The Consolidated Omnibus Budget Reconciliation Act (COBRA) requires businesses with at least twenty (20) employees to offer temporary extended health care plans to employees and their families in certain instances where coverage under a plan would otherwise end.  While several events can trigger the right to COBRA coverage, COBRA is important in some divorce cases because it permits a person to apply to his/her ex-spouse’s health insurance company for continued health insurance coverage for three (3) years after the parties are divorced.  The person applying for the continued coverage, however, is responsible to pay for the insurance unless the parties agree otherwise.