COBRA

If you lose coverage under the Certificated Employee Health Plan, you may be able to keep your same benefits temporarily by paying for them yourself. This option is called COBRA — a federal law that lets you and your eligible dependents continue group health coverage after it would otherwise end.

Who Can Continue Coverage

Employees may continue single or family coverage for up to 18 months if you lose coverage because of one of the following qualifying events:

• Your employment ends for any reason other than gross misconduct
• Your hours drop below 30 per week
• A change in your job appointment makes you ineligible for coverage (such as moving to a part-time position)

Your dependents may continue medical or dental coverage for up to 18 months based on the employee events above, or up to 36 months if coverage is lost because:

• You die
• You and your spouse divorce
• You become entitled to Medicare before enrolling in COBRA (the 36-month period counts back to your Medicare entitlement date)
• A dependent child is no longer eligible; for example, because they married, joined the military full-time or turned 26 (unless they qualify due to incapacitation)

A child born to you or placed with you for adoption during a COBRA continuation period is also eligible if you request coverage within 60 days.

What COBRA Costs

COBRA premiums are 102% of the total monthly premium; this includes both the portion you paid as an employee and the portion your employer paid on your behalf.

Disability Extension

If you or a dependent was disabled when you first lost coverage — or became disabled within 60 days of starting COBRA — you may extend coverage for an additional 11 months beyond the standard 18, for a maximum of 29 months. Premiums during that 11-month extension increase to 150% of the total monthly premium. To qualify, you must send a disability award letter from the Social Security Administration to Employee Benefit Services within 60 days of receiving it. You will be notified whether the extension is approved.

How To Enroll in COBRA

After your coverage ends, the COBRA administrator will mail an enrollment packet to your home address. You have 60 days from the date you receive it to return your application. If you return it with your first premium payment, your coverage will be reinstated back to your termination date. Make sure your home address is current in Oracle Cloud. If you do not receive your packet within 30 days of losing coverage, contact Employee Benefit Services.

Reporting a Divorce or Dependent Status Change

If a dependent loses eligibility because of a divorce or a change in dependent status, you or your dependent must notify Employee Benefit Services in writing within 60 days of the qualifying event. Missing this deadline means your dependent loses the right to continue coverage under COBRA. Employee Benefit Services will provide a COBRA Event Notice form for you to complete. The COBRA administrator will then send your dependent an enrollment packet directly. There may also be a notification requirement if the Social Security Administration makes a disability determination; see the Disability Extension section on this page.

When COBRA Coverage Ends

Your COBRA coverage ends on the earliest of these dates:

• You miss a required premium payment
• You or a dependent becomes covered under another group health plan after electing COBRA (see pre-existing condition note below)
• You or a dependent becomes entitled to Medicare after electing COBRA
• A disability extension ends and the individual has been determined to be no longer disabled
• The last day of your 18-, 29- or 36-month continuation period

When COBRA ends, you may be eligible to convert to a private, direct-pay plan through your health provider.

Questions?

Contact Employee Benefit Services.