When Is COBRA Coverage Available ?
You are eligible for COBRA continuation coverage only after the plan administrator has been notified that a qualifying event has occurred .
Who Is Responsible For Notifying The Plan Administrator Of A Qualifying Event ?
HRCentral is responsible for notifying the plan administrator if the qualifying event is one of the following :
» Your termination or a reduction in your hours of employment and as a result , you are no longer eligible for benefits .
» Your death .
» You become entitled to Medicare .
» A filing for bankruptcy under Title 11 of the U . S . Code by HRCentral .
» You are responsible for notifying the plan administrator that a qualifying event has occurred when the event is one of the following :
– You become divorced or legally separated from your spouse .
– Your dependent child ceases to be eligible under the plan . You must notify the plan administrator within 60 days after the qualifying event has occurred . Provide this notice , in writing , to :
HRCentral Privacy Officer Human Resources Department 257 East 200 South – 9th Floor Salt Lake City , UT 84111
Once the plan administrator has received notice that a qualifying event has occurred , COBRA continuation coverage will be offered to each of the qualified beneficiaries . Each person will have an independent right to elect or decline the coverage . Covered employees may elect COBRA continuation coverage on behalf of their spouse , and parents may elect the coverage on behalf of their children .
If you do not notify the plan administrator of a divorce , legal separation , or a dependent child ceasing to be eligible under the plan , within the 60 day allowable time period , the opportunity to elect COBRA Continuation Coverage will be lost .
How Long Does COBRA Continuation Coverage Last ?
COBRA continuation coverage is temporary coverage . Generally , it lasts only up to 18 months when the qualifying event is a reduction in your hours of employment or your employment ends . COBRA continuation coverage can last up to 36 months when the qualifying event is one of the following :
» You lose your life .
» You become entitled to Medicare benefits .
» You and your spouse become divorced or legally separated .
» Your dependent child ceases to be eligible under the plan .
» An 18-month coverage period can be extended in two ways : through 1 ) disability or 2 ) a second qualifying event .
Disability Extension
If the Railroad Retirement Board ( RRB ) or Social Security Administration ( SSA ) determines that you or another covered individual in your family is disabled and you notify the plan administrator within 60 days of the RRB / SSA ’ s determination , you and your family may be entitled to receive up to an additional 11 months of COBRA continuation coverage , for a total maximum of 29 months . The disability would have to have started sometime before the 61st day of COBRA continuation coverage and must last at least until the end of the 18-month period of continuation coverage .
A Second Qualifying Event
If your family experiences a second qualifying event during its 18-month period of COBRA continuation coverage , your covered spouse and dependent children can obtain an additional 18 months of coverage , for a maximum of 36 months if the plan administrator is notified of one of these second events in a timely manner :
» You lose your life .
» You become entitled to Medicare benefits .
» You become divorced or legally separated from your spouse .
» Your dependent child ceases to be an eligible dependent under the plan .
A “ second qualifying event ” extension may be available to your spouse and dependent children only if the event would have caused them to lose coverage under the plan had the first qualifying event not occurred .
Protect Your Rights
» Always keep the plan administrator informed of any address change for any family member .
» Whenever you correspond with the plan administrator , keep a copy for your records .
» For answers to your questions about your group health plan , review your Summary Plan Description or contact the plan administrator .
» For answers to questions concerning your rights under COBRA , ERISA , HIPAA and other laws affecting group health plans , contact the
nearest regional or district office of the U . S . Department of Labor ’ s Employee Benefits Security Administration , or visit the EBSA Web site at www . dol . gov / ebsa .
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