CONTINUATION OF BENEFITS (COBRA)

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If your employment is terminated you are able to elect to continue medical, dental, and vision coverage for you and any dependents covered on the plan for up to 18 months under COBRA (Consolidated Budget and Reconciliation Act). In this event the employee is responsible for the entire premium cost. If the employee is disabled, then COBRA is available to them for 29 months. Continuation of medical, dental and vision coverage is also available for “qualified beneficiaries” for up to 36 months when one of the following qualifying events occurs:

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• Death of a covered employee

• Employee becomes eligible for Medicare

• Divorce or legal separation

• Dependent child reaches maximum age allowed

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Please note: It is the responsibility of the employee or the qualified beneficiary to notify the HR Department within 30 days of qualifying events such as: divorce, legal separation, or a dependent child reaching the maximum allowable age.

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FAMILY AND MEDICAL LEAVE ACT (FMLA)

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The FMLA is a federal law which provides eligible employees with up to 12 work weeks of unpaid, job protected leave in a 12-month period. FMLA requires group health benefits be maintained during the leave. If the employee is eligible and certified for FMLA, the FMLA guarantees that employees can return to the same or equivalent position, with equivalent pay, benefits, and other terms and conditions of employment, following:

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• Birth, adoption or foster care of a child.

• Care of a spouse, parent or child with a serious health condition.

• Employee’s own serious health condition.

• Any “qualifying exigency” arising from fact that a spouse, parent or child (who is a member of the National Guard or Reserves) is on or has been called to active duty.

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Should you need to apply for FMLA leave, please contact Human Resource for the required documentation. 

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