• Continuation of Coverage

     

    COBRA Continuation of Coverage

    The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA).  COBRA continuation coverage can become available to you when you would otherwise lose your group health coverage.   It can also become available to other members of your family who are covered under the Plan when they would otherwise lose their group health coverage.  

    For additional information about your rights and obligations under the Plan and under federal law, you should review the Plan’s Summary Plan Description or contact the Plan Administrator.

     

    What is COBRA Continuation Coverage?

    COBRA continuation coverage is a continuation of Plan coverage when coverage would otherwise end because of a life event known as a “qualifying event.”  Specific qualifying events are listed later in this notice.  After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.”   You, your spouse, and your dependent children could become qualified beneficiaries if coverage under the Plan is lost because of the qualifying event.  Under the Plan, qualified beneficiaries who elect COBRA continuation coverage must pay for COBRA continuation coverage.

     If you are an employee, you will become a qualified beneficiary if you lose your coverage under the Plan because either one of the following qualifying events happens: 

    • Your hours of employment are reduced, or
    • Your employment ends for any reason other than your gross misconduct.

    If you are the spouse of an employee, you will become a qualified beneficiary if you lose your coverage under the Plan because any of the following qualifying events happens: 

    • Your spouse dies;
    • Your spouse’s hours of employment are reduced;
    • Your spouse’s employment ends for any reason other than his or her gross misconduct; 
    • Your spouse becomes entitled to Medicare benefits (under Part A, Part B, or both); or
    • You become divorced or legally separated from your

    Your dependent children will become qualified beneficiaries if they lose coverage under the Plan because any of the following qualifying events happens: 

    • The parent-employee dies;
    • The parent-employee’s hours of employment are reduced;
    • The parent-employee’s employment ends for any reason other than his or her gross misconduct;
    • The parent-employee becomes entitled to Medicare benefits (Part A, Part B, or both);
    • The parents become divorced or legally separated; or
    • The child stops being eligible for coverage under the plan as a “dependent child.”

    If You Have Questions

    Questions concerning your Plan or your COBRA continuation coverage rights should be addressed to the contact or contacts identified below.             For more information about your rights under ERISA, including COBRA, the Health Insurance Portability and Accountability Act (HIPAA), and other laws affecting group health plans, contact the nearest Regional or District Office of the U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) in your area or visit the EBSA website at www.dol.gov/ebsa.(Regional EBSA Office: Texas Dallas Regional Office, 525 South Griffin St, Rm 900, Dallas, TX 75202-5025, Tel 972-850-4500, Fax 214-767-1055)

     

    Plan Contact Information

    South San Antonio ISD 

    Human Resource Department

    5622 Ray Ellison Blvd San Antonio, TX 78242

    210-977-7000

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