(A) Normal coverage. Probationary and full-time employees shall be eligible for coverage for the comprehensive medical insurance plan offered by the county. Beginning on the date required by the Affordable Care Act (possible January 1, 2016) employees that work on average at least 30 hours per week will be eligible for medical insurance due to implementation of the Federal Affordable Care Act.
(B) COBRA benefits.
(1) The Consolidated Omnibus Budget Reconciliation Act, better known as COBRA, became law in 1985 and amended the Employee Retirement Income Security Act (ERISA) to provide continuation of group health coverage that would otherwise be terminated. The cost of group health coverage shifts to the party electing COBRA benefits. The county employee, retiree, or family member must notify the personnel department within 30 to 60 days of a qualifying event to be considered for COBRA benefits. Examples of qualifying events are:
(a) Voluntary or involuntary termination of employment for reasons other than misconduct of covered employee;
(b) Change of covered employee from full-time status to part-time status below the limit required for health coverage by the Affordable Care Act to provide medical insurance;
(c) Spouse and children would be eligible upon:
1. Covered employee’s becoming entitled to Medicare;
2. Divorce or legal separation of the covered employee;
3. Death of the covered employee;
4. Loss of “dependent child” status under the plan rules.
(2) Duration limitations for COBRA benefits are defined as part of the Act.
(C) HIPAA coverage.
(1) York County provides HIPAA benefits as required by the Health Insurance Portability and Accountability Act of 1996 (HIPAA).
(2) HIPAA limits exclusions for pre-existing conditions and prohibits medical coverage discrimination against employees and dependents based on their health status.
(‘77 Code, § 13-60) (Ord. 1584, passed 9-17-84; Am. Ord. 5288, passed 10-17-88; Am. Ord. 3891, passed 12-9-91; Am. Ord. 2601, passed 7-16-01; Am. Ord. 1214, passed 5-5-14)