Hello again and thank you for your reply although I still don't see where you asked a specific question. In the interest of time I will go ahead and address both the termination and COBRA issue.As you correctly noted, Georgia, like most states is an employment "at will" state. That means that an employer can terminate an employee for any, or no, reason and with no notice or warning unless the termination would violate a contract, company policy or employment discrimination
law. So, unless your situation falls into one of the exceptions I mentioned, your employer could let you go even if the reason seems misguided or unfair. If you do think you fall within one of the exceptions, then you need to sit down with a local employment law
attorney and discuss your case and the likelihood at success if you filed suit.In terms of COBRA, it is not immediate. The employer actually has 30 days to notify the health plan of the "qualifying" event (your termination) and the Plan has 14 days after that to send you your COBRA enrollment rights. If you elect COBRA, then it is backdated to the date your employment coverage ended. If there was an issue with the employer doing what I described, you can file a complaint with the Employee Benefits
Security Administration, which is the arm of the U.S. DOL which enforces ERISA
, the law that includes COBRA rights.You can find out more about your rights under COBRA by going to: http://www.dol.gov/ebsa
/faqs/faq-consumer-cobra.html Please let me know if you need any clarification.