Human Resources
FAQs
General FAQ
Q. How often are new positions posted on Taylor’s website?
Positions are posted as they become available.
Q. How do I apply for an open position?
Visit our jobs page at www.taylor.edu.
Q. Will I be contacted when my application is received?
You will receive an automated reply via email when your application is received.
Q. Can I apply for multiple positions?
Yes. You can apply for multiple positions’, however an application would need to be submitted for each job that you are applying for.
Q. How long will my application remain active?
Applications are kept on file for one year.
Q. Does Taylor offer employee benefits?
Taylor provides full time employees with a competitive benefits package.
Q. When are the benefits effective for new employees?
Most benefits are effective 90 days after the hire date for full time employees.
Q. Can I apply on-line?
You can apply online by clicking on the job link at www.taylor.edu.
Q. Can I apply on-campus?
We do not accept applications on site. All applications should be submitted online at Taylor Employment.
Q. What is TU Alert?
TU Alert is a free service provided by Taylor. In the event of an emergency a text message or email message will be sent to your cell phone or email. You can sign up for this service at my.taylor.edu under the Employee tab.
Payroll FAQ’s
Q. How often will I be paid?
Employees are paid bi-weekly. Check out the Payroll Calendar for upcoming payroll dates.
Q. How will I be paid?
All Taylor University employees must set up direct deposit to their bank account.
Q: When are timesheets due?
Timesheets are due by 10:00 a.m. on Monday following the end of the pay period on Saturday. Check out the Payroll Calendar at my.taylor.edu under the Employment tab.
Q. How do I view my pay stubs?
Login to the Portal and click on the Employee tab, click on pay stub, click on pay stub year.
Q. What are the earning codes listed on my time card?
- Regular Pay – regularly scheduled work time.
- Medical/Sick Time – full time employees receive paid time off for medical illness and maternity leave.
- Vacation – full time employees are eligible for paid time off for vacation.
- Personal Business – full time employees will receive 3 paid days per fiscal year to use for inclement weather or varying circumstances.
- TWO Trips – full time employees are given the opportunity to participate in paid missions trips through the TWO program. 3 weeks in a 5 year span can be used for these trips.
- Holiday – full time employees receive nine paid holidays per fiscal year.
- Campus Safety Holiday Work HRS –
- Funeral Leave – full time employees receive up to 3 scheduled work days for the death of an immediate family member.
- Jury Duty – full time employees will receive paid time off for normal scheduled hours worked if called for jury duty.
- Overtime Pay – Overtime pay is paid when an hourly, full time employee works more than 40hrs. in one week. All overtime hours must be approved by a supervisor.
- Severance Pay – Severance pay may be issued when an employee looses their job for unforeseen circumstances.
(Please refer to the Master Policy Manual for specific information on these benefits.)
Q. How do I change my tax exemptions?
Visit the Human resources office to make changes to your tax exemptions.
Q. What if I change banks?
Changes to bank account information should be submitted to the Human Resource office or a direct deposit form should be submitted online at my.taylor.edu under the Employee tab. Changes should be submitted immediately to avoid interruption in receiving pay.
Q. What if I have a personal change? (phone, address, marital status)
To update your personal file visit the Human Resource office or update your information at my.taylor.edu under the Employee tab.
Eligibility
Q. I am an hourly staff employee, when will my health insurance benefits begin?
An hourly staff employee is eligible to participate in the Plan after completing 90 days of continuous service.
Q. I am a faculty member/salaried staff employee when will my health insurance benefits begin?
A faculty or salaried staff employee is eligible to participate in the Plan upon the effective date of his/her letter of agreement/contract.
Q. I am getting married next month; can I add my spouse on the health insurance?
Yes. If during the year you have a family status change, such as marriage, and you complete the applicable enrollment form, provide legal documentation, agree to make the required contributions and file the necessary forms with the Office Human Resources within 30 days after your acquire the new dependent.
If you participate in Three Rivers Preferred you must also fill out a Primary Care Coordinator form for your new dependent.
Q. My spouse is losing their job and I declined coverage, can I get Taylor’s insurance now?
Yes. This family status change allows you to change your election after the open enrollment. You need to complete the applicable enrollment form, agree to make the required contributions and file the necessary forms with the Office of Human Resources within 30 days.
