Common use of COBRA Rights Clause in Contracts

COBRA Rights. Unless otherwise expressly provided in the terms and conditions of the applicable plan or policy, University benefits coverage ends at the close of business on the effective date of termination of appointment unless extended under The Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”). This law allows qualified beneficiaries to continue medical and dental insurance and/or flexible spending plan benefits if a qualifying event occurs. Those who choose to extend insurance coverage for a specified period of time may be charged up to 102% of the premium cost to the employer for such coverage. A qualifying beneficiary is a spouse, civil union partner, or dependent child covered by the University’s medical or dental plan or a faculty member who loses coverage due to termination or reduction in appointment. To be eligible for COBRA options, a faculty member undergoing a change of status that affects benefit eligibility (reduction in appointment or termination of employment, or a dependent whose dependent status is ending), must notify the Human Resources Services Office in writing within sixty (60) days following such event. All provisions above are subject to legislation as it may from time to time be amended. The University will continue to administer COBRA as prescribed by law. More comprehensive information about the rules governing COBRA administration is available through the Human Resource Services Office or its website. Change in Faculty member’s Employment Status. Any University initiated temporary reduction (not exceeding four (4) months) of a faculty member’s FTE will not affect his or her insurance coverage. However, unless otherwise agreed upon, such as in a phased retirement plan, vacation and medical leave will be based on a faculty member’s reduced FTE and retirement contributions will be based upon the reduced salary. If a faculty member initiates a reduction of FTE or length of term that results in moving outside of his or her designated benefit group, his or her benefits will be adjusted as appropriate to the new benefit group and premium cost share. Adjustments will begin automatically unless the faculty member notifies the Human Resource Services Office to discontinue insurance. This adjustment is waived for reductions lasting less than 30 calendar days; however, to maintain coverage, a faculty member must always make his or her own required personal contributions. Dependents’ Coverage. Faculty may apply for benefits for eligible dependents under University medical, dental and life insurance plans. The University reserves the right to require proof of marriage, proof of civil union status and proof of legal responsibility for dependent children. Coverage eligibility will also include for the first three (3) months of employment, the same-sex spousal equivalent of the new employee who comes to UVM from another state where same sex marriage or civil unions are not legal. Such employees must provide proof of marriage within three

COBRA Rights. Unless otherwise expressly provided in the terms and conditions of the applicable plan or policy, University benefits coverage ends at the close of business on the effective date of termination of appointment unless extended under The Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”). This law allows qualified beneficiaries to continue medical and dental insurance and/or flexible spending plan benefits if a qualifying event occurs. Those who choose to extend insurance coverage for a specified period of time may be charged up to 102% of the premium cost to the employer for such coverage. A qualifying beneficiary is a spouse, civil union partner, or dependent child covered by the University’s medical or dental plan or a faculty member who whose loses coverage due to termination or reduction in appointment. To be eligible for preserve COBRA options, a faculty member undergoing a change of status that affects benefit eligibility (reduction in appointment or termination of employment, or who has a dependent whose dependent status is ending), must notify the Human Resources Services Office in writing within sixty (60) days following such event. All provisions above are subject to legislation as it may from time to time be amended. The University will continue to administer COBRA as prescribed by law. More comprehensive information about the rules governing COBRA administration is available through the Human Resource Resources Services Office or its website. Change C hange in Faculty member’s Employment Status. Any University initiated temporary reduction (not exceeding four (4) months) of a faculty member’s FTE will not affect his or her insurance coverage. However, unless otherwise agreed upon, such as in a phased retirement plan, vacation and medical leave will be based on a faculty member’s reduced FTE and retirement contributions will be based upon the reduced salary. If a faculty member initiates a reduction of FTE or length of term that results in moving outside of his or her designated benefit group, his or her benefits will be adjusted as appropriate to the new benefit group and premium cost sharegroup. Adjustments will begin automatically unless the faculty member notifies the Human Resource Resources Services Office to discontinue insurance. This adjustment cost is waived for reductions lasting less than 30 calendar days; however, to maintain coverage, a faculty member must always make his or her own required personal contributions. DependentsD ependents’ Coverage. Faculty may apply for benefits for eligible dependents under University medical, dental and life insurance plans. The University reserves the right to require proof of marriage, proof of civil union status and proof of legal responsibility for dependent children. Coverage eligibility will also include for the first three (3) months of employment, the same-sex spousal equivalent of the new employee who comes to UVM from another state where same sex marriage or civil unions are not legal. Such employees must provide proof of marriage within three (3) months of employment in order to retain spousal benefits. Under special circumstances, a faculty member may apply to the Xxxxxxx for an extension of this three-month period. The Xxxxxxx shall decide, in his or her discretion, whether to grant an extension. Faculty whose spouses or civil union partners are also University employees may not carry duplicate medical, dental or life insurance coverage for themselves, their spouse/civil union partner or their dependents through the University, nor will they be permitted to combine their health and dental University contributions for the purchase of higher-cost benefits. Dispute Resolution. Denial of eligibility for coverage in any benefits plan described in this Article is grievable. Disputes between faculty and the University regarding eligibility for specific benefits for which this Article provides shall be subject to the contract dispute resolution procedures contained in the providers’ plan documents, unless otherwise required by law. Adjudication of claims is handled by the carriers through their respective dispute resolution processes.

COBRA Rights. Unless otherwise expressly provided in the terms and conditions of the applicable plan or policy, University benefits coverage ends at the close of business on the effective date of termination of appointment unless extended under The Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”). This law allows qualified beneficiaries to continue medical and dental insurance and/or flexible spending plan benefits if a qualifying event occurs. Those who choose to extend insurance coverage for a specified period of time may be charged up to 102% of the premium cost to the employer for such coverage. A qualifying beneficiary is a spouse, civil union partner, or dependent child covered by the University’s medical or dental plan or a faculty member who loses coverage due to termination or reduction in appointment. To be eligible for COBRA options, a faculty member undergoing a change of status that affects benefit eligibility (reduction in appointment or termination of employment, or a dependent whose dependent status is ending), must notify the Human Resources Services Office in writing within sixty (60) days following such event. All provisions above are subject to legislation as it may from time to time be amended. The University will continue to administer COBRA as prescribed by law. More comprehensive information about the rules governing COBRA administration is available through the Human Resource Services Office or its website. Change C hange in Faculty member’s Employment Status. Any University initiated temporary reduction (not exceeding four (4) months) of a faculty member’s FTE will not affect his or her their insurance coverage. However, unless otherwise agreed upon, such as in a phased retirement plan, vacation and medical leave will be based on a faculty member’s reduced FTE and retirement contributions will be based upon the reduced salary. If a faculty member initiates a reduction of FTE or length of term that results in moving outside of his or her their designated benefit group, his or her their benefits will be adjusted as appropriate to the new benefit group and premium cost share. Adjustments will begin automatically unless the faculty member notifies the Human Resource Services Office to discontinue insurance. This adjustment is waived for reductions lasting less than 30 calendar days; however, to maintain coverage, a faculty member must always make his or her their own required personal contributions. DependentsD ependents’ Coverage. Faculty may apply for benefits for eligible dependents under University medical, dental and life insurance plans. The University reserves the right to require proof of marriage, proof of civil union status and proof of legal responsibility for dependent children. Coverage eligibility will also include for the first three (3) months of employment, the same-sex spousal equivalent of the new employee who comes to UVM from another state where same sex marriage or civil unions are not legal. Such employees must provide proof of marriage within three