Federal employees are covered by a law similar to COBRA. Those employees should contact the personnel office serving their agency for more information on temporary extensions of health benefits.

The Family and Medical Leave Act, effective August 5, 1993, requires an employer to maintain coverage under any group health plan for an employee on FMLA leave under the same conditions coverage would have been provided if the employee had continued working. Coverage provided under the FMLA is not COBRA coverage, and FMLA leave is not a qualifying event under COBRA.

COBRA continuation coverage laws are administered by several agencies. The Departments of Labor and Treasury have jurisdiction over private-sector health group health plans. The Department of Health and Human Services administers the continuation coverage law as it affects public-sector health plans. The Labor Department's interpretive and regulatory responsibility is limited to the disclosure and notification requirements of COBRA.

Yes, you will be a federal Department of Defense civilian employee under the administrative functions of the Navy. You will receive generous pension, health, insurance and other benefits.

Flexible Spending Accounts (FSA) - http://www.opm.gov/insure/pretax/fsa or http://www.fsafeds.comor 1-877-372-3337

There are three elements to qualifying for COBRA benefits. COBRA establishes specific criteria for plans, qualified beneficiaries, and qualifying events: Plan Coverage - Group health plans for employers with 20 or more employees on more than 50 percent of its typical business days in the previous calendar year are subject to COBRA. Both full and part-time employees are counted to determine whether a plan is subject to COBRA.

Health plan rules must explain how to obtain benefits and must include written procedures for processing claims. Claims procedures must be described in the Summary Plan Description. You should submit a claim for benefits in accordance with the plan's rules for filing claims. If the claim is denied, you must be given notice of the denial in writing generally within 90 days after the claim is filed.

Materials should be sent to you after you leave the university. Please contact Benefits at 386-822-7058.

Technically yes. However, because federal entities and employees cannot be recipients of these funds, that also means that federal employees cannot make decisions for the recipient of the funds. Therefore, the federal employee that is a co-PI could not direct the expenditure of any funding.

employees of Memphis City Schools, Fellows are eligible for the same comprehensive benefits as all teachers. These benefits include a choice of medical, vision, dental, and retirement plans. For more information on teacher benefits, visit the Memphis City Schools employee benefits page.

Qualified beneficiaries must be offered coverage identical to that available to similarly situated beneficiaries who are not receiving COBRA coverage under the plan (generally, the same coverage that the qualified beneficiary had immediately before qualifying for continuation coverage). A change in the benefits under the plan for the active employees will also apply to qualified beneficiaries.

Yes. Under HIPAA any period of time that you are receiving COBRA continuation coverage is counted as previous health coverage as long as the coverage occurred without a break in coverage of 63 days or more. For example, if you were covered continuously for 5 months by a previous health plan and then received 7 months of COBRA continuation coverage, you would be entitled to receive credit for 12 months of coverage by your new group health plan. Not if you enroll when you are first eligible.

Under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA), Tricare will provide a divorced civilian spouse with 36 months of health insurance. This type of program is called the Continued Health Care Benefit Program. Unfortunately, the COBRA program is very expensive, and it is cost prohibitive for many military families. However, if the civilian spouse has a preexisting medical condition, it could be worthwhile. A former military spouse has to be very prompt to apply for COBRA.

COBRA is an acronym for “Consolidated Omnibus Budget Reconciliation Act of 1985.” COBRA requires employers to offer continuation of group health and/or dental benefits for a specified time to individuals who would otherwise lose coverage due to certain qualifying events.

Recruitment via employee referral is highly beneficial to all 3 parties involved: the candidate, the employee and the recruiting employer. Learn about the benefits specific to candidates, moles and employers

Benefits are computed based on job classification and with health, medical, and other fringe benefits factored in. Staff from the District's Budget Services Division have information about the current rates.

The City obligation to continue health benefits under FMLA ceases if the employee does not return to work and the 12 week entitlement is exhausted. This occasion creates the qualifying event enabling the employee to elect to continue 18 months of the health benefits by paying their own insurance premiums, a right created by federal COBRA legislation. See your Personnel Officer if you need to use this entitlement.

Basically, the sick leave provided by the employer is the TDI benefits for a state or county employee. However, if your combined total of used and unused sick leave credits within a benefit year is less than three weeks prior to the disability, you may be entitled to additional TDI benefits.

In most cases, it's to your advantage to retain prescription drug coverage through TRICARE (the military's health program), the Department of Veterans Affairs or the Federal Employee Health Benefits Program. However, if you have limited income and resources, you may quality for extra help paying for prescription drugs through Medicare Part D. Before you change your coverage, contact your benefits administrator or your FEHBP insurer.

If your position is eliminated because screening operations at a specific airport are privatized you will most likely be involuntarily separated through work force reduction procedures (layoffs). If this happens, the effect on Federal benefits (health, life, retirement, etc.) is the same as for employees laid off for other reasons. In general, you would have a limited period of time to transfer health and life insurance coverage to a non-group policy.

Employees who are covered by a Federal Employee Health Benefits Plan are required to pay the employee's share of the premium while in a nonpay status. Employees shall make appropriate arrangements for payment of the premiums with the servicing payroll office. After 365 days in a nonpay status, health insurance stops subject to a 31-day extension for conversion to nongroup coverage. Enrollment will end on the last day of the pay period that included the 365th day of continuous nonpay status.

For a complete explanation of COBRA benefits, please see the COBRA section of the web site, which details your COBRA rights and instructions for election.

Medical, dental, prescription, and vision insurance coverage may be continued under COBRA. Group life and optional life cannot be continued under COBRA.