If you participate in Three Rivers Preferred you must also fill out a Primary Care Coordinator form for your new dependent, shares the employee’s principal place of abode for more than one-half of the year,submits to the Plan Administrator or its designated representative at his/her own cost,proof of such disability within 31 days after such a dependent would have otherwise ceased to have been eligible to continue coverage as a dependent. The Plan Administrator or the designated representative may require subsequent proof of continued disability at any time, but no more frequently than annually.
Q. What document is accepted to prove my child is a full time student?
You will need to provide your child’s class schedule per semester. Make sure that the number of credit hours and the name of the school are listed on the document. Failure to provide this information will result in a loss of insurance coverage.
Q. Where do I send the class schedule?
Send it to Old National Insurance, to the attention of Becca Woods, 260-625-7530 or you may email it to her at becca.woods@oldnationalins.com.
Q. What does pre-existing condition mean?
Any illness or injury regardless of the cause for which a covered family member received or was recommended medical advice, care, treatment or diagnosis from a physician during the 3 months immediately before the date the covered family member became covered under the plan.
Q. What is a deductible?
Deductible means the amount of covered medical, dental and prescription expenses for which a covered family member is responsible each calendar year before benefits are payable under the Plan.
Q. Do co-pays go toward deductible?
No. Your co-pays do not go toward your deductible. The co-pay is your portion of the medical insurance to pay.
Q. What kind of vision coverage do we have?
We do not have any vision coverage. However, if you have an issue that is for the health of the eye, such as a cataract, the medical insurance will cover these charges, check for a participating provider to get the best benefit coverage.
Encircle participants can receive a discount on vision exams and vision ware through the VSP plan, for more information contact the Office of Human Resources or call 888-574-8180.
At this time, no discounts are offered through Three Rivers Preferred.
Prescription Drug Coverage
Link about major retail stores and the $4.00 program (Named List of Pharmacys)
You may use a medical reimbursement account to pay for your co-pays, deductibles and other qualified expenses with tax-sheltered money. Link to Flexible Benefit Program
Q. I just recently purchased my first prescription of the year, why did it cost me $75.00, I thought my co-pay for this drug was $25.00?
Remember that you have a $50.00 deducible per calendar year, a total of $100.00 for a family. You were paying your deductible and your $25.00 co-pay.
Q. What can I expect to pay for a prescription after my deductible?
Based on the kind of prescription you will pay either $15.00 for generic, $25.00 for brand or $40.00 for a brand non-formulary.
Q. Can I get a 90-day supply for a drug that I take daily?
Yes. For the same co-pay that you pay per month, you may get a 90-day supply by using the mail order or using the Upland Healthcare Pharmacy. Make sure your doctor writes your prescription for 90 days. Contact Human Resources if you would like a mail order form. Link to www.caremark.com
Q. Is there a website for our prescription provider?
Yes. Visit www.caremark.com
Dental
You may use a medical reimbursement account to pay for your co-pays, deductibles and other qualified expenses with tax-sheltered money. Link to Flexible Benefit Program
Q. What dentist can I go to?
You may go to any dentist that you want too. Dentists are not included in the preferred provider organization.
Q. How much dental coverage do I have per calendar year?
Each covered family member has $750 per calendar year for dental expenses.
Q. Will the insurance pay for cleanings?
Yes. One routine oral examination every 6 months.
Q. Will my insurance cover an x-ray?
Yes. One periodical x-ray for every 36-month period, one dental x-ray for supplementary bitewing for every 6 month period, and dental x-rays required in connection with the diagnosis of a specific condition requiring treatment.
Q. Am I covered for fillings?
Yes.
Q. Are implants covered?
No.
Q. Is teeth whitening covered?
No.
Q. Are dentures covered?
Yes. For the initial installation of partial or full removable dentures, including precision attachments and any adjustments made during the first 6 months after installation. Remember you only have $750, per calendar year for dental work.
Q. Do I have any orthodontic benefits?
Yes. The Plan will pay 50% co-insurance of the covered dental expenses up to a $1,000 lifetime maximum benefits per covered family member.
Q. Which orthodontist can I go to?
You may go to any orthodontist that you want too. Orthodontists are not included in the preferred provider organization.
Other information
Q. Whom do I call if I have questions about my medical or dental claims?
You may call the customer service line at Old National, 1-800-395-8601.
