Continuation of Benefits After Leaving the University or Becoming Ineligible for Benefits
Under federal law, and the Consolidated Omnibus Budget Reconciliation Act (COBRA), the University of Northern Iowa is required to offer covered employees and their covered family members the opportunity for a temporary extension of group coverage of health, dental, vision, and health care flexible spending account (FSA) at group rates when coverage would otherwise end due to certain qualifying events (i.e. termination of your employment or a reduction of hours).
If COBRA coverage is elected, you will pay the full premium cost plus a 2% administrative fee. If you are the covered spouse of an employee of UNI, you may have the right to elect continuation of coverage for yourself if you lose group health, dental, or vision coverage for any of the following reasons:
- A termination of your spouse's employment or reduction of your spouse's work hours.
- The death of your spouse.
- Divorce or legal separation from your spouse.
- Your spouse becomes entitled to Medicare.
If you are the dependent child of an employee of UNI, you may have the right to elect continuation of coverage for yourself if you lose group health, dental, or vision coverage for any of the following reasons:
- A termination of the employee’s employment or reduction of the employee’s work hours.
- The death of the employee.
- Parent’s divorce or legal separation.
- The employee becomes entitled to Medicare.
- You cease to be a “dependent child” under policy definition.
Once Human Resource Services is notified that a qualifying event has occurred, they will notify the covered individuals of their right to elect continuation of coverage through COBRA.
If you are not enrolled in a health, dental, vision, and/or a health care FSA at the time of separation from the university, you and your family members will not be offered COBRA coverage for that respective plan.
A former domestic partner and their dependents will not be eligible for COBRA and will not be notified of termination. COBRA will not be offered to a domestic partner or their children if the employee terminates employment, or if the domestic partner’s dependents have an event that makes them ineligible for your plan.
|Termination as a result of approved long term disability through the university||24|
|Death of employee||36|
|Aged out dependent||36|
Frequently Asked Questions
- 1Q: How long can I continue COBRA coverage through the University?
COBRA beneficiaries are generally eligible for group coverage for a maximum of 18 months for qualifying events due to employment termination or a reduction in hours that results in loss of benefits. Certain qualifying events, or a second qualifying event during the initial period of coverage, may permit a beneficiary to receive a maximum of 36 months of coverage. For more information regarding COBRA coverage, please visit the Department of Labor website.
- 2Q: What type of coverage is offered with COBRA?
The coverage you receive is an extension of ayour current health, dental, vision and/or your health care flexible spending plan through the University. The only difference is that you pay the full premium, plus a 2% administration fee, directly to Wellmark and Delta Dental. COBRA premiums for Avesis vision insurance are paid to UNI. The premiums to continue to access your health care flexible spending contributions will paid to ASI Flex.
- 3Q: If I elect to continue Delta Dental insurance, can I still use the DeltaVision® Discount Program?
Yes, as long as you continue Delta Dental coverage through the university, you and anyone you are covering, are still eligible to use the discounts available through the DeltaVision® Discount Program.