Coverage under COBRA Sample Clauses

Coverage under COBRA. GROUP shall notify BCBSRI on a timely basis of any “qualifying events”, as defined in COBRA. GROUP shall notify BCBSRI of any election to continue coverage under COBRA. BCBSRI will end coverage upon notice of a qualifying event. BCBSRI will retroactively reinstate coverage following election to continue coverage under COBRA, unless BCBSRI is specifically notified to the contrary by GROUP. BCBSRI will continue COBRA coverage for such Enrolled Members until notified by GROUP to cancel. The cancellation date will be based on BCBSRI enrollment guidelines.
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Coverage under COBRA. If GROUP has twenty (20) or more Employees as defined in the COBRA statute, GROUP shall notify BCBSRI on a timely basis of any “qualifying events”, as defined in COBRA. GROUP shall notify BCBSRI of any election to continue coverage under COBRA. BCBSRI will end coverage upon notice of a qualifying event. BCBSRI will retroactively reinstate coverage following election to continue coverage under COBRA, unless BCBSRI is specifically notified to the contrary by GROUP. BCBSRI will continue COBRA coverage for such Enrolled Members until notified by GROUP to cancel. The cancellation date will be based on BCBSRI enrollment guidelines.
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Coverage under COBRA. If you were enrolled in IP medical coverage on your Last Day of Active Employment, then you are eligible for COBRA coverage for up to a total of 18 months by federal law. You must complete a COBRA election form to receive the COBRA coverage. If you do so, IP will pay up to the first six (6) months of premiums of COBRA coverage for you and your eligible dependents. If you want your COBRA coverage to continue after that time (subject to the normal rules of COBRA), you will be required to pay the applicable monthly rate for the additional period of coverage. Enrollment in Medicare after you elect COBRA will terminate your COBRA coverage. Same, except that you will not be eligible for six months of IP-paid COBRA premiums. Pg. 8 COBRA and pre-Medicare Medical Coverage (continued) ● Retiree medical coverage for pre-Medicare retirees. IP does not offer a group medical plan or other retiree medical coverage. IP has contracted with Via Benefits, a company assisting pre-Medicare retirees to enroll in medical plans. Via Benefits will assist you in selecting health care coverage through the Health Insurance Marketplace – that is, your individual medical and prescription drug plan. IP has established a pre-Medicare Retiree Health Reimbursement Arrangement (HRA)4 for the benefit of eligible retirees to assist in the payment of eligible health care expenses. You are eligible for a pre-Medicare HRA if you are: ● at least age 55 with 10 years of service on your Last Day of Active Employment, and ● your age plus service with IP was greater than or equal to 60 as of Jan. 1, 2004 (this does not apply to employees working for a company acquired by IP post 12/31/03), and ● you are not eligible for Medicare, and you are not enrolled in COBRA.
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Coverage under COBRA. You are eligible to purchase the same medical, dental, vision, and EAP coverage under the provisions of federal COBRA regulations for up to 18 months from your last day of work. Please note that the coverage you have during your Salary Continuance Period is included as part of the 18 months of COBRA eligibility. The Raytheon Benefit Center (COBRA administrator) will mail detailed information, including the cost of coverage and how to apply, to your last known address on file at the Raytheon Benefit Center (RBC) within 14 days of receiving notification of your coverage termination. You will then have 60 days from the end of your Benefits Coverage Period as stated in your Benefits Notice (which includes your Salary Continuance Period) to make elections to continue coverage. You will NOT receive another COBRA notice after your Benefits Coverage Period expires. Failure to make COBRA premium payments in a timely manner will result in termination of COBRA coverage. After your COBRA coverage ends, you may be able to purchase a non-group medical insurance policy from the medical plan carrier that provided your COBRA coverage. This policy will differ from the COBRA group plan. To determine if your health plan offers a conversion option, and what the cost would be, call the member service number for your medical plan carrier. There are no provisions for converting your Dental and Vision Care coverages. You may also find that other coverage options are available to you under the Affordable Care Act through the Health Insurance Marketplace exchanges in your state. You may be eligible for a tax credit that lowers your monthly insurance premium. Being eligible for COBRA does not limit your eligibility for the tax credit. Additionally, under HIPAA, you may qualify for a special enrollment opportunity for another group health plan for which you are eligible (such as a spouse’s plan), even if the plan generally does not accept late enrollees, if you request enrollment within 30 days. The Health Care Flexible Spending Account Plan (FSA): Health Care FSA deductions will continue during your Salary Continuance Period, subject to the Benefits Coverage Period exception described above. You may submit reimbursement requests for expenses incurred as of the earliest of: • Your last day of Plan participation (last day you make contributions), or • December 31st of the year for which you are enrolled. Only expenses incurred while you are making Health Care FSA deferrals are eligible...
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Coverage under COBRA. If Company has twenty (20) or more employees as defined in the Consolidated Omnibus Budget Reconciliation Act of 1986 (“COBRA”), Company shall notify BCBSRI on a timely basis, of any “qualifying events” as defined in COBRA, and shall also notify BCBSRI, on a timely basis, of any election to continue coverage under COBRA. BCBSRI will terminate coverage upon notice of a qualifying event and retroactively reinstate coverage following election to continue cover- age under COBRA, unless specifically notified to the contrary by Company. BCBSRI will continue the COBRA coverage for such Enrolled Members until notified of their termination in accordance with BCBSRI enrollment and eligibility guidelines.
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Related to Coverage under COBRA

