As a sponsor of employee benefits plans, Geneva School is covered by the regulations of the Consolidated Omnibus Budget Reconciliation Act (COBRA), the Federal law pertaining to continuing benefits coverage after individuals are no longer eligible employees. Under the provisions of COBRA, employees and their dependents up to age 26 who enroll in the School’s medical, dental or vision plans may be eligible to continue coverage at their own expense—usually for up to 18 months, and in certain circumstances up to 29 or 36 months—upon terminating employment with the School or experiencing other qualifying events (e.g., such as a dependent student losing coverage due to reaching the age limit).
The decision to continue health insurance is voluntary. The cost to continue coverage under COBRA is the full monthly premium for coverage plus up to a three percent (3%) administrative surcharge. The employee and/or eligible dependent(s) must pay the required premium in a timely manner on a monthly basis. Failure to pay the premium will result in the coverage being cancelled, as permitted by law.
The employee or eligible dependent(s) will be notified of COBRA rights upon enrolling in medical coverage, as well as at the time of termination of employment or when a qualifying event occurs. It is vitally important that employees inform Human Resources when a potential qualifying event occurs that may affect coverage—such as getting married, divorced or separated, or having or adopting a child, or when a child reaches the maximum coverage age.
Please see Human Resources for further details.