Q. How do I receive my insurance cards?
After you have completed the proper paperwork in the Office of Human Resources, you will receive your cards within 2 weeks. The insurance cards will come to you via campus mail.
Q. What do I do if I need to seek medical treatment before I receive my cards?
Tell the provider that you are a new employee of Taylor University and as soon as you get your insurance card, you will bring it to them to copy the information. However, here is the basic information for filing a medical claim:
Q. You can view your medical and dental claims online by going to http://www.employeeplansllc.com/.
Preferred Provider Organizations (PPO)
Q. How can I find out if a doctor is in my PPO?
Encircle:
There are two ways to find a participating provider. You can call the customer service line at Encircle at 888-446-5844 or go online http://www.encoreconnect.com/ please remember to select the Encircle button to get the correct listing of doctors.
Three Rivers Preferred:
There are two ways to find a participating provider. You can call the customer service line at Three Rivers Preferred at 800-258-0974 or go online http://www.threeriversmd.com/
Life FAQs
Life Insurance
All full time employees are eligible for group term life and accidental death and dismemberment benefits. You are a full time employee if you are customarily and regularly scheduled to work 1,560 hours or more per fiscal year. Taylor University pays for the entire cost of this benefit.
Q. How much is my life insurance volume?
All full time employees receive an amount of group term life insurance that equals two times your annual salary, rounded to the nearest thousand dollar with a minimum of $50,000 of life insurance protection and a maximum of $250,000. The program also provides for double indemnity in the event of an accidental death.
Q. Can I purchase additional life insurance?
No. Purchasing additional insurance is not available. However, TIAA/CREF provides this insurance. For more information, contact TIAA/CREF at 1-800-842-2776.
Q. How do I know if I qualify for life insurance?
If you are a full time employee, a full time employee is one whom is scheduled to work 1,560 hours or more per fiscal year.
Q. Will my life insurance benefit terminate when I retire?
Yes. All benefits under this program terminate on your retirement or your termination of employment with the University.
Q. Does this benefit reduce with age?
Yes. Benefits under this program will reduce by 35% starting at the age of 70 and each subsequent 5-year period.
Q. Can I change my beneficiary designations?
Yes. You may update, whenever necessary. You should remember to do this whenever your family status changes, such as when you get married, divorced or when family death occurs.
Disability FAQ
Long Term Disability
All full time employees are eligible for long-term disability insurance benefits. You are a full time employee if you are customarily and regularly scheduled to work 1,560 or more hours per fiscal year. Taylor University pays for the entire cost of this benefit.
Q. What would be my monthly benefit?
The monthly disability benefit is 60% of your basic salary, excluding overtime, bonuses or extra compensation. Your minimum monthly long-term disability benefit is the greater of $100 of the gross benefit per month and the maximum benefit is $7,500 per month.
Q. How do I know if I am eligible to receive this benefit?
All full time employees are eligible for long-term disability insurance. Full time employees are scheduled to work 1,560 or more hours per fiscal year.
Q. Is there a waiting period before this benefit would be in effect?
Yes. This benefit will be payable after 90 calendar days of the disability.
Q. What determines a “disability”?
For the first 36 months of benefit payments, you will be “disabled” if because of injury, illness or disease you cannot perform each of the substantial and material duties of your regular occupation. After benefits have been paid for 36 months, you will be “disabled” if because of injury, illness or disease you cannot perform each of the substantial and material duties of any gainful occupation for which you are reasonably fitted by training, education or experience and you are under a physician’s regular care.
Q. Does this benefit terminate when I retire?
Yes. All benefits under this program terminate on your retirement, when you cease to be “disabled” or when you terminate employment with the University.
Q. Will I receive the same benefit, as I get older?
No. If you are disabled at age 62 or earlier, your benefits will be payable to age 65. For disabilities commencing at age 63 or later, your benefits will be payable for certain maximum specified periods; at age 69 or older benefits will be paid for one year.
For more details see LINK to summary plan description.
Benefit/FMLA FAQs
FMLA—Employee Eligibility
Q. Do I have to be full time or worked for my employer for a certain period to be eligible for FMLA leave?
Yes. You must have worked for the employer for at least 12 months and have worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave, and work at a location where at least 50 employees are employed by the employer within 75 miles of the location.
Q. Do the 12 months of service with the employer have to be continuous or consecutive?
No. The 12 months do not have to be continuous or consecutive, all time worked for the employer is counted.
