1. An employee was terminated prior to 9/1/08, but as part of his termination/severance agreement, his former employer continued to pay his health care premiums through 9/30/08, at which time he was eligible for COBRA but declined it and found less expensive coverage privately.

The employee was terminated prior to the 9/1/08-12/31/09 window, but his benefits continued into that window of time and he became eligible for COBRA starting on 10/1/08. Do these new rules and regulations apply to him? Is he eligible to reconsider and sign up for COBRA now? It could be that he is now paying more out of pocket than the 35% of his old premium he would have to pay for.

2. If that same person was enrolled for full family coverage (himself, his spouse and 2 children), does this 65% subsidy apply to the entire family premium, or does it only apply to only the portion of the premium for the employee himself?

Thanks.