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First I need to get more concrete answers as far as when COBRA started, if his drug coverage is creditable, etc.
You might make inquiry as to why he is allowed to keep COBRA after being Medicare eligible.
My experience is limited to one case, but in that case when I had both Parts A and B, I was required to drop the Medical portion of my Cobra coverage. The employer's group plans were structured in a way that drug coverage was part of the medical package I was required to drop. I was allowed to continue with the separate dental and vision policies.
I keep rereading the thread and keep wondering why your potential client is allowed to keep cobra coverage that "covers everything" after he gets eligible for medicare.
And why would the employer agree to pay for cobra coverage after former employee is medicare eligible? Are there other family members that are still eligible for the cobra coverage?
It seems to me that either Somarco's comment about your potential client not properly handling Cobra/employer/Medicare coordination is right or there are additional facts for the situation that you have not yet uncovered and told us about.