Leaving Dartmouth
Please contact the Dartmouth Benefits Office with Questions:
Human Resources Benefits
(603) 646-3588
Human.Resources.Benefits@dartmouth.edu
GIVING NOTICE
You will not need to notify the Benefits Office that you are leaving Dartmouth. Your department will notify the Finance Center, who will then enter your last day of employment into the payroll system. This will end your benefits and will notify our insurance partners and the COBRA administrator of your last day of coverage.
For information on when to provide notice of resignation, please see the End of Employment Checklist.
Please contact the Benefits Office if you have questions after reviewing the information on this webpage.
• Phone: 603-646-3588
• Email: Human.Resources.Benefits@dartmouth.edu
WHEN BENEFITS END
Your benefits will end on the last day of the month in which your employment or benefits eligible assignment ends. For example, if your last date of employment is July 10th, your benefits will end on July 31st.
You and/or your dependents may continue some benefits under COBRA continuation, while others may be offered directly through the insurance carrier.
COBRA CONTINUATION OF BENEFITS
Quicklinks
WHAT IS COBRA?
The Consolidated Omnibus Budget Reconciliation Act (COBRA) is a law that was passed by Congress in 1986, allowing eligible employees the right to temporary continuation of health coverage at group rates for 18- 36 months after losing their jobs or experiencing other qualifying events. Sentinel Benefits is the third-party administrator for Dartmouth's COBRA administration.
You are not required to continue with Dartmouth benefits through COBRA, and you may choose which benefits you do wish to continue for you and/or your dependents. For information about other continuation options see "Other Insurance Options" below.
COBRA ELIGIBLE BENEFITS
Dartmouth offers COBRA continuation for the following Benefits:
Quicklinks
Other Important Information
• Coverage - If you elect to continue medical and prescription coverage through COBRA, your plan will not change. You will remain on the same OAP, CCF, or HDHP medical plan that you were on as an active employee. All out-of-pocket expenses paid year-to-date will continue to count toward your deductibles and out-of-pocket maximums for the year.
• ID Cards - As long as you are still the primary member on the plan, when you enroll in COBRA coverage, your ID numbers and cards will not change for you or your family members. If a family member becomes the primary member, ID numbers will change.
CIGNA HEALTH REIMBURSEMENT ACCOUNT (HRA)
• The Account - If you are enrolled in either the Cigna CCF or the HDHP plan with HRA option at the time that you leave Dartmouth, then you would continue to have an HRA account attached to your medical plan, should you elect to continue your medical coverage under COBRA. HRA accounts are funded by and belong to Dartmouth, so if you do not continue your medical coverage under COBRA, the amount that is remaining in the account when you leave, is thereby forfeited and goes back to Dartmouth.
• Cost of COBRA - Refer to section on Cost of COBRA
• Paying Claims - The HRA will follow the run-out period, which for Dartmouth is 90-days after the plan terminates. This means that both in- and out-of-network claims incurred prior to your coverage end date, and received by Cigna within 90-days of your coverage end date can still be paid with remaining HRA dollars. Claims received after the 90-days will not be considered for payment.
• Coverage - Your pharmacy benefits end, on the same day that your medical benefits end. If you continue your Cigna medical coverage under COBRA, then your pharmacy coverage will also continue. If you do not continue your Cigna medical coverage under COBRA, then your pharmacy coverage will end on the last day of the month in which you are benefits eligible with Dartmouth.
• ID Cards - As long as you are still the primary member on the Cigna medical plan, when you enroll in COBRA coverage, your pharmacy ID numbers and cards will not change for you or your family members. If a family member becomes the primary member, ID numbers will change.
• COBRA Rules - The same rules apply for Dental coverage under COBRA as they do for Medical.
• Cost of COBRA- Refer to section on Cost of COBRA Coverage.
• Other Options - New Hampshire residents will also receive a packet offering continuation of dental coverage (COC) through the State of New Hampshire.
• Coverage - If you choose to elect dental coverage through COBRA, you will continue under the same dental plan/plan ID number as you were, under the active plan. Accumulators and deductibles/coinsurance met to that point will not change.
• Cigna Basic Level Vision through EyeMed- If you choose to continue your OAP/CCF/HDHP medical coverage through COBRA, your eligibility for one free eye exam per calendar year through EyeMed will remain in tact. Your enrollment in COBRA will automatically continue your enrollment in Cigna Vision.
