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Benefits

Medical, Dental, EAP, Flexible Spending Account and Life Insurance

  1. If I am laid off, what happens to my benefits?

    Your benefits (medical, dental, life insurance and EAP) will terminate on the last day of the month in which you are actively working. Your Flexible Spending Account(s) end on your last day of employment. Once the Employee Benefits Office is notified you are no longer actively working, we will send a notice of continuation coverage (often referred to as COBRA coverage) allowing you the opportunity to continue benefits. You will have 90 days from the date of that letter to decide if you want to continue your benefits. If you decide to continue your benefits, you will be required to pay premiums as of the first day of the month after you lost coverage. The premiums are attached to this document.

    Depending on the timing of your layoff, you may be eligible for a subsidized COBRA rate. The American Recovery and Reinvestment Act (ARRA) requires the employer to pay 65% of the COBRA premium for eligible employees for up to fifteen months. Therefore, you will be required to pay only 35% of the premium if you are eligible for the subsidy. (If you have other group coverage available to you, you are not eligible for the subsidy, but you may continue coverage under COBRA at the full premium amount.) You will be able to continue the coverage after the fifteen subsidized months, but you will at that time be required to pay 100% of the premium.

  2. What benefits can be continued?

    Medical, Dental, Employee Assistance Program (EAP) and Medical Reimbursement Account (if enrolled) can be continued through COBRA coverage. You will receive a notice that explains the benefits you are eligible to continue, the length of time you may continue your coverage, the cost for each plan, and the election time frame. There is no subsidy for the Medical Reimbursement Account.

  3. Can my dependents continue coverage also?

    Generally, each person losing their medical, dental, and/or EAP coverage has an independent right to elect COBRA coverage. You may also elect to continue coverage as a whole family unit.

    Domestic partners, same sex spouses of employees and the children of domestic partners or same sex spouses are not eligible to independently elect continuation coverage. However, domestic partners, same sex spouses and their children may be able to continue coverage as a dependent of an employee if that employee elects coverage.

  4. Is there a difference between my coverage as an active employee and continuation coverage?

    No. The continued coverage limits and co-pays are the same. You will be able to elect a lower cost plan if you choose. All of the options are the same as an active employee.

  5. Who do I contact for more information?

    You may contact the Continuation Coordinator at (916) 874-2020, at the Employee Benefits Office, 700 H Street, Room 6750, Sacramento, CA 95814, or by email at psdbenefits@saccounty.net.

COBRA Monthly Rates


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