The Federal Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) provides eligible employees and their qualified dependents the opportunity to continue coverage under the University's health, dental, voluntary vision, and wellness plans, and EAP, when a qualifying event would normally result in loss of benefit. Enrollment may be continued up to 18, 29 or 36 months depending on the qualifying event under federal law. The employee is responsible for paying 100% of the group premium rate plus a 2% administration charge. Note: eligible employees may also elect COBRA for healthcare spending account under limited circumstances. Refer to the employee handbook for details.
It is the employee's responsibility to notify the Office of Human Resources of a divorce, legal separation, or a child reaching the age limit for the plan, within 60 days of the later of the date of the event or the date on which coverage would be lost because of the event.