Carnegie Mellon University

Continuation of Coverage (COBRA)

When you or a covered dependent lose eligibility to participate in our health plans, the coverage will be terminated. However, under most circumstances, you may continue the medical/prescription, dental, vision and health care flexible spending account benefits coverage through COBRA. Under COBRA, you will pay the full group cost of the plan, plus a 2% administrative fee.

Read the Benefits Guide for more detailed information about plan options (see the "Continuation of Benefits (COBRA)" section for a COBRA overview):

General Notice of COBRA Continuation Coverage Rights [pdf]

Electing to Continue Coverage

  1. Carnegie Mellon will notify Benefit Coordinators Corporation (BCC), Carnegie Mellon's COBRA administrator, within 30 days after a loss of coverage.
    • You must notify CMU within 30 days if a dependent loses benefits eligibility due to a divorce, etc.
  2. BCC will notify you within 14 days of receiving notification about your COBRA eligibility. You will receive a form to complete to continue your coverage through COBRA.
  3. Notify BCC within 60 days to continue coverage with COBRA. Coverage will be retroactive to the date you lost active coverage, if you elect to participate. You do not need to enroll in COBRA before your active coverage ends.

Eligibility

Event under which COBRA is offered

Who may be covered in our benefits plan through COBRA

Employee is separated/terminated from the university (unless terminated for misconduct)

employee, spouse or dependent child who was covered by our benefits plans at the time of separation

Employee loses benefits eligibility (change in status, hours, etc.)

employee, spouse or dependent child who was covered by our benefits plans at the time of loss of eligibility

Dependent loses eligibility for coverage through Carnegie Mellon (due to age, divorce, etc.)

the spouse or dependent child who lost eligibility

Early retirement from Carnegie Mellon (age 60 through 64)

employee, spouse or dependent child who was covered by our benefits plans at the time of separation

Leave of absence that is not benefit-supported

employee, spouse or dependent child who was covered by our benefits plans at the time the leave began

COBRA coverage is generally offered for up to 18 months, or longer depending on the circumstances.

Individuals must enroll in the same plans they had as a covered member (unless they were enrolled in the DHMO and are relocating to an area outside of the DHMO service area). You may change plans during the annual Open Enrollment period, or add/delete dependents upon a life status change. (Contact BCC at 800-685-6100 if you experience a status change.)

Benefits Continuation: When Coverage Ends

All university benefits terminate on the last paid date of employment, except those stated otherwise below. Benefits may not be continued or retained after your coverage ends, except as stated otherwise below.

Benefit Features

When Coverage Ends

Continuation

Medical, Prescription, Dental and Vision Insurance

Last day of month in which employment ends

You may choose to buy continued coverage under COBRA by paying the full cost of coverage plus a 2% administrative fee.

Spending Accounts

Last day of month in which employment ends

A Health Care Flexible Spending Account may be continued (although the tax benefits of doing so are affected) in order to incur expenses to use contributed funds.

Dependent Care Reimbursement Accounts may not be continued under COBRA.