HIPPA Law - New Jersey City University

Fact Sheet #30A PUBLICATION OF THE NEW JERSEY DIVISION OF PENSIONS AND BENEFITSHC-0262-0512your coverage, except during the annual OpenEnrollment period, unless a qualifying event occurs(birth, adoption, marriage, civil union, eligibledomestic partnership) and you notify the Division ofPensions and Benefits’ COBRA Administrator within60 days of the qualifying event.DURATION OF COBRA COVERAGEThe length of your COBRA coverage continuationdepends on the nature of the COBRA qualifyingevent that entitled you to the coverage.• For loss of coverage due to termination ofemployment, reduction of hours, or leave ofabsence, the employee and/or dependents areentitled to 18 months of COBRA coverage.Time on leave of absence just before enrollmentin COBRA, unless under the federaland/or State Family Leave Act, counts towardthe 18-month period and will be subtractedfrom the 18 months. Time a member spends onfederal or State leave will not count as part ofthe COBRA eligibility period.• If you receive a Social Security Administrationdisability determination for an illness or injuryyou had when you enrolled in COBRA orincurred within 60 days of enrollment, you andyour covered dependents are entitled to anextra 11 months of coverage up to a maximumof 29 months of COBRA coverage. You mustprovide proof within 60 days of the disabilitydetermination from the Social SecurityAdministration or within 60 days of COBRAenrollment.• For loss of coverage due to the death of theemployee, divorce or legal separation, dissolutionof a civil union or domestic partnership,other dependent ineligibility, or Medicare entitlement,the continuation term for dependentsis 36 months.COST OF COVERAGEYou are responsible for paying the cost of your coverageunder COBRA which is the full group rate plusa 2 percent administration fee. The Division ofPensions and Benefits will bill you on a monthlybasis.EMPLOYEE / QUALIFIED BENEFICIARYRESPONSIBILITIES UNDER COBRAThe law requires that employees and/or theirdependents:• Keep your employer and the Division ofPensions and Benefits informed of anychanges to the address information of all possible“qualified beneficiaries.”• Notify your employer that a divorce, legal separation,dissolution of a civil union or domesticpartnership, or the death of the employee hasoccurred or that a covered child has reachedage 26 — notification must be given within 60days of the date the event occurred (If you donot inform your employer of the change independent status within the 60 day requirement,you may forfeit your dependent's right toCOBRA);• File a COBRA Application within 60 days of theloss of coverage or the date of the COBRANotice provided by your employer, whichever islater;• Pay the required monthly premiums in a timelymanner;• Pay premiums, when billed, retroactive to thedate of group coverage termination;• Notify the Division of Pensions and Benefits‘COBRA Administrator, in writing, of any secondqualifying event that results in an extension ofthe maximum coverage period (see “Durationof COBRA Coverage” above);• Notify the Division of Pensions and Benefits’COBRA Administrator, in writing, of a SocialSecurity Administration disability award within60 days of receipt of the award, or within 60days of COBRA enrollment (this will extendthe maximum COBRA coverage period from 18months to 29 months — see “Duration ofCOBRA Coverage” above); andFact Sheet #30 May 2012 — Page 2