What are the requirements for continuing coverage under the COBRA law in Connecticut?

The correct choice is grounded in the fundamental principles of the COBRA (Consolidated Omnibus Budget Reconciliation Act) law, which mandates that employers provide continuation of health coverage to eligible employees who experience certain qualifying events. These qualifying events typically include scenarios such as job loss, reduction in work hours, divorce, or becoming eligible for Medicare.

Under COBRA, employers must ensure that employees and their dependents are notified of their right to continuation coverage and provide the option to maintain their health insurance under the same terms as if the employee were still employed. The emphasis is on the eligibility of employees who undergo qualifying events, thereby allowing them to retain health benefits for a specified period, typically up to 18 or 36 months depending on the situation.

The other options misrepresent the scope and application of COBRA. For instance, coverage is not exclusive to retirees, nor is it mandatory for all employees without regard to qualifying events. Furthermore, employers are required by law to offer COBRA benefits to those affected by qualifying events, eliminating the possibility for employers to arbitrarily choose not to provide such coverage. This focus on the entitlement to coverage under specific circumstances is what makes the correct choice align with the legal requirements of COBRA in Connecticut.