Termination of employment
Your vision benefit will end 28 days after your last day of employment with the RF. This includes termination of coverage for all dependents included on your plan.
You are eligible to continue your Vision benefit through COBRA. COBRA is a federal law that requires employers to offer its employees and their covered dependents the right to continue health, dental and vision care coverage.
The right to choose continuation of coverage is available after an employee terminates employment, either voluntarily or involuntarily, or when the employee or dependent is no longer eligible for coverage because of certain qualifying events (e.g., reduction in hours of employment or a child reaching the limiting age).
Your campus Benefits Office will provide you with a packet of information when you become COBRA eligible. Please refer to the COBRA Fact Sheet, or one of the following documents for more information: the COBRA General Notice, COBRA Qualified Beneficiary Notice, and the COBRA Rate Sheet.
Note: You will need to log in with your RF Web site user name and password to access the COBRA Rate Sheet. Don't have a user account? Visit www.rfsuny.org/signup.
Death of an active or disabled employee
Health, dental, and Vision Care coverage will continue for your covered dependents for six months following your death. If you had met all eligibility requirements for retiree health insurance, health coverage may be continued beyond six months.
The first six months of coverage is provided without charge, after which the dependent must pay the full premium. If you had not met the eligibility requirements for retiree health insurance, coverage beyond the first six months is available to your dependents under COBRA.
Please refer to the COBRA Fact Sheet, or one of the following documents for more information: the COBRA General Notice, COBRA Qualified Beneficiary Notice, and the COBRA Rate Sheet.
Note: You will need to log in with your RF website user name and password to access the COBRA Rate Sheet. Don't have a user account? Visit www.rfsuny.org/signup.
New York State Short Term Disability or Worker’s Compensation
For the period of time you receive income replacement through New York State Disability insurance for a non-work-related illness or injury, the RF will continue the benefits in effect at the time of your disability.
If you currently receive income replacement through Workers’ Compensation for a total disability caused by a work-related illness or injury sustained during RF employment, the RF will continue the benefits in effect at the time of your disability, either for the period of the total disability, or up to age 65, whichever comes first.
At age 65, you will be eligible to continue your health insurance coverage as a retiree if you meet the eligibility criteria.
Long Term Disability - Full-time employees
If your disability extends beyond 180 days and you qualified for Long-Term Disability benefits before you became disabled, you are eligible to apply for benefits under the Long-Term Disability Insurance Plan, insured by First Reliance Standard Life Insurance Company.
If you are receiving Long-Term Disability payments, the benefits in effect at the time you became disabled will continue under the same terms and conditions that apply to active employees. Based on your date of employment, coverage continues as outlined in the continuing benefits section of the Benefits Handbook.
Family & Medical Leave Act (FMLA)
During periods of approved leave under the federal Family and Medical Leave Act (FMLA), you may continue Health, Dental, and Vision Care coverage if you pay the same share of the premium as an active employee. Please contact your campus Benefits Office to obtain the forms you must complete for this continuation, and refer to your Benefits Handbook and the FMLA Fact Sheet.
Leave of absence without pay
While on an approved leave of absence for up to one year, you may continue Health Care, Dental Care, Vision Care, and life insurance benefits by paying the full premium (employee plus employer share) directly to the RF.
During periods of approved military leave under the Uniformed Services Employment and Reemployment Rights Act (USERRA), your Health, Dental, and Vision Care coverage in effect at the time of the leave may be continued for up to 24 months.
You will pay the same share of the premium as an active employee during FMLA leave, the full premium after FMLA leave and up to one year from the beginning of military service, and the COBRA premium rate (100 percent of premium plus a two percent administrative fee) for the next 12 months.