COBRA Insurance

Under the Consolidated Omnibus Budget Reform Act (COBRA), an eligible employee and/or the eligible employee's family has the right to continue health insurance protection when any of the following qualifying events occur:

• the employee terminates for any reason other than gross misconduct
• the employee has insurance for dependents and the insured dependent:
  · becomes a widow(er)
  · becomes an orphan
• the employee ceases to be eligible for coverage as a dependent under the terms of the plan, or
• the dependent is separated or divorced from the employee
• the employee's job or the employee's spouse's job changes in such a way that health insurance benefits are significantly changed or lost.

In order to be eligible for COBRA coverage, an employee must have been covered immediately prior to the qualifying event. Employees must let the College know of their divorce or legal separation or if a dependent ceases to be eligible under the College's group health insurance plan. Employees and their qualified beneficiaries are also responsible for notifying the College within 60 days of qualifying for social security disability benefits.

The information above is general in nature and does not outline all of the provisions of COBRA. Questions should be directed to the Human Resources Office.

COBRA Premiums