Termination of Coverage/COBRA

Termination of coverage

The following plans terminate at midnight on the last day of the month of separation from employment:

  • UNM Health*
  • BlueCross BlueShield of New Mexico*
  • Presbyterian Health*
  • Delta Dental Plan*
  • Vision Service Plan*
  • FSA - Medical Reimbursement Account (check with the Benefits Office at 505-277-MyHR (6947))*
  • FSA - Dependent Care Spending Account
  • The Hartford Short-term Disability
  • The Hartford Life and Long-term Disability (portability or conversion may apply)
  • The Hartford Long-Term Disability (LTD) (portability or conversion may apply)
  • The Hartford Accidental Death & Dismemberment (AD&D) (portability or conversion may apply)
  • Unum - Long-Term Care (conversion may apply)

*You may elect to continue UNM's group health coverage in accordance with the federal guidelines of the Consolidated Omnibus Budget Reconciliation Act (COBRA). Refer to the next section on COBRA for additional information, or contact the HR Service Center at 505-277-MyHR (6947) for detailed information and premium cost.

Also, you may decide to terminate one or more Health, Life, or Disability plans during Open Enrollment in late spring. Termination during this time will typically be effective at the end of the current Plan Year.

 

Documents

 

Dependent coverage termination

Dependent coverage terminates at the end of the month in which the dependent loses eligibility. Refer to the information in the section titled "Qualifying Change in Status" for further information.

Dependents who have lost their eligibility may elect to continue their medical, dental, and/or vision coverage through UNM under the provisions of COBRA. COBRA is not offered when dependents are deemed ineligible via UNM's Aon Dependent Eligibility Verification process.

Consolidated Omnibus Budget Reconciliation Act (COBRA)

In accordance with the COBRA continuation provision, employees who separate from the University may elect to continue their medical, dental, and/or vision insurance for up to eighteen (18) months. The covered individual pays 102% of the premium costs.

Contact the HR Service Center at 277-MYHR or 277-6947 (MYHR) for detailed information.

Who is eligible for COBRA coverage?

  • A covered employee who is (or was) covered under the University's group medical, dental, and/or vision plan at the time of the qualifying event.
  • Qualified Beneficiaries: Employee's legal spouse and/or dependent children, provided each is (or was) insured under the plan on the day before the qualifying event occurred.

Qualifying Events and Continuation of Coverage

Qualifying EventQualified BeneficiariesContinuation Coverage
Covered employee's termination (for reasons other than gross misconduct) or reduction in hours of employment classification (from regular to temporary or on-call)
  • Covered employee
  • Spouse
  • Dependent child
18 months (may be extended due to disability)
Covered employee's termination with domestic partner election
  • Covered employee, domestic partner, and domestic partner's dependents may be covered with employee
18 months (may be extended due to disability)
Death of covered employee
  • Spouse
  • Dependent child
36 months
Covered employee's divorce or legal separation from spouse
  • Spouse
  • Dependent child
36 months
Covered employee's entitlement to Medicare
  • Spouse
  • Dependent child
36 months
Dependent child's ineligibility for benefits under plan
(Ineligibility due to failing Dependent Eligibility Verification does not apply)
  • Dependent child
36 months
Bankruptcy of retiree's covered employer
  • Covered retiree
  • Widows and Widowers
Until death

Employee's Responsibilities

If you enroll in medical, dental, FSA, or vision programs, you will receive a COBRA General Notice. This notification outlines your responsibilities if you experience a COBRA qualifying event that results in loss of health coverage. Please be sure to keep this notice for your files.