Coverage under COBRA Sample Clauses

Coverage under COBRA. If GROUP has twenty (20) or more Employees as defined in the COBRA statute, GROUP shall notify BCBSRI on a timely basis of any “qualifying events”, as defined in COBRA. GROUP shall notify BCBSRI of any election to continue coverage under COBRA. BCBSRI will end coverage upon notice of a qualifying event. BCBSRI will retroactively reinstate coverage following election to continue coverage under COBRA, unless BCBSRI is specifically notified to the contrary by GROUP. BCBSRI will continue COBRA coverage for such Enrolled Members until notified by GROUP to cancel. The cancellation date will be based on BCBSRI enrollment guidelines.

Coverage under COBRA. If you were enrolled in IP medical coverage on your Last Day of Active Employment, then you are eligible for COBRA coverage for up to a total of 18 months by federal law. You must complete a COBRA election form to receive the COBRA coverage. If you do so, IP will pay up to the first six (6) months of premiums of COBRA coverage for you and your eligible dependents. If you want your COBRA coverage to continue after that time (subject to the normal rules of COBRA), you will be required to pay the applicable monthly rate for the additional period of coverage. Enrollment in Medicare after you elect COBRA will terminate your COBRA coverage. Same, except that you will not be eligible for six months of IP-paid COBRA premiums. Pg. 8 COBRA and pre-Medicare Medical Coverage (continued) ● Retiree medical coverage for pre-Medicare retirees. IP does not offer a group medical plan or other retiree medical coverage. IP has contracted with Via Benefits, a company assisting pre-Medicare retirees to enroll in medical plans. Via Benefits will assist you in selecting health care coverage through the Health Insurance Marketplace – that is, your individual medical and prescription drug plan. IP has established a pre-Medicare Retiree Health Reimbursement Arrangement (HRA)4 for the benefit of eligible retirees to assist in the payment of eligible health care expenses. You are eligible for a pre-Medicare HRA if you are: ● at least age 55 with 10 years of service on your Last Day of Active Employment, and ● your age plus service with IP was greater than or equal to 60 as of Jan. 1, 2004 (this does not apply to employees working for a company acquired by IP post 12/31/03), and ● you are not eligible for Medicare, and you are not enrolled in COBRA.

Coverage under COBRA. You are eligible to purchase the same medical, dental, vision, and EAP coverage under the provisions of federal COBRA regulations for up to 18 months from your last day of work. Please note that the coverage you have during your Salary Continuance Period is included as part of the 18 months of COBRA eligibility. The Raytheon Benefit Center (COBRA administrator) will mail detailed information, including the cost of coverage and how to apply, to your last known address on file at the Raytheon Benefit Center (RBC) within 14 days of receiving notification of your coverage termination. You will then have 60 days from the end of your Benefits Coverage Period as stated in your Benefits Notice (which includes your Salary Continuance Period) to make elections to continue coverage. You will NOT receive another COBRA notice after your Benefits Coverage Period expires. Failure to make COBRA premium payments in a timely manner will result in termination of COBRA coverage. After your COBRA coverage ends, you may be able to purchase a non-group medical insurance policy from the medical plan carrier that provided your COBRA coverage. This policy will differ from the COBRA group plan. To determine if your health plan offers a conversion option, and what the cost would be, call the member service number for your medical plan carrier. There are no provisions for converting your Dental and Vision Care coverages. You may also find that other coverage options are available to you under the Affordable Care Act through the Health Insurance Marketplace exchanges in your state. You may be eligible for a tax credit that lowers your monthly insurance premium. Being eligible for COBRA does not limit your eligibility for the tax credit. Additionally, under HIPAA, you may qualify for a special enrollment opportunity for another group health plan for which you are eligible (such as a spouse’s plan), even if the plan generally does not accept late enrollees, if you request enrollment within 30 days. The Health Care Flexible Spending Account Plan (FSA): Health Care FSA deductions will continue during your Salary Continuance Period, subject to the Benefits Coverage Period exception described above. You may submit reimbursement requests for expenses incurred as of the earliest of: • Your last day of Plan participation (last day you make contributions), or • December 31st of the year for which you are enrolled. Only expenses incurred while you are making Health Care FSA deferrals are eligible...

Coverage under COBRA. If Company has twenty (20) or more employees as defined in the Consolidated Omnibus Budget Reconciliation Act of 1986 (“COBRA”), Company shall notify BCBSRI on a timely basis, of any “qualifying events” as defined in COBRA, and shall also notify BCBSRI, on a timely basis, of any election to continue coverage under COBRA. BCBSRI will terminate coverage upon notice of a qualifying event and retroactively reinstate coverage following election to continue cover- age under COBRA, unless specifically notified to the contrary by Company. BCBSRI will continue the COBRA coverage for such Enrolled Members until notified of their termination in accordance with BCBSRI enrollment and eligibility guidelines.