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COBRA FAQs

1. What is COBRA continuation coverage?

COBRA provides the right to temporarily continue health coverage at group rates if coverage is lost due to certain specific events. The individuals who enroll in COBRA are responsible for 100% of the group premium, plus an additional 2%.

2. What is a qualifying event for COBRA?

A qualifying event is a change in your personal life that may impact your eligibility or your dependent's eligibility for benefits. The following are events which would qualify you or your eligible dependent for COBRA:

  • an employee's voluntary or involuntary termination of employment, unless it is for gross misconduct
  • reduction in hours of employment (e.g., from full-time to part-time)
  • divorce or legal separation from an employee
  • death of the employee
  • an employee's entitlement to Medicare
  • a covered dependent's change in status (for example, reaching an age that no longer qualifies the dependent for coverage under the parent's health plan)
  • active military duty when you don't voluntarily maintain health coverage
  • failure to return to work at the end of family and medical leave where coverage was in effect at the beginning of the leave but was lost during the leave

3. How much is COBRA?

Click here to see premiums for 2013.

4. Who is eligible for COBRA?

Anyone covered under the Getty's Health & Welfare Plan on the day before an event that causes loss of coverage.

5. How do I elect COBRA continuation coverage?

The Getty will notify the affected family member within 30 days after an employee's death, termination, reduced hours of employment or entitlement to Medicare.

If you get divorced, enter into a legal separation, terminate a registered same-sex domestic partnership or a child ceases to be eligible under plan rules, you must notify HR Benefits of the qualifying event within 60 days of the event. If you fail to notify HR Benefits within this timeframe, your dependent may lose his/her right to COBRA.

Click here for information on the Employee Notification procedure.

6. Under what circumstances must the employee or other qualified beneficiary notify the plan administrator?

  • divorce or legal separation
  • termination of a registered same-sex domestic partnership
  • dependent child no longer a dependent

Click here for information on the Employee Notification procedure.

7. How long can I and/or my qualified dependents remain on COBRA?

  • For termination of employment or reduction in hours: 18 months for the employee and any covered dependents
  • For an individual previously entitled to 18 months of coverage who is determined to be disabled: 29 months of coverage
  • For an individual previously entitled to 18 months of coverage who experiences a second qualifying event: 36 months of coverage
  • For qualifying events for reasons other than termination of employment or reduction in hours: 36 months of coverage

Coverage ends when:

  • The last day of maximum coverage is reached
  • Premiums are not paid on a timely basis
  • The employer ceases to maintain any group health plan

8. Can I switch plans when I enroll in COBRA?

You can switch plans during your initial COBRA election period.

9. If I'm enrolled in COBRA, can I add a dependent to my coverage? Can I remove a dependent from my coverage?

Only the dependents covered at the time of the event are allowed to be covered under COBRA. However, you may add a newly acquired dependent, such as a new spouse or newborn while you are covered under COBRA as long as you do so within 31 days.

10. When are my payments due?

The initial premium payment must be made within 45 days after the date of the COBRA election by the qualified beneficiary. Payment generally must cover the period of coverage from the date of COBRA election retroactive to the date of the loss of coverage due to the qualifying event. Premiums for successive periods of coverage are due on the first of the month in which coverage is provided. For example, the premium for October is due October 1.

11. What happens if I miss a payment?

Coverage will be canceled retroactively to the end of the last month that was paid in full if payment is not received within a 30-day grace period.

12. Where do I send my payment?

J. Paul Getty Trust
Attn: Benefits, Human Resources
1200 Getty Center Drive #400
Los Angeles, CA 90049-1681