COBRA Information

Your rights to continue coverage(s)

The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a health insurance program that allows an eligible employee and his or her dependents the continued benefits of health insurance coverage in case that employee loses his or her job or experiences a reduction of work hours.

The COBRA Basics

  • There are three elements to qualifying for COBRA benefits. COBRA establishes specific criteria for plans, qualified beneficiaries, and qualifying events:
  1. PLAN COVERAGE - Group health plans for employers with 20 or more employees on more than 50 percent of its typical business days in the previous calendar year are subject to COBRA. Both full and part-time employees are counted to determine whether a plan is subject to COBRA. Each part-time employee counts as a fraction of an employee, with the fraction equal to the number of hours that the part-time employee worked divided by the hours an employee must work to be considered full time.
  2. QUALIFIED BENEFICIARY - A qualified beneficiary generally is an individual covered by a group health plan on the day before a qualifying event who is either an employee, the employee’s spouse, or an employee’s dependent child. In certain cases, a retired employee, the retired employee’s spouse, and the retired employee’s dependent children may be qualified beneficiaries. In addition, any child born to or placed for adoption with a covered employee during the period of COBRA coverage is considered a qualified beneficiary. Agents, independent contractors, and directors who participate in the group health plan may also be qualified beneficiaries.
  3. QUALIFYING EVENTS - Qualifying events are certain events that would cause an individual to lose health coverage. The type of qualifying event will determine who the qualified beneficiaries are and the amount of time that a plan must offer the health coverage to them under COBRA. A plan, at its discretion, may provide longer periods of continuation coverage.
    • Qualifying Events for Employees: Voluntary or involuntary termination of employment for reasons other than gross misconduct. Reduction in the number of hours of employment
    • Qualifying Events for Spouses: Voluntary or involuntary termination of the covered employee’s employment for any reason other than gross misconduct; reduction in the hours worked by the covered employee; covered employees becoming entitled to Medicare; divorce or legal separation of the covered employee; death of the covered employee.
    • Qualifying Events for Dependent Children: Loss of dependent child status under the plan rules; voluntary or involuntary termination of the covered employee’s employment for any reason other than gross misconduct; reduction in the hours worked by the covered employee; covered employees becoming entitled to Medicare; divorce or legal separation of the covered employee; death of the covered employee

COBRA General Enrollment Information

COBRA continuation coverage is administered by WEX Health, our third-party COBRA administrator. You’ll receive a COBRA election notice by mail within 14 days of your loss of coverage. COBRA coverage is retroactive to the day after your National University coverage ended.

  • How to Enroll?

    You can enroll online by creating your WEX account using the login credentials provided in your election notice. Alternatively, you can submit the election form by mail.


  • How long do I have to enroll?

    You have 60 days from the date your COBRA notice is sent or from the date your coverage ended, whichever is later, to elect continuation coverage.


  • What benefits can I continue under COBRA?

    You may continue the same coverage in place at the time of your qualifying event, including: 


    For full details on each benefit, please visit the corresponding page linked above.


    Please Note: If you elect COBRA for the High Deductible Health Plan (HDHP), it will not include a Health Savings Account (HSA), as COBRA only continues the medical coverage, not the employer’s HSA contributions or eligibility to contribute.

  • What is the cost of COBRA coverage?

    You will be responsible for the full cost of the premium, plus a 2% administrative fee. Premium rates will be outlined in the election notice from WEX Health.

  • How do I pay for coverage?

    Premium payments should be made directly to WEX Health. Instructions for online, mail, or automatic payments will be provided in your COBRA packet and available on your member portal. Timely payment is required to maintain coverage.

  • How long does COBRA coverage last?

    COBRA coverage typically lasts:


    • Up to 18 months for job loss or reduction in hours
    • Up to 36 months for other events (e.g., divorce, death of employee, dependent aging out). 

  • Can I switch plans or add dependents while on COBRA?

    Generally, you must remain on the same plan in place at the time of the qualifying event. You may be able to add or remove dependents during Open Enrollment or due to a qualifying life event (e.g., birth, marriage).

  • What if I become eligible for Medicare or other group coverage while on COBRA?

    If you become entitled to Medicare or enroll in another group health plan, you must notify WEX Health. These changes may affect your COBRA eligibility or result in early termination of coverage.

  • Who Do I Contact for Questions?

    • For questions regarding WEX’s benefit enrollment system, click here. 
    • For questions regarding which benefit option is best for you, contact brcca@usi.com.