Benefited Employees

COBRA

COBRA is a federal law known as the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) under which certain former employees, retirees, spouses, former spouses and dependent children have the right to temporarily continue their existing group health coverage at group rates when group coverage otherwise would end due to certain life events, called “Qualifying Events.” If you elect COBRA coverage, you are entitled to the same coverage provided under the GICs plan to similarly situated employees or dependents. The GIC administers COBRA coverage.
 
COBRA coverage is offered due either to (1) end of employment, (2) reduction in hours of employment, (3) death of employee/retiree, (4) divorce or legal separation or (5) loss of dependent child status. If you elect to continue your coverage, COBRA coverage will begin on the first day of the month immediately after your current GIC coverage ends.

The rate for this coverage is typically 102 percent of the full monthly premium cost for up to 18-months (coverage is for up to 36 months for certain event such as divorce, death of an employee or loss of dependent child status).  There are certain circumstances when the COBRA rates may vary; please refer to information provided by the GIC regarding COBRA.

Limited COBRA coverage is also offered if you participated in the Health Care Flexible Spending Account (FSA) Plan. There is no continuation of coverage options for the Dependent Care Assistance Program. These FSA plans are administered by Benefit Strategies.