Employment Law Questions? Ask an Employment Lawyer.
Your question is somewhat of trick question - clearly prescription plans are covered by COBRA - that's indisputable. But the meat of your question is in the details - namely is the prescription plan really a group health plan as defined by the law, which would in turn make it subject to COBRA. The test is whether a reasonable person could ascertain from the surrounding circumstances: (1) intended benefits, (2) intended beneficiaries, (3) a source of financing, and (4) a procedure for obtaining benefits. If the plan involves no contribution by the employer, participation by the employee is voluntary, and there is no endorsement by the employer (i.e., they just let you join the plan - they do bot advocate for it), then the plan is not a COBRA-eligible plan. Otherwise, it is a COBRA-covered health plan plan, and you must be allowed to participate at up to 102% of the cost of the plan.