COBRA Coverage
Life is full of changes.
Children grow up, employees retire or change jobs. It's a potentially devastating error to go without insurance during a change in family status. For many of these occurrences, COBRA can help with the transition.
In compliance with the Consolidated Omnibus Budget Reconciliation Act (COBRA), Purdue allows continuation of group medical insurance and health care flexible spending accounts for up to 18 months in the following situations:
- An employee terminates for any reason other than gross misconduct.
- An employee retires.
- An employee's number of work hours is reduced to a level ineligible for benefits.
If an employee who qualifies for Social Security disability benefits terminates, special rules allow up to 29 months of COBRA coverage.
COBRA also permits dependents of Purdue employees to be insured when they would otherwise lose coverage. Typically this occurs when the age cap is reached. Spouses may elect COBRA in the event of a divorce or if the employee dies. Spouses and dependent children may elect to purchase health coverage for up to 36 months in these situations.
This benefit is available to eligible employees and their dependents. Same-sex domestic partners and SSDP dependents are only eligible to enroll in COBRA if the employee elects COBRA and they enroll with the employee.
You have 60 days — from the date your coverage ends OR the date of your COBRA notification, whichever comes later — to elect coverage. If elected, your initial premium is due 45 days after the election date. Coverage and pro-rated premiums are effective back to the qualifying event date. The University will notify terminated employees of their COBRA rights. For other circumstances, however, it is the responsibility of the affected individual to notify Human Resources Service Center (HRSC) or the regional Human Resources office within 31 days of a qualifying event. Your COBRA notification will come from the vendor InfiniSource.
Premiums for coverage will be 102 percent of the full cost of the medical plan selected. (Full cost = employee plus University premiums.)
The premiums in the chart below do not include any applicable tobacco-user additional premium.
| 2013 COBRA Contributions | Monthly Rates | Annual Rate |
|---|---|---|
| Purdue Choice Fund | ||
| Member only | $562 | $6,744 |
| Member and children | $927 | $11,124 |
| Member and spouse | $1,348 | $16,176 |
| Member and family | $1,629 | $19,548 |
| Purdue Incentive | ||
| Member only | $627 | $7,524 |
| Member and children | $1,035 | $12,420 |
| Member and spouse | $1,505 | $18,060 |
| Member and family | $1,819 | $21,828 |
| Purdue Copay | ||
| Member only | $644 | $7,728 |
| Member and children | $1,063 | $12,756 |
| Member and spouse | $1,546 | $18,552 |
| Member and family | $1,868 | $22,416 |
What would cause this benefit coverage to end?
This coverage ends when the continuation period expires, payment is not received, or the University cancels the health plan contract.
Additional Resources
Infinisource
COBRA benefit laws, regulations and other helpful linksU.S. Department of Labor
Continuation of Health Coverage - COBRA information