Q. Do the 1,250 hours include paid leave time or other absences from work?
No. The 1,250 hours include only those hours actually worked for the employer. Paid leave and unpaid leave, including FMLA leave, are not included.
Leave Entitlement
Q. How much time can I be granted of FMLA leave?
- The eligible employee must be granted up to a total of 12 workweeks of unpaid leave in a 12-month period for one or more of the following reasons:
- for the birth of a son/daughter, and to care for the newborn child
- for the placement with the employee of a child for adoption or foster care, and to care for the newly placed child
- to care for an immediate family member (spouse, child or parent, but not a parent “in-law”) with a serious health condition
- when the employee is unable to work because of a serious health conditionLeave to care for a newborn child or for a newly placed child must conclude within 12 months after the birth or placement.
- Spouses employed by the same employer are limited to a combined total of 12 workweeks of family leave for the following reasons
- Birth and care of a child
- For the placement of a child for adoption or foster care, and to care for the newly placed child
- To care for an employee’s parent who has a serious health condition
Q. Who is considered an immediate family member for purposes of taking FMLA leave?
An employee’s spouse, children and parents are immediate family members. The term parent does not include a parent in-law. The terms son or daughter do not include individuals age 18 or over unless they are “incapable of self-care” because of mental or physical disability that limits one or more of the major life activities.
Q. What is a serious health condition?
- A serious health condition means an illness, injury, impairment or physical or mental condition that involves:
- Any period of incapacity or treatment connected with inpatient care, such as an overnight stay, in a hospital, hospice, or residential medical care facility
- A period of incapacity requiring absence of more than three calendar days from work, school, or other regular daily activities that also involves continuing treatment by or under the supervision of a health care provider
- Any period of incapacity due to pregnancy or for prenatal care
- Any period of incapacity or treatment due to a chronic serious health condition, such as asthma, diabetes
- A period of incapacity that is permanent or long-term due to a condition for which treatment may not be effective, such as Alzheimer’s, stroke or terminal diseases
- Any absences to receive multiple treatments including any period of recovery, by or on referral by a health care provider for a condition that likely would result in incapacity of more than 3 consecutive days if left untreated, such as chemotherapy or physical therapy.
Q. May I take FMLA leave for visits to a therapist, if my doctor prescribes the therapy?
Yes. FMLA permits you to take leave to receive “continuing treatment by a health care provider,” which can include recurring absences for therapy treatments such as those ordered by a doctor for physical therapy after a hospital stay, or for treatment of severe arthritis.
Q. Can the “flu” be counted towards FMLA?
Yes. If the period of incapacity requires you to be away from work more than three calendar days.
Q. Can the employer count time on maternity leave or pregnancy disability leave as FMLA leave?
Yes. Pregnancy disability leave or maternity leave for the birth of a child would be considered qualifying FMLA leave for a serious health condition and may be counted in the 12 weeks of leave.
Q. Can I take intermittent leave for my ill child?
Yes. Intermittent leave may be taken when medically necessary to care for a seriously ill family member or because of the employee’s serious health condition.
Q. Can I take intermittent leave to care for my newborn child?
Intermittent leave can be taken only with the employer’s approval.
Q. If I take intermittent leave for my own personal illness, how will my leave be counted?
Only the amount of leave actually taken while on intermittent leave may be charged as FMLA leave. Employers may account for FMLA leave in the shortest period of time that their payroll systems use.
Health Care Provider
Q. What health care provider may provide the certification of my serious health condition for the purposes of FMLA?
Doctors of medicine or osteopathy authorized to practice medicine of surgery by the State in which the doctor practices. Podiatrists, dentists, clinical psychologists, optometrists and chiropractors (limited to treatment) authorized to practice in the State and performing within the scope of their practice. Nurse practitioners, nurse-midwives and clinical social workers authorized to practice under State law and performing within the scope of their practice under State law. Any health care provider recognized by the employer or the employer’s group health plan benefits. A health care provider listed above who practices in a country other than the United States and who is authorized to practice under the laws of that country.
Medical Certification
Q. Do I have to provide my Employer with certification of my need for FMLA?
Yes. An employer may require that the need for leave for a serious health condition of the employee or the employee’s immediate family member be supported by a certification issued by a health care provider. The employer must allow the employee at least 15 calendar days to obtain the medical certification.