• VSP buy up coverage - If you are enrolled in a VSP vision plan through the college, which includes an annual allowance for contacts or glasses/frames, then you may continue that benefit for 18-36 months under your COBRA rights. If you do not continue your VSP vision coverage under COBRA, then your vision coverage will end on the last day of the month in which you are benefits eligible with Dartmouth.
HEALTH CARE (HCFSA) OR LIMITED PURPOSE (LPFSA) FLEXIBLE SPENDING ACCOUNTS
• Change in employment - If you move to an employment category that is not eligible to participate in an HCFSA or LPFSA, or if you lose benefit eligibility due to reduction in full time equivalency, you may choose to continue contributing to it on a post-tax basis under COBRA.
• Debit Cards - Your Sentinel debit card will be deactivated the day after you lose eligibility for the benefit (see losing benefit eligibility above).
• Overspend of Funds (Not COBRA Eligibile) - If you have already spent more money than you have contributed by the time your plan coverage ends, you will not be required to pay back the difference. You also will not be eligible to continue the HCFSA or LPFSA under COBRA.
• Underspend of Funds (COBRA Eligible) - If you have not spent more than you have contributed, you may elect to continue to incur expenses and contribute to the account under COBRA on a post-tax basis, through the end of the plan year in which your employment ends. The plan year ends on December 31st.
• Incurring Claims - You may continue to incur claims through the end of the month, in which you leave Dartmouth or lose eligibility for the benefit. If you are eligible to continue the benefit under COBRA, then you may continue to incur claims through the end of the calendar year.
• Runout Period (Deadline to submit claims) - Regardless of whether you continue the benefit under COBRA, the Health Care FSA has a three month runout period (through March 31st). The runout period allows you to submit claims for expenses that were incurred during the prior calendar year. (Typically January 1st through either the last day of the month in which you were benefits eligible OR through December 31st if you continued the benefit under COBRA).
• Carryover Feature - If you continue your Health Care FSA under COBRA, unused dollars will not carry
over after the runout period ends and the remaining balance in your account will be
forfeited.
Submitting for Reimbursement - Once your card has been deactivated, claims may be
submitted directly to Sentinel by filling out a claim form and sending it via US mail,
by using the Sentinel phone app, or by uploading the fo/"rm to your personal account
at Sentinelgroup.com
• Proof of Payment - You are not required to show proof of payment when submitting expenses, an Explanation of Benefits or unpaid invoice should suffice.
• Eligible Expenses - For a list of eligible expenses visit dartgo.org/fsa_eligible
Back to Cobra Eligible Benefits
WHEN TO EXPECT A COBRA PACKET
A COBRA packet will be mailed by Sentinel Benefits to the legal mailing or legal residence address that you have on file through Dartmouth's employee self service system. The packet will be sent within 2-3 weeks of your loss of coverage date. If you need a packet mailed to an ex-spouse or a dependent child who is no longer living with you, please notify the Benefits office as soon as possible, with an updated address; at 603-646-3588 or at Human.Resources.Benefits@dartmouth.edu.
COMPLETING THE COBRA PACKET
Once you receive the COBRA packet, you must complete the enrollment either online or by returning the COBRA election forms with payment within the allotted 60-day election period. The 60-day election period ends 60-days after the latter of (1) your loss of coverage date, or (2) the date of the COBRA notice. You will lose all rights to continue coverage under COBRA if you do not make an election during the 60-day window. You will not be covered until the enrollment is completed and payment has been received by Sentinel Benefits. Once received, all expenses incurred during the enrollment window will be covered up to the "allowable amount" retroactively back to the date your Dartmouth coverage ended.
COST OF COBRA & PAYMENTS
Monthly Rates - Below are the monthly COBRA premium rates.
Paying Monthly COBRA Premiums - Sentinel Benefits offers 3 ways in which you can pay your monthly COBRA premiums
1. Monthly automatic withdrawal from your bank account via Electronic Fund Transfer (EFT)
2. Credit Card payments can be made at any time but are not recurring.
3. Check or Money Order made payable to:
Dartmouth College
Sentinel Benefits & Financial Group
PO Box 5004
Reading, MA 01867
Attn: COBRA Administration Team
COBRA ENROLLMENT PROCESS
1. You will receive a COBRA packet from Sentinel Benefits 2-3 weeks after your Dartmouth Coverage ends.
2. Review the COBRA packet and rates. Note: You may want to compare the COBRA rates against rates on the Health Care Exchange.
