Coverage After Termination. All coverage will terminate when employment with the Employer terminates except as follows (provided that applicable contributions are paid):
Coverage After Termination. Employees who terminate their employment at the Sea Mar Community Health Centers will be eligible for continued health insurance coverage for the entire month, providing they work at least the first working day of the month and give two (2) weeks’ notice of resignation. PTO shall not constitute notice. This Section does not apply to employees terminated for just cause as defined by Policy 100.17.
Coverage After Termination. If an Individual’s coverage terminates while he/she is receiving treatment under a preauthorization of benefits which was approved while he/she was eligible for benefits, benefits will not continue to be paid for such approved treatment.
Coverage After Termination. Benefits will not be paid for services provided after your coverage ends, including pre-determined services, except for multiple appointment procedures with a date of service before the termination of coverage which were completed within thirty (30) days from the date your coverage ended. Such benefits will be subject to all conditions specified in This Contract. COBRA: Under Federal law it is the Employer Group's responsibility, as Plan Administrator, to inform employees and dependents of the availability, terms, and conditions of continuation coverage available under COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985). COBRA requires most employers who have twenty or more employees and sponsor Employer Group health benefits to offer employees and their covered dependents the opportunity for a temporary extension of Employer Group health coverage at Employer Group rates in certain instances where coverage under the plan would otherwise end. Employer Group health coverage can include dental coverage depending on whether dental is considered a "core" benefit as defined in the COBRA regulations. This coverage is known as Continuation Coverage. It is the Employer Group's responsibility to inform the employee of their rights under COBRA and to inform DDAZ of those Subscribers and/or Covered Dependents who satisfy the criteria to continue coverage under this regulation. See Arizona Continuation Coverage below for groups with 1-20 employees. ARIZONA CONTINUATION COVERAGE: Under Arizona law effective 1/1/19 (Arizona Revised Statutes Section 20-2330, Continuation of small group coverage; notice; duration; definitions), it is a Small Employer’s responsibility to provide notice of the right to continuation coverage to qualifying employees and dependents. The required contents of the notice, definition of Small Employer, terms and conditions of the continuation coverage and responsibilities of the Small Employer, are set forth in ARS Section 20-2330. It is the Small Employer’s responsibility to inform the employee of their rights under Arizona’s continuation coverage law and to inform DDAZ of those Subscribers and/or Covered Dependents who satisfy the criteria to continue coverage under this law. CONVERSION COVERAGE:
Coverage After Termination. No health insurance will be provided beyond the teacher’s date of termination except as provided in §9.3.