Q. Can my employer require me to obtain a second medical certification?
Yes. An employer may, at its own expense, require the employee to obtain a second medical certification from a health care provider. The employer may choose the health care provider for the second opinion, except that in most cases the employer may not regularly contract with or otherwise regularly use the services of the health care provider. If the opinions of the employee’s and the employer has designated health care providers differ, the employer may require the employee to obtain certification from a third health care provider, again at the employer’s expense. This third opinion shall be final and binding. The employer and the employee must approve the third health care provider jointly. The “Certification of Health Care Provider” (optional form WH-380) may be used to obtain the certifications.
Q. Do I have to give my employer my medical records for leave due to a serious health condition?
No. You do not have to provide medical records. The employer may, however, request that, for any leave taken due to a serious health condition, you provide a medical certification confirming that a serious health condition exists.
Enforcement
Q. Is my employer required to abide by FMLA laws?
Yes. FMLA is enforced by the Wage and Hour Division of the U.S. Department of Labor’s Employment Standards Administration. This agency investigates complaints of violations. If violations cannot be satisfactorily resolved, the Department may bring action in court to compel compliance.
Unlawful Acts
Q. Will I lose my job if I take FMLA leave?
Generally, no. It is unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided under this law. Employers cannot use the taking of FMLA leave as a negative factor in employment actions, such as hiring, promotions or disciplinary actions, nor can FMLA leave be counted under “no fault” attendance policies. Under limited circumstances, an employer may deny reinstatement to work, but not the use of FMLA leave, to certain highly paid, salaried, “key” employees.
Q. Can my employer fire me for complaining about a violation of FMLA?
No. Nor can the employer take any other adverse employment action on this basis. It is unlawful for any employer to discharge or otherwise discriminate against an employer for opposing a practice made unlawful under FMLA.
Q. How is the 12-month period calculated?
Employers may select one of four options for determining the 12-month period:
-
- The calendar year.
- Any fixed 12-month “leave year” such as a fiscal year, a year required by State law or a year starting on the employee’s anniversary date.
- The 12-month period measured forward from the date any employees first FMLA leave begins
- A rolling 12-month period measure backward from the date an employee uses FMLA leave.
Q. Which way does Taylor University count the 12-month period?
Taylor University uses the rolling 12-month period method.
Job Restoration
Q. Can my employer require me to return to work before I exhaust my leave?
Subject to certain limitations, your employer may deny the continuation of FMLA leave due to a serious health condition if you fail to fulfill any obligations to provide supporting medical certification. The employer may not, however, require you to return to work early by offering you a light duty assignment.
Q. Can my employer put me in another position?
Upon return from FMLA leave, an employee must be restored to his/her original job, or to an “equivalent” job, which means virtually identical to the original job in terms of pay, benefits, and other employment terms and conditions.
Q. Can I lose my benefits when I come back from FMLA?
No. An employee’s use of FMLA leave cannot result in the loss of any employment benefit that the employee earned or was entitled to before using, but not necessarily during, FMLA leave.
Q. Are there other circumstances in which my employer can deny me FMLA leave or reinstatement to my job?
Denying reinstatement in certain circumstances to “key” employees, employers are not required to continue FMLA benefits or reinstate employees who would have been laid off nor otherwise had their employment terminated had they continued to work during the FMLA period, for example, due to a general layoff.
Q. Can my employer require a doctor’s release before I am permitted to come back to work?
Yes. Taylor University requires a medical certification of fitness for duty to return to work and may deny reinstatement to an employee who fails to provide the certification or may delay reinstatement until the certification is obtained.
Health Benefits/Pay
Q. Do I lose my health benefits when I am on FMLA?
No. However, the employee on FMLA leave, when not receiving pay, needs to arrange to pay their portion of the health insurance.
Q. Do I have to use my medical time while I am on FMLA leave?
Taylor University requires employees to use, accrued paid leave to cover all the FMLA leave taken. FMLA for family members is limited to using four medical (sick) days, then vacation or personal time must be used.