3. Review the Online Enrollment and Payment Steps located on the New Member Login Notice at the end of the packet. Step-by-step directions are available
WHO IS ELIGIBLE FOR COBRA
• COBRA Eligibility - You and any family members who are currently covered under a Dartmouth medical, dental, vision, supplemental or Health Care FSA plan may continue coverage under COBRA. If you are Medicare eligible, please see the "COBRA and Medicare" section below.
• Dependents Taking Individual Coverage - If you choose to take coverage elsewhere, or if a family member is removed from your plan due to a divorce, child turning 26, etc., your family member(s) may continue coverage through their own COBRA plan. They will be assigned a new plan ID number.
• Medicare Eligible – If you are eligible for Medicare Enrollment, please review the COBRA and Medicare section
WHEN COBRA RUNS OUT
Generally coverage will last up to 18 months, however some situations like divorce or death may allow up to 36 months of coverage. Refer to your COBRA packet for more information.
Once COBRA coverage has been exhausted, you may be able to purchase some benefits directly through the Health Care Exchange or through the vendor directly. Please refer to the "Other Insurance Options" section
LIFE EVENTS WHILE ON COBRA
• Changing Plans - Once you elect COBRA, you may not change to a different Cigna plan (OAP, CCF or HDHP) until the COBRA Open Enrollment period.
• Mid-Year Qualifying Events - You may add and/or remove dependents from your plan if you have a mid-year qualifying event like the birth/adoption of a child, marriage or divorce, you or a covered dependent gains coverage elsewhere. Contact Sentinel Benefits at (888) 762-6088, if you have a life event and need to make a change to your plan.
OPEN ENROLLMENT WHILE ON COBRA
If you enroll in COBRA, it is important to know that you will experience an annual Open Enrollment period, where you may add or remove dependents, change plans or stop coverage. This period is typically around the same 15-day window that Dartmouth has Open Enrollment for actively working employees. However, COBRA’s Open Enrollment typically requires you to actively re-elect the coverage for the upcoming year, otherwise you will have no coverage. Please make sure that you watch your mail carefully in the October/November time frame for an Open Enrollment packet from Sentinel. Health Care Flexible Spending Accounts (HCFSA) are not eligible for re-enrollment during a COBRA open enrollment period.
COBRA AND MEDICARE
If you or your covered spouse are Medicare eligible or becoming Medicare eligible within the next year, we highly encourage you to contact your local office on aging or the Medicare office to discuss how signing up for COBRA or coverage on the health care exchange may affect you; including coordination of benefits with your new plan and/or the potential for late enrollment penalties.
Contact Medicare at: 800-MEDICARE (633-4227)
Service Link (Lebanon NH): 866-634-9412
Central Vermont Office On Aging (Locations also in Rutland & Springfield): 802-477-1364
Back to Cobra Eligible Benefits
NON-COBRA ELIGIBLE BENEFITS
Quicklinks
Sentinel Dependent Care FSA (DCFSA)
• COBRA - Unlike the Health Care FSAs, you may not continue your Dependent Care FSA under COBRA. Expenses incurred after the last day of coverage will not be approved.
• Runout Period (Deadline to Submit Claims) - You will still have the runout period through March 31st of the following year to submit your expenses manually through Sentinel.
• Submitting for Reimbursement - The process does not change. You will continue to submit expenses to Sentinel using the online portal or the phone app.
Child Care Subsidy
• Subsidy Contributions – Dartmouth will not contribute to your DCFSA account beyond your last day of work. Example, if your last day of work is July 15th and your last paycheck received is August 1st, Dartmouth will not make a contribution in your August 1, paycheck.
• Spending the Subsidy – The rules for spending the subsidy dollars that Dartmouth has put into your DCFSA account, will follow the same rules listed above under Sentinel DCFSA.
Fidelity Health Savings Account (HSA)
• Your Account - The amount that is in your HSA account when you leave Dartmouth, is your money to keep and take with you. This includes all employer contributions made to date. Your account will remain open and active and you may continue to spend down these dollars over time as needed, regardless of the type of health plan you enroll in, in the future.
