Continued coverage under COBRA would be provided to all of the following EXCEPT?

COBRA, the Consolidated Omnibus Budget Reconciliation Act, allows individuals to continue their health insurance coverage after certain qualifying events. However, there are specific circumstances under which this coverage is not available.

When a covered employee is terminated for gross misconduct, they are not eligible for COBRA continuation coverage. This exclusion is rooted in the principle that individuals who have been terminated due to egregious behavior that violates the employer's policies and regulations do not qualify for the additional benefits meant to support a smooth transition following termination. The rationale is that such actions undermine the relationship and the expectations set forth in the employment contract.

In contrast, other scenarios mentioned—voluntary quitting, reduction in hours, and loss of dependent status—are qualifying events for COBRA. Employees who quit voluntarily are eligible for COBRA coverage, as are those who face a reduction in hours that leads to their loss of health insurance benefits. Similarly, family members losing coverage due to a change in dependent status also qualify for COBRA continuation coverage because these events impact their health insurance eligibility, demonstrating the importance of maintaining healthcare access under various life changes.