University Human Resources
Under the statute, a qualified dependent is someone who "is a dependent under the plan" (i.e., is covered under the plan) immediately prior to the qualifying event and who is:
- The spouse or dependent child of a covered employee.
- A covered employee (but only if the qualifying event is a termination or reduction in hours of the covered employee's employment.
Yes. A child who is "born to” or placed for adoption with the covered employee during the period of continuation coverage is also a qualified beneficiary regardless of whether the qualifying event occurred before, on, or after such date if they are enrolled within 30 days of birth or adoption.
Terminating employees do not have to initiate the COBRA. You will receive a COBRA notification once your department submits the necessary documentation for termination of your employment. Once this has been done, Human Resources will be notified through a termination report. Termination reports are run weekly.
You will receive a COBRA notification once your department submits the necessary documentation for termination of your employment. Once this has been done, Human Resources will be notified through a termination report, generated in our office. Paperwork cannot be sent out more than 30 days before leaving the university.
You can send in as many payments as you wish for the calendar year.
Payment slips are mailed out towards the end of December for the next calendar year. Payment slips for the entire year are mailed out at that time.
Refer to the COBRA web page for rates (in the right column).
Coverage is re-instated once your first payment is made. Upon receipt of your first payment, a request for reinstatement is sent to Anthem and Cigna. These requests are sent to Anthem and Cigna on a weekly basis.
Yes. Apart from gross misconduct, the facts surrounding a termination or reduction of hours are irrelevant. It does not matter whether the employee voluntarily terminated or was discharged.
The statute specifies six triggering events that, if they result in a loss of coverage, can be qualifying events:
- Death of the covered employee;
- Voluntary or involuntary termination of the covered employee's employment other than by reason of gross misconduct (note that a retirement is considered a termination of employment);
- Reduction in hours of the covered employee's employment;
- Divorce of the covered employee from the employee's spouse;
- Dependent child ceasing to be a dependent child under the generally applicable requirements of the plan; and
If an employer terminates a group health plan or amends it to reduce coverage, neither the termination nor the amendment is a qualifying event. The following events are not considered triggering events:
- A change in insurance carriers. Replacement of one insured health plan with a less generous plan is not a qualified event.
- Tendering a resignation. Only when an employee actually terminates does a qualifying event occur.
- Filing for legal separation
The covered employee or qualified beneficiary must notify the plan administrator within 60 days of the occurrence of these triggering events:
- divorce or legal separation of covered employee from his or her spouse; and
- dependent child ceasing to be a dependent under the plan.
The proposed regulations expand this rule to provide that the notice period is 60 days after the triggering event or, if later, the date coverage would be lost. "If the notice is not postmarked and sent to the employer or other plan administrator [within the 60 day period], the group health plan does not have to offer the qualified beneficiary the opportunity to elect COBRA continuation coverage."