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Continuing Coverage with COBRA

When your employment at Carnegie Mellon ends or a dependent's eligibility for coverage ends, the individual's benefits coverage will be terminated. However, you may continue the medical/prescription, dental, vision and health care flexible spending account benefits coverage through COBRA for up to 18 - 36 months (depending on the reason for loss of coverage) or until new coverage is retained.

• 2008 Benefits Workbook for COBRA Participants (.pdf)
• 2008 Benefits Enrollment/Change Form for COBRA Participants (.pdf)

Eligibility and Cost

• An employee, spouse or dependent child covered by our benefits plans may buy continued coverage at the full cost for that coverage plus a 2% administrative fee.
• COBRA coverage may not be available to employees whose termination is for misconduct.
• Employees who retire between ages 60-65 may continue their benefits coverage through COBRA.
• Coverage may continue for up to 18 to 36 months, depending on the circumstances under which you or your dependents lost coverage.
• Restrictions apply. Please read the section on COBRA in the Summary Plan Description for your benefit plan.

Process for Electing to Continue Coverage

1. Carnegie Mellon will notify Coordinated Benefits Corp., Carnegie Mellon's COBRA administrator, within 30 days after a change in coverage due to termination, resignation, retirement, reduction of hours, etc. OR
   
2. You must notify Carnegie Mellon within 60 days if a dependent loses benefits coverage eligibility due to divorce, no longer a full-time student, etc. so that we may notify Coordinated Benefits Corp.
3. Coordinated Benefits Corp. will notify you within 14 days of receiving notification from Carnegie Mellon. You be receive a form to complete if you wish to continue coverage.
4. You then have 60 days to notify Coordinated Benefits Corp. if you wish to continue coverage with COBRA.

When Coverage Ends

Benefit Features	When Coverage Ends	Continuation	Highlights
Health, Dental, Vision insurance	Last day of month in which employment ends	You may choose to buy continued coverage under some circumstances under COBRA.	Upon enrolling for COBRA continuation coverage, you are eligible to continue coverage for up to 18 months by paying the full cost of coverage plus a 2% administrative fee. If you are relocating away from the Pittsburgh area and are enrolled in an HMO, you may change your health plan since you'll no longer be in the service area.
Employee Assistance Program	Last paid date of employment	None	Not Applicable
Child Care Benefits	Last paid date of employment	None	Not Applicable
Tuition Benefits	Last day of semester in which employment ends	None	Not Applicable
Life Insurance	Last paid date of employment	You may be able to convert coverage to an individual life insurance policy.	Contact Human Resources to start the process
Accidental Death and Dismemberment	Last paid date of employment	None	Not Applicable
Business Travel Accident Insurance	Last paid date of employment	None	Not Applicable
Retirement Plan	Last paid date of employment	You may leave your account or rollover to another qualified plan.	If your contributions are vested - meaning you have worked for two full years plus at least 1,000 hours in the third year - you own the money in your account.
Supplemental Retirement Accounts	Last paid date of employment	You may leave your account or rollover to another qualified plan.	You are fully vested in all money you've contributed to your account, plus earnings, if any.
Reimbursement Accounts	Last day of month in which employment ends	None	A Health Care Flexible Spending Account may be continued through COBRA (although the tax benefits of doing so are affected). Dependent Care Flexible Spending Accounts may not be continued under COBRA.

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For more information:

• Search for In-Network Providers (medical, prescription, dental and vision plans)
• Health Care Summary of Benefits and Preventive Care Schedules (for each plan)
• Prescription Drug Coverage Information
• Vision Coverage Options
• Dental Coverage Options
• Selecting a Plan if you Relocate Outside Western Pennsylvania (.pdf)

© Carnegie Mellon Human Resources 2004