Designation of Leave
Q. When is leave designated as FMLA leave?
- In all circumstances, it is the employer’s responsibility to designate leave taken for an FMLA reason as FMLA leave. The designation must be based on information furnished by the employee. Leave may not be designated as FMLA leave after the leave has been completed and the employee has returned to work, except if:
- The employer is awaiting receipt of the medical certification to confirm the existence of a serious health condition
- The employer was unaware that leave was for an FMLA reason, and acquires information from the employee such as when the employee requests additional or extensions of leave
- The employer was unaware that the leave was for an FMLA reason, and the employee notifies the employer with 2 days after return to work that the leave was FMLA leave.
Q. Does worker’s compensation leave count against an employee’s FMLA?
Yes. Taylor University’s FMLA leave and worker’s compensation leave run together.
Q. Can my employer make inquires about my leave during my absence?
Yes, but only to you. Your employer may ask you questions to confirm whether the leave needed or being taken qualifies for FMLA purposes, and may require periodic reports on your status and intent to return to work after leave.
Q. Can my employer refuse to grant me FMLA leave?
If you are an eligible employee who has met FMLA’s notice and certification requirements and you have not exhausted your FMLA leave entitlement for the year, you may not be denied FMLA leave.
Military Caregiver Leave
Q. What is the military caregiver leave?
This leave allows an employee who has a spouse, son/daughter or parent in the National Guard or Reserves to take FMLA leave due to a qualifying exigency resulting from the covered family members’ active military duty (or call to active duty statues) in support of a contingency operation.
Q. Does the leave have to be taken all at once?
No. It may be taken continuously, intermittently or on reduced schedule.
Q. How many weeks may I be off work?
You may be off 26 work weeks of leave in a single 12-month period. This is determined on per service member and per injury basis.
Q. What kind of documentation do I need to apply for this leave?
A health care provider that serves with the Department of Defense, Veteran Affairs or Tricare providers may provide the documentation.
Cobra Faq
Consolidated Omnibus Budget Reconciliation Act of 1986, COBRA
Q. What is COBRA?
COBRA gives you and your dependents rights to continue medical, dental and prescription drug coverage, under the Plan under certain circumstances, when you would otherwise lose coverage. You and or your dependents may elect to continue medical, dental and prescription coverage under the Plan after certain “qualifying events” at your cost. If you are leaving Taylor University, carefully consider the cost of COBRA. Taylor University underwrites the majority of the cost for health insurance for our employees, therefore, you will be paying full cost of health insurance under COBRA.
Q. What is a qualifying event?
- There are five qualifying events:
- your termination of employment (for any reason other than your gross misconduct or your reduction of hours that would result in a termination of coverage under the Plan)
- your becoming entitled to Medicare benefits
- your divorce or legal separation from your spouse
- a child ceasing to be a dependent child under the eligibility requirements of the Plan or
- your death
Q. Who is considered a “qualified beneficiary”?
- You are a qualified beneficiary if you are covered under the Plan on the day before a qualifying event and you are:
- an employee
- a spouse of an employee
- a dependent child of an employee
- a child born to or placed for adoption with an employee during the period of continuation coverage
Q. How long can I participate in the COBRA program?
- It depends on your qualifying event.
- termination of employee’s employment (other than by reason of gross misconduct), 18 months
- reduction in employee’s hours of employment, which results in the end of group health coverage, 18 months
- upon the death of employee (the beneficiary is entitled), 36 months
- divorce or legal separation of employee and spouse, 36 months
- employee becomes entitles to Medicare benefits, 36 months
- child ceases to be “dependent child” under the Plan, (employee’s child), 36 months
- employee becomes entitled to Medicare and within 18 months experiences a termination of employment (for reasons other than gross misconduct) or reduction in hours of employment that results in the end of group health coverage, 36 months.
Q. Are there other reasons that my COBRA benefits would cease?
- Yes.
- if payment of premiums for the COBRA coverage is not made in a timely manner
- the qualified beneficiary becomes covered under any other group health plan
- the qualified beneficiary becomes entitled to benefits under Medicare after electing COBRA coverage
- the date on which the University ceases to provide any group health plan to any employee
- the qualified beneficiary ceases to be disabled, if continuation coverage is due to a disability
Q. What kind of coverage will I have while on COBRA?
You will have the same medical, dental and prescription coverage as an active employee.
Q. How long after my qualifying event do I have to decide if I want to participate in the COBRA program?
- You and your dependents must elect continuation of coverage within 60 days after either:
- the date the qualified beneficiary would lose coverage due to the qualifying event
- the date on which notice of the right to continued coverage is sent by the Plan Administrator
