COBRA
premiums, the plan can include the costs paid by employees and the employer, plus an additional 2
percent for administrative costs.
For qualified beneficiaries receiving the 11-month disability extension, the COBRA premium for
those additional months may be increased to 150 percent of the plan's total cost of coverage for
similarly situated individuals.
COBRA charges to qualified beneficiaries may be increased if the cost to the plan increases but
generally must be fixed in advance of each 12-month premium cycle. The plan must allow you to pay
the required premiums on a monthly basis if you ask to do so, and the plan may allow you to make
payments at other intervals (for example, weekly or quarterly). The election notice should contain all
of the information you need to understand the COBRA premiums you will have to pay, when they are
due, and the consequences of late payment or nonpayment.
When you elect continuation coverage, you cannot be required to send any payment with your election
form. You can be required, however, to make an initial premium payment within 45 days after the
date of your COBRA election (that is the date you mail in your election form, if you use first-class
mail). Failure to make any payment within that period of time could cause you to lose all COBRA
rights. The plan can set premium due dates for successive periods of coverage (after your initial
payment), but it must give you the option to make monthly payments, and it must give you a 30-day
grace period for payment of any premium.
You should be aware that if you do not pay a premium by the first day of a period of coverage, but pay
the premium within the grace period for that period of coverage, the plan has the option to cancel your
coverage until payment is received and then reinstate the coverage retroactively back to the beginning of
the period of coverage. Failure to make payment in full before the end of a grace period could cause
you to lose all COBRA rights.
If the amount of a payment made to the plan is incorrect 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.
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Som
e employers may subsidize or pay the entire cost of health coverage, including COBRA coverage,
for terminating employees and their families as part of a severance agreement. If you are receiving this
type of severance benefit, talk to your plan administrator about how this impacts your COBRA
coverage or your special enrollment rights.
Q16: What is the Health Coverage Tax Credit and can it help me pay for COBRA?
Certain individuals may be eligible for a refundable Federal income tax credit that can help with
qualified monthly premium payments. The Health Coverage Tax Credit (HCTC), while available, may
be used to pay for specified types of health insurance coverage (including COBRA continuation
coverage).
Those potentially eligible for the HCTC include workers who lose their jobs due to the negative effects
of global trade and who are eligible to receive certain benefits under the Trade Adjustment Assistance
(TAA) Program, as well as certain individuals who are receiving pension payments from the Pension
Benefit Guaranty Corporation (PBGC). The HCTC pays 72.5 percent of qualified health insurance
premiums, with individuals paying 27.5 percent. For more information on TAA, visit
doleta.gov/tradeact/.
Individuals who are eligible for the HCTC may claim the tax credit on their income tax returns at the
end of the year. The tax credit also may be available as an advance monthly payment beginning in
2017. Qualified family members of eligible TAA recipients or PBGC payees who enroll in Medicare,
pass away, or finalize a divorce, are eligible to receive the HCTC for up to 24 months from the month
of the event. Individuals with questions about the Health Coverage Tax Credit should visit IRS.
gov/HCTC.
Q17: If I did not make the premium payment on time and my coverage was canceled
what can I do?
You may want to contact your plan and ask if they will reinstate your coverage; however, if your
coverage was terminated for not making the payment within the grace period, the plan is not required
to reinstate your coverage. If you believe your coverage was canceled inappropriately, you can
contact an EBSA benefits advisor electronically at askebsa.dol.gov or call 1-866-444-3272 for
assistance.
Q18: How do I file a COBRA claim for benefits?
Health plan rules must explain how to obtain benefits and must include written procedures for
processing claims. You should submit a claim for benefits in accordance with these rules. Claims
procedures must be described in the Summary Plan Description. Contact the plan administrator for
more information on filing a claim for benefits.
Q19: Can I receive COBRA benefits while on FMLA leave?
The Family and Medical Leave Act (FMLA) 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 taking 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
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FMLA
ceases, such as when an employee taking FMLA leave decides not to return to work and notifies
an employer of his or her intent not to return to work. Further information on the FMLA is available
on the Website of the U. S. Department of Labor's Wage and Hour Division at dol.gov/whd or by
calling toll-free 1-866-487-9243.
Q20: I have both Medicare and COBRA coverage, how do I know which will pay my
benefits?
Medicare is the Federal health insurance program for people who are 65 or older and certain younger
people with disabilities or End-Stage Renal Disease. If you are enrolled in Medicare as well as COBRA
continuation coverage, there may be special coordination of benefits rules that determine which
coverage is the primary payer of benefits. Check your Summary Plan Description to see if special rules
apply or ask your plan administrator. For more information on Medicare, visit Medicare.gov or call 1-
800-MEDICARE.
Q21: Am I eligible for COBRA if my company closed or went bankrupt and there is no
health plan?
If there is no longer a health plan, there is no COBRA coverage available. If, however, there is another
plan offered by the company, you may be covered under that plan. Union members who are covered by
a collective bargaining agreement that provides for a medical plan also may be entitled to continued
coverage.
Q22: I am a federal employee. Can I receive benefits under COBRA?
Federal employees are covered by a law similar to COBRA. Those employees should contact the
personnel office serving their agency for more information on temporary extensions of health benefits.
Q23: Where can I go if I have questions or want more information on COBRA?
COBRA continuation coverage laws are administered by several agencies. The Departments of
Labor and Treasury have jurisdiction over private-sector group health plans. The Department of
Health and Human
Services administers the continuation coverage law as it applies to state and local
governmental health plans.
The Labor Department's interpretive responsibility for COBRA is limited to the disclosure and
notification requirements of COBRA. If you need further information on your rights under a private-
sector plan, or about ERISA generally, contact the Employee Benefits Security Administration (EBSA)
electronically at
as
kebsa.dol.gov
or call toll free 1-866-
444-3272.
The Internal Revenue Service, Department of the Treasury, has issued regulations on COBRA
provisions relating to eligibility, coverage and payment. Both the Departments of Labor and Treasury
share jurisdiction for enforcement of these provisions.
The Centers for Medicare and Medicaid Services offer information about COBRA provisions for public-
sector employees. You can write them at this address:
Centers for Medicare and Medicaid Services
7500 Security Boulevard
Mail Stop C1-22-06
Baltimore, MD 21244-1850.
