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2009_0921_Packet
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2009_0921_Packet
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1/9/2012 3:13:41 PM
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10/13/2009 9:30:05 AM
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If you are an employee of the Employer covered by a COBRA plan you have a right to <br />choose this continuation coverage if you lose your group health coverage under the COBRA plan <br />because of a reduction in your hours of employment or the termination of your employment (for <br />reasons other than gross misconduct on your part). <br />If you are the spouse of an employee covered by a COBRA plan, you have the right to <br />choose continuation coverage for yourself if you lose group health coverage under the COBRA <br />plan for a� of the following reasons: <br />(1) The death of your spouse; <br />(2) A termination of your spouse's employment (for reasons other than gross <br />misconduct) or reduction in your spouse's hours of employment; <br />(3) Divorce or legal separation from your spouse; <br />(4) Your spouse becomes entitled to Medicare. <br />In the case of an employee's dependent child who is covered by a COBRA plan <br />(including a child born to or placed for adoption with a covered employee during the COBRA <br />continuation period), he or she has the right to continuation coverage if group health coverage <br />under the COBRA plan is lost for a� of the following reasons: <br />(1) The death of a parent; <br />(2) The termination of a parent's employment (for reasons other than gross <br />misconduct) or reduction in a parent's hours of employment with the Employer; <br />(3) Parents' divorce or legal separation; <br />(4) A parent becomes entitled to Medicare; <br />(5) The dependent ceases to be a"dependent child" under the medical reimbursement <br />plan. <br />Under the law, the employee or a family member has the responsibility to inform the <br />Employer of a divorce, legal separation, or a child losing dependent status under a COBRA plan. <br />Notice, in writing must, as described below, be given to the Employer within 60 days of the <br />happening of the event. <br />The required notice must contain the following information: <br />• the name, address and Social Security number of the employee; <br />• the name, address and social security number of each spouse and dependent child <br />covered by the plan; <br />• a description of the qualifying event; and, the date of the qualifying event. <br />20 <br />
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