Benefits Handbook

COBRA coverage is available for up to 18 months if your employment ends for any reason, unless you lost your job because of gross misconduct. COBRA coverage can be extended if there is a second qualifying event during the COBRA continuation period.

Yes. If you are disabled according to the Social Security Administration when you leave the Company or become disabled according to the Social Security Administration within the 60 calendar day COBRA election period, you and your covered family members can extend your COBRA coverage for an additional 11 months, for a total of 29 months from termination.

Note that your premiums are increased to 150% of the full group rate for those additional 11 months from the beginning of the 19th month through the end of the 29th month.

If a second qualifying event occurs within the first 18 months of the COBRA coverage, you pay the full group rate on an after-tax basis plus an additional two percent for administrative expenses from the beginning of the 19th month through the end of the 36th month. If a second qualifying event occurs within the 19th through 29th month of COBRA coverage extended for disability, your premiums will be increased by an additional 50 percent through the end of the 36th month.

Taking a family or medical leave of absence under the Family and Medical Leave Act (FMLA) usually will not constitute a qualifying event. A qualifying event occurs, however, if 1) you do not return to employment with the Company after the end of the FMLA leave and 2) without COBRA coverage, you or your covered family member would lose coverage before the end of the maximum coverage period.

Your absence from employment because of military service is not a qualifying event under COBRA; however, you may elect to continue existing coverage for up to 18 months under the Uniformed Services Employment and Reemployment Rights Act (USERRA). For an absence of more than 30 days, you are not required to pay more than 102% of the full group rate. However, if our leave of absence is less than 31 days, you may not lose your coverage and will not have to pay more than the active employee contribution.

Special rules, policies and practices may apply if coverage is lost if the Company is involved in a merger or asset sale. You may be entitled to COBRA coverage from a buyer or the Company, depending on the transaction. A stock sale, however, is not a qualifying event for employees who continue their jobs after the sale, or for their family members.

The Company has 30 days to notify its COBRA Administrator of death. Your covered family members will be notified of the right to continue coverage within 14 days of the date the Company's COBRA Administrator has been notified of the death.

Yes, you can continue coverage for you and your covered family members under COBRA for up to 18 months if your hours are reduced, and you are no longer eligible for coverage under a Company-sponsored plan. COBRA coverage can be extended if there is a second qualifying event.

You will be eligible for COBRA coverage if you experience a loss of coverage under your plan because of a reduction of hours; such as an absence from work due to disability, a temporary layoff or any other reason other than FMLA leave and your employment is not terminated.

Although not required by law, Marsh McLennan currently allows you to continue coverage for you and your covered family members under COBRA for up to 18 months if your employment status is changed and you are no longer eligible for coverage under a Company-sponsored plan. Your continuation coverage can be extended if there is a second qualifying event.

No, you are not eligible for COBRA coverage if you are a non-resident alien employee of the Company who received no earned income from Marsh McLennan that constituted income from sources within the United States. Your spouse and dependent children will not be eligible for COBRA coverage through your status as a Marsh McLennan employee either.

The Company has 30 days to notify its COBRA Administrator of your reduction in hours or change from regular to temporary status. You and your covered family members will be sent written notification of your COBRA eligibility within 14 days of the date the Company's COBRA Administrator has been notified of your reduction in hours or change in employment status.

Your COBRA coverage will end when you enroll in Medicare. Your family members will be able to continue their coverage for the remainder of the 18 months from the date of the original qualifying event (which was your termination of employment).

No, an active employee's enrollment in Medicare is not a qualifying event that gives rise to COBRA eligibility. However, COBRA coverage is available for you and your covered family members if you subsequently experience a qualifying event (such as, termination of employment or reduction in hours).

The maximum coverage period for eligible family members ends on the later of:

Yes, your child can continue coverage under COBRA for up to 36 months, if your child reaches the maximum age under your plan.

If you are an active employee, a notification reminding you to report the COBRA qualifying event will automatically be sent to the Company's COBRA Administrator at the end of the calendar year in which your dependent child turns 26.

No. If you drop your family member coverage during Annual Enrollment, your family members are not eligible for COBRA coverage, because Annual Enrollment is not a qualifying event. You also cannot remove a family member from your coverage in anticipation of a qualifying event, such as a divorce.

Your family members are eligible for COBRA coverage if they are covered by the plan when you lose your coverage, or if they lose coverage because they are no longer eligible family members and you register the qualifying event.

No. Your family member isn't eligible for COBRA after entering the military because your family member has not experienced a qualifying event.

How long does COBRA coverage last for my family members if they do not qualify for coverage under my plan any longer?

Your family members can continue COBRA coverage for up to 36 months after they are no longer considered eligible for coverage due to a qualifying event, such as your divorce or legal separation or a dependent child reaching maximum age under the Plan.

You or a family member must notify the Company of a divorce, legal separation or a child losing dependent status under the applicable plan within 60 calendar days of the qualifying event.

There are two ways to notify the Company and be eligible for COBRA coverage:

Note: If the Company is not notified within 60 calendar days of the event, your family member who loses coverage will not be offered the option to elect COBRA coverage.

The Company has 30 days to notify its COBRA Administrator of your qualifying event. You or your covered family member will be notified of the right to COBRA coverage within 14 days of the date the Company's COBRA Administrator has been notified of the qualifying event. A COBRA notification and enrollment form are mailed to you or your covered family members' last known address.

You must complete the COBRA enrollment form and return it as the form instructs.

You have 60 calendar days from the later of (1) the date you receive notice of your right to COBRA coverage, or (2) the date coverage would otherwise end to elect COBRA.

Yes, your spouse can continue coverage under COBRA when you are divorced or legally separated. If your children are no longer eligible dependents under the plan as a result of your divorce or legal separation, they can also continue coverage under COBRA if you register the event.

After a divorce or legal separation, COBRA coverage is available to your covered family members for up to 36 months.

You or a family member must notify the Company of a divorce, legal separation or a child losing dependent status under the applicable plan within 60 calendar days of the qualifying event.

There are two ways to notify the Company and be eligible for COBRA coverage:

Note: If the Company is not notified within 60 calendar days of the event, your family member who loses coverage will not be offered the option to elect COBRA coverage.

Yes, COBRA coverage is available to your covered family members for up to 36 months after your death.

Although not legally required to do so, as a special benefit, Marsh McLennan will contribute towards the monthly cost of COBRA coverage for your eligible family members who had previously been covered under Company medical and dental coverage during the first 12 months of the COBRA period provided they pay the required employee level contributions. After the first 12 months, your eligible family members can continue COBRA coverage for the remaining COBRA period, up to an additional 24 months, by paying the full group rate, plus an additional two percent for administrative expenses.

The Company has 30 days to notify its COBRA Administrator of death. Your covered family members will be notified of the right to continue coverage within 14 days of the date the Company's COBRA Administrator has been notified of the death.