57. When is an employer not required to offer an employee the option to continue medical benefits under the Consolidated Omnibus Reconciliation Act (COBRA)?

A. When the employee is fired for gross misconduct or the employer decides to eliminate benefits for all current employees, but not when the employee quits without notice

B. When the employee is fired for gross misconduct, the employer decides to eliminate benefits for all current employees, or the employee quits without notice

C. When the employee quits without notice

D. When the employer decides to eliminate benefits for all current employees

E. When the employee is fired for gross misconduct

58. Multiplication. Phyllis, who is 30 years old, works for We Add for You Accounting. Phyllis has worked there for a number of years and is considering quitting in order to spend more time with her three active triplets, Sunny, Fussy, and Perky. She asks her boss, Bolivar, about the pension plan at We Add for You. Her boss tells her that she is not entitled to that information until she is at least 60 years old. Phyllis also asks about retaining her medical insurance protection if she quits and is told that she would have no right to do so. Bolivar also throws in that he has been monitoring her conversations and that he particularly enjoys the conversations between her and her single female friends involving failed dating experiences. He asks her to keep those up. Phyllis tells him that her personal phone calls are none of his business. Bolivar says that he can listen if he wants because the phones are his. Phyllis ends up starting her own company called We Multiply for You, and makes much, much more money. (In answering the following questions, assume all federal laws apply and that any pension and medical plan qualifies for regulation under federal law.) Which of the following addresses the retention of medical benefits upon leaving a job?

A. The Americans with Disabilities Act (ADA)

B. The Comprehensive Medical Benefits Retention Act (CMBRA)

C. The Health and Maintenance Act (HMA)

D. The Medical Benefits Retention Act (MBRA)

E. The Consolidated Omnibus Budget Reconciliation Act (COBRA)

59. Multiplication. Phyllis, who is 30 years old, works for We Add for You Accounting. Phyllis has worked there for a number of years and is considering quitting in order to spend more time with her three active triplets, Sunny, Fussy, and Perky. She asks her boss, Bolivar, about the pension plan at We Add for You. Her boss tells her that she is not entitled to that information until she is at least 60 years old. Phyllis also asks about retaining her medical insurance protection if she quits and is told that she would have no right to do so. Bolivar also throws in that he has been monitoring her conversations and that he particularly enjoys the conversations between her and her single female friends involving failed dating experiences. He asks her to keep those up. Phyllis tells him that her personal phone calls are none of his business. Bolivar says that he can listen if he wants because the phones are his. Phyllis ends up starting her own company called We Multiply for You, and makes much, much more money. (In answering the following questions, assume all federal laws apply and that any pension and medical plan qualifies for regulation under federal law.) Assuming Phyllis quits, which of the following rights does she have under federal law to retain benefits so long as the benefits are provided to employees who are still working?

A. None

B. The right to retain the benefits for at least eighteen (18) months, if she pays for the benefits along with the allowable administrative fee

C. The right to retain the benefits for at least eighteen (18) months, with the cost assumed by the employer

D. The right to retain the benefits for at least twelve (12) months, with the cost assumed by the employer

E. The right to retain the medical benefits indefinitely, if she pays for them along with the allowable administrative fee