Federal and state law requires that Washington County offer employees the opportunity to continue their group health coverage on a self-pay basis when they, or a covered dependent, lose coverage for reasons other than gross misconduct. Below is a brief description of each type of continuation coverage and the associated cost. Depending on the reason for your loss of coverage, you may be eligible for one or more of these types of continuation coverage.
Consolidated Omnibus Reconciliation Act (COBRA) is the federal statute that allows for continuation of health, dental, vision, EAP and FSA coverage when you or a covered dependent loses coverage as a result of a “qualifying event.” Examples of qualifying events include:
Termination of employment for any reason other than “gross misconduct”;
Reduction in hours of employment;
Divorce or legal separation;
Death of the covered employee; and
Loss of “dependent child” status under the plan rules.
The type of qualifying event determines who is eligible for continuation coverage and the length of time that coverage can be continued. Please see the attached rate sheet for applicable premiums.
If you are leaving the County as a qualified retiree, and taking a PERS retirement, you can continue your group health, dental, vision and EAP coverage on a self-pay basis until you reach Medicare eligibility at age 65. You can also continue coverage for your spouse or eligible dependents as long as they meet the County’s eligibility rules (until age 26, regardless of marital or student status). Please see the attached rate sheet for applicable premiums.
Uniformed Services Employment and Reemployment Rights Act (USERRA) is the federal statute that allows for continuation of health, dental, vision and EAP coverage for employees called to active military duty. Coverage may be continued for you, your spouse, and your eligible dependents up to 24 months. Strict election deadlines apply so please contact Human Resources Division once you are notified of a call to active duty.
Working After PERS Retirement? Things to Consider...
PERS retirees who return to work for a PERS-participating employer are subject to restrictions on the number of hours they are permitted to work in any calendar year. The limit is determined first by their tier (Tier 1/Tier 2, OPSRP), and then by factors specific to each tier.
Retirees are responsible for ensuring that they do not exceed the applicable hours limit in any given year. PERS strictly enforces penalties for doing so. Please refer to the below documents and the PERS website for details.*
*Please note that while we strive to provide our employees with the most up-to-date information, PERS is always the best resource for questions about your PERS retirement