Other points to remember are:

1. A company's hands may not be tied in the event that a group health plan is modified or eliminated; an employer may be permitted to change or eliminate a current plan provided all qualifying beneficiaries and covered employees are allowed to participate similarly under new plans, if any.
2. Coverage for adopted children, children born out of wedlock, and other dependents has been expanded under the Omnibus Budget Reconciliation Act of 1993 and recent court decisions.
3. Speak to a lawyer if you or a dependent is excluded from COBRA protection because of the existence of a secondary health plan or other factors, such as because of an alleged discharge for gross misconduct.
4. Never waive your COBRA rights when accepting severance payments or signing a release after a discharge.
5. Be sure the company notifies you in a timely fashion so you can make the election properly before the short period of employer-provided coverage expires.