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- Title
GROSS MISCONDUCT.
- Abstract
In the case of "Theodore Misna v. Unitel Communications Inc.," the U.S. Court of Appeals for the Seventh Circuit held that a qualifying event triggering an employer's COBRA notice requirements occurs when the employee's employment actually terminates, not when the employee tenders resignation with notice. The court further ruled that an employee's termination from employment for gross misconduct relieves an employer from notifying both the employee and the employee's spouse of COBRA continuation coverage but that the employer's duty to notify a qualified beneficiary of COBRA continuation coverage does not terminate upon the spouse's election of new group health insurance.
- Subjects
UNITED States; LEGAL judgments; MISNA, Theodore; UNITEL Communications Inc.; UNITED States. Court of Appeals (7th Circuit); EMPLOYEE rights; GROUP Health Inc.; HEALTH insurance; ACTIONS &; defenses (Law)
- Publication
Benefits Quarterly, 1996, Vol 12, Issue 3, p84
- ISSN
8756-1263
- Publication type
Article