Returning to Work
When you return to work , your same or an equivalent job will be available to you at the same level of pay , benefits , and other terms and conditions of employment . An exception to this policy applies to “ key employees .” For more information about the definition of key employees , contact the HRCentral Administration and Human Resources Department .
FMLA and Your Benefits
For the duration of FMLA , HRCentral will continue to maintain your health coverage and pay its portion of the benefit premium . To maintain coverage , you must continue to pay your portion of the premium during your leave .
For More Information
For more information about FMLA , contact the US Department of Labor at 800.4USWAGE ( 800.487.9243 ) or log onto the Department of Labor website at www . dol . gove / esa / whd / fmla .
Your Continuation Coverage Rights under COBRA
As a participant in HRCentral ’ s benefits ( comprising medical , dental , vision , and Health Care FSA plans ), you are receiving this notice that describes your right to COBRA continuation coverage .
COBRA , or the Consolidated Omnibus Budget Reconciliation Act of 1985 , is a federal law affecting most employers who offer group health coverage to their employees . Under this law , you and other members of your family may have the right to temporarily continue the group health benefits when you would ordinarily lose coverage . This document describes your right to this COBRA continuation coverage , when it may become available to you and your family and what you must do to protect your right to receive it .
In addition to COBRA , there may be other coverage options for you and your family . When key parts of the health care law take effect , you ’ ll be able to buy coverage through the Health Insurance Marketplace . In the Marketplace , you could be eligible for a new kind of tax credit that lowers your monthly premiums right away , and you can see what your premium , deductibles , and out-of-pocket costs will be before you make a decision to enroll . Being eligible for COBRA does not limit your eligibility for coverage for a tax credit through the Marketplace . Additionally , you may qualify for a special enrollment opportunity for another group health plan for which you are eligible ( such as a spouse ’ s plan ), even if the plan generally does not accept late enrollees , if you request enrollment within 30 days .
What Is COBRA Continuation Coverage ?
COBRA continuation coverage extends your health plan coverage when it would otherwise end because of a life change ( also known as a “ qualifying event ”).
After a qualifying event ( examples of qualifying events are discussed below ), COBRA continuation coverage must be offered to each person who is a “ qualified beneficiary .” You , your spouse and your dependent children could become qualified beneficiaries if coverage under the plan is lost because of a qualifying event .
Under the plan , qualified beneficiaries who elect COBRA continuation coverage are required to pay for it . As an employee covered by the plan , you will become a qualified beneficiary if you lose your plan coverage because :
» Your hours of employment are reduced and you are no longer eligible for benefits , or
» Your employment ends for any reason except for gross misconduct on your part .
» As the spouse of a covered employee , you will become a qualified beneficiary if you lose your plan coverage for any of the following reasons :
– Your spouse loses his or her life .
– Your spouse ’ s hours of employment are reduced and he / she is no longer eligible for benefits .
– Your spouse ’ s employment ends for any reason other than gross misconduct .
– Your spouse becomes entitled to Medicare benefits .
– You become divorced or legally separated from your spouse .
» As a dependent child of a covered employee , you will become a qualified beneficiary if you lose your plan coverage for any of the following reasons :
– Your employee-parent loses his or her life .
– Your employee-parent ’ s hours of employment are reduced and you are no longer eligible for benefits .
– Your employee-parent ’ s employment ends for any reason other than gross misconduct .
– Your employee-parent becomes entitled to Medicare benefits .
– You cease to be a “ dependent child ” under the plan .
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