Talk to your employer about whether you qualify for a leave of absence and how it will affect your work status. Contact the Administrative Office to discuss how a leave of absence will affect your benefits.
FMLA requirements do not apply to certain small employer groups (generally those who regularly employ less than 50 employees). If your employer is subject to FMLA requirements:
If you must leave work with a participating employer to perform military service, federal law (the Uniformed Services Employment and Reemployment Rights Act or USERRA) gives you certain rights regarding your benefit coverage.
You may elect to continue your benefits coverage for up to the lesser of:
If you are on leave for less than 31 days, your benefit coverage will continue as long as your employer continues to make contributions to the Trust on your behalf.
If you are on leave for 31 days or more, you may continue self-pay coverage pursuant to USERRA and COBRA (your participating employer is NOT required to make contributions to the Trust).
If you are on leave due to a short-term disability, your health benefits will continue as long as your employer makes contributions to the Trust on your behalf during your absence.
If you do not return to work, your benefits will end; however, you may continue self-pay coverage through COBRA.
The Plan will provide Trust-paid return-to-work coverage for the month following the month in which you return to work from a layoff, short hours, leave of absence, disability or labor dispute, provided both of the following requirements are met:
You, your spouse and your dependents may qualify to continue self-pay coverage through COBRA (the Consolidated Omnibus Budget Reconciliation Act) when your eligibility for coverage ends.
Self-pay coverage through COBRA allows you to continue coverage for a temporary period, in situations such as a job loss or a reduction in hours.
To be eligible for COBRA, you must lose eligibility for one of these reasons:
Enrolled dependents have the right to enroll in self-pay coverage through COBRA in the following events:
Please refer to the Active Employee Plan Benefit Summary Plan Description or Retiree Plans Summary Plan Description, or contact the Administrative Office for more information about self-pay coverage through COBRA.
To be eligible for COBRA you must provide written notice to the Administrative Office within 60 days from the date of the occurrence of the death, divorce or loss of dependent coverage status (as applicable); or the date coverage would be lost.
Please refer to the Active Employee SPD or your COBRA Election Packet for information regarding types of COBRA coverage available, costs, and deadlines.
You pay the full cost of coverage plus a 2% administrative fee.
Your first self-payment must be made within 45 days after the day you enroll and include payment for all past months since your Trust Plan coverage ended.
You may continue to self-pay for up to 18 or 36 months (depending on the qualifying event).
Contact the Administrative Office for monthly dollar amounts, additional details, and to enroll.
Tip: You may be eligible for lower-cost alternatives.