  • Coverage Term All insurance required herein shall be maintained in full force and effect until all work or services required to be performed under the terms of this Agreement are satisfactorily performed, completed and formally accepted by the City, unless specified otherwise in this Agreement.

  • Health and Dental Coverage A dependent child is an eligible employee’s child to age twenty-six (26).

  • Health Care Coverage The Company shall continue to provide Executive with medical, dental, vision and mental health care coverage at or equivalent to the level of coverage that the Executive had at the time of the termination of employment (including coverage for the Executive’s dependents to the extent such dependents were covered immediately prior to such termination of employment) for the remainder of the Term of Employment, provided, however that in the event such coverage may no longer be extended to Executive following termination of Executive’s employment either by the terms of the Company’s health care plans or under then applicable law, the Company shall instead reimburse Executive for the amount equivalent to the Company’s cost of substantially equivalent health care coverage to Executive under ERISA Section 601 and thereafter and Section 4980B of the Internal Revenue Code (i.e., COBRA coverage) for a period not to exceed the lesser of (A) 18 months after the termination of Executive’s employment or (B) the remainder of the Term of Employment, and provided further that (1) any such health care coverage or reimbursement for health care coverage shall cease at such time that Executive becomes eligible for health care coverage through another employer and (2) any such reimbursement shall be made no later than the last day of the calendar year following the end of the calendar year with respect to which such coverage or reimbursement is provided. The Company shall have no further obligations to the Executive as a result of termination of employment described in this Section 8(a) except as set forth in Section 12.

  • Extended Child Care Leave Upon written notification, no later than four weeks prior to the expiration of the aggregate leave taken pursuant to Clauses 21.1 (Maternity Leave) and 21.2 (Parental Leave), an employee will be granted a further unpaid leave of absence not to exceed one year. An employee wishing continued coverage under any applicable benefit plans will pay the total premium costs while on extended child care leave. An employee on extended child care leave will provide the Employer with at least one month's written notice of return from such leave. Upon return from extended child care leave, an employee will be placed in their former position.

  • Coverage According to Federal Law If coverage for you or your covered dependents is terminated and your coverage was made available through the group health plan of an employer of twenty (20) or more employees, you may be eligible for continuation of coverage according to federal law. This law is the Consolidated Omnibus Budget Reconciliation Act of 1986 as amended from time to time (“COBRA”). Your employer is responsible for making COBRA coverage available to you, and for complying with all of COBRA’s requirements. You should contact your employer if you have any questions about continuing coverage through COBRA.