• Packet of Information - Fidelity will not send you a continuation of coverage packet when your benefits end with the college. You may continue to access your account/information through the netbenefits website.
• Contributions - You may continue to make contributions to your HSA plan on a post-tax basis as long as you are actively enrolled in a qualified high-deductible health plan, whether through your COBRA'd Cigna health plan, the health care exchange or some other qualified HDHP plan. You may claim the pre-tax status of your post-tax contributions when you file your next tax return.
• Contribution Limits - You may continue to contribute up to the IRS' annual limit that you are eligible for.
• Administrative Fees - You will be charged a quarterly fee to maintain the account, which will be automatically deducted from your account balance.
• Account Balances - Your unspent balance will continue to roll over from year to year.
• Debit Card & Check Book - You may continue to use your HSA debit card and/or check book after you leave the college. Always make sure you keep your receipts for purchases, as you have always done.
• Tax Forms - You will continue to receive tax forms at year end and will need to file as part of your annual tax return each year.
• Beneficiaries - Don't forget to review your HSA beneficiaries from time to time through the Fidelity website.
• Tax Professionals - When leaving Dartmouth during the middle of a plan year, we highly encourage you to speak to a tax professional to see how loss of contribution eligibility might impact your annual limit, and how contributions in other tax advantage plans (like HCFSA plans) within the same calendar year could impact your status with the IRS.
Back to Non-Cobra Eligible Benefits
Cigna Supplemental (AI, CI, HI)
(Accident Insurance, Critical Illness, Hospital Indemnity)
Elected Cigna voluntary benefits will end on the last day of the month in which your
employment ends. You will be able to continue coverage by converting to an individual
plan (or plans). You will receive a notification by mail from Cigna Supplemental
providing rates and election instructions
• Portability Feature - If you are enrolled in one of the Cigna Supplemental Benefits; Accident Insurance, Critical Illness Insurance or Hospital Indemnity, you can continue 100% of coverage for all covered persons at the time your coverage ends. You must be covered under the policy and be under the age of 100 in or to continue your coverage. Rates may change and coverage ends at age 100. This benefit is only available to US Citizens working in the US lawefully (Inpats) while residing in the US.
Life Insurance
(Basic Life Insurance , Supplemental Life Insurance, Dependent Life Insurance)
Dartmouth’s basic life coverage in addition to any elected Supplemental Life coverage
will end on the last day of the month in which your employment ends. You will have
the option to continue your life insurance directly with Lincoln Financial. You will
receive information directly from Lincoln Financial explaining your option to continue
life insurance.
• Continuation of Coverage (port/convert) - Lincoln Financial will mail a packet of information to your home, giving you the option to either port or convert your voluntary and dependent life insurance benefits. The $50,000 basic life plan is only available to convert. Porting is a non-Dartmouth group plan, while conversion allows you to take an individualized plan. You will be instructed to contact Lincoln Financial directly and a representative will call you back with information. You will have 31 days from last date of benefit coverage to complete and return the form to Lincoln Financial. Rates will differ from your Dartmouth group rates.
Short/Long Term Disability
• Short and Long Term Disability insurance will end on the last day of the month in which your employment ends. There is no option to port or convert your disability insurance.
• Receiving Disability Pay - If you are actively receiivng long or short term disability pay and choose to leave your emloyment with Dartmouth, please speak with our Disability Administrator to see how this will impact your eligibility for any Dartmouth benefits, and Disability pay you are currently receiving.
Retirement Accounts
• Defined Contribution Plan (TIAA and Fidelity) - If you are vested in the College’s Defined Contribution Retirement Plan when you end employment (i.e., you have served three or more years of service), you will assume full ownership and control of the funds in your individual investment account. If you have less than three years of service, these funds are forfeited once employment ends. If you are uncertain as to whether you are vested, please contact the Benefits Office.
Contact your investment company to discuss your options with respect to this account. In general, a vested employee may:
1. Keep your accounts in the plan at the investment company(ies) of your choice;
2. Roll your accounts(s) over into an Individual Retirement Account (IRA) or another qualified employer-sponsored plan, subject to any withdrawal restrictions associated with annuities; or
3. Withdraw the funds (subject federal and/or state tax withholding, IRS penalties, or annuity restrictions).
• Supplemental Retirement Account (TIAA and Fidelity) Upon leaving