Overview
This information is provided to assist with decisions that must be made regarding coverage under the district-sponsored medical, dental, vision, and life insurance plans if you are laid off by the district. The Employee Benefits Operations Office will send an official letter giving detailed instructions as to what needs to be done. Please review the following FAQs.
When will my district-paid coverage terminate?
Coverage under the district-sponsored medical, dental, vision, and life insurance plans in which an employee is enrolled terminates at the end of the month following the month in which the last day of paid service in an eligible monthly salaried position occurs. For example, if an employee's last day of paid service occurs anytime in February, the medical, dental, vision and life insurance coverage terminates March 31. If, however, an employee's last day of paid service occurs in June or July, coverage will extend through September 30 of the same year.
Can I continue my coverage after I am laid off?
Certain district-sponsored health plans may be continued on a self-pay basis. There are two programs under which benefit plans are offered to laid-off employees and/or their dependents. Not all plans are available for continuation under both of these programs. The two programs are:
- The "District Program" offers continuation of medical coverage for laid-off employees and their enrolled dependents for 12 months following the date the employee's coverage would have normally terminated.
- The federally-mandated program known as “COBRA” offers continuation for a laid-off employee and/or their enrolled dependents for 18 months following the termination of district paid health coverage.
Is the coverage under these programs the same as when I was an active employee?
The plans available under each of these programs provide the same coverage as active employees.
Please Note: The District reserves the right, through the collective negotiations process with the employee organizations/associations, to modify, amend, or eliminate plans and carriers at any time in the future.
Are there differences in the two programs that I should be concerned about?
Yes, there are some important program provisions that need to be taken into consideration when deciding which program a particular benefit plan should be continued; such as length of the continuation period, rate structure, and/or eligibility requirements. These provisions were established as a result of federal or state law, collective bargaining agreements or district policy. Attachment A 
summarizes some of the benefits provided under the District and COBRA programs.
How can I determine which program is best for me?
Study Attachment A which provides a summary of some of the important provisions of each program. Remember that all benefit plans do not have to be continued under the same program. Dental and vision coverage is only offered under the COBRA Program. An employee may choose to continue dental and vision coverage under the COBRA Program and medical coverage under the District Program.
Employees who continue coverage may participate in the annual Open Enrollment period held during the month of November. Changes can be made to and from medical and/or dental plans which are offered under the same program; i.e., change from PacifiCare HMO under the District Program to Kaiser under the District Program.
How much will coverage cost?
Attachment B lists the costs of the plans for 2008. These costs are subject to change each year.
Contact Information
Employee Benefits Operations Office
Room 1150A
Education Center
(619) 725-8130, option 6, Monday- Friday, 8 a.m. to 5 p.m.
