COBRA Continuation of Coverage
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.
Your health care, limited purpose Flexible Spending Account and Wellness Incentive Health Reimbursement Account may be continued through COBRA for the remainder of the plan year in which your qualifying event occurs pending eligibility based on balance and distribution. For more information, please contact email@example.com.
|2020 Medical Plan Premiums
(Includes Vision Plan Coverage)
|Purdue Health Plan|
|Participant & Children||$1,214.08|
|Participant & Spouse||$1,517.55|
|Purdue Health Plan Plus HSA 1
|Participant & Children||$1,072.79|
|Participant & Spouse||$1,340.90|
|Purdue Health Plan Plus HSA 2
|Participant & Children||$966.65|
|Participant & Spouse||$1,208.32|
|Purdue Health Plan J-1 Visa
(Coverage offered to J-1 Visa holders only.)
|Participant & Children||$1,086.10|
|Participant & Spouse||$1,357.61|
|Participant & Children||$25.90|
|Participant & Spouse||$17.84|
|Option 1 (POS)|
|Participant & Children||$76.60|
|Participant & Spouse||$59.33|
|Option 2 (PPO/Standard)|
|Participant & Children||$45.52|
|Participant & Spouse||$34.94|
|STAND ALONE VISION|
|Participant & Children||$13.23|
|Participant & Spouse||$12.40|
|CENTER FOR HEALTHY LIVING|
|Participant & Children||$23.11|
|Participant & Spouse||$28.90|
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 Discovery Benefits.
COBRA benefit laws, regulations and other helpful links
U.S. Department of Labor
Continuation of Health Coverage - COBRA information
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