attesting to the period of creditable coverage;

producing supporting evidence (for example, a pay stub reflecting health insurance deductions, an explanation of benefits form or a doctor's verification); and

cooperating with an attempt to verify prior health coverage.

The FAQs address whether an employee who failed to elect available domestic partner coverage for the individual's domestic partner before being laid off can elect COBRA coverage for the individual and the individual's domestic partner. According to the FAQ, whether COBRA coverage can be obtained for the domestic partner in this situation depends on how often the plan allows active employees to add domestic partners.

Another FAQ addresses an individual and domestic partner who lost eligibility for plan coverage after the individual was laid off. The FAQ indicates that the individual should be able to elect COBRA coverage for the individual and domestic partner, assuming the plan is subject to COBRA. The domestic partner may also be eligible for special enrollment under the domestic partner's plan.

should contact the employer to determine whether it intends to pay the premiums;

may choose to contact the plan's insurer to determine how long the premiums have been unpaid, whether the insurer provides a grace period for late payment and how long the employer has been given to make the payment; and

may wish to contact the state insurance commissioner regarding any rights under state law to pay premiums directly to the insurance company or convert health coverage to an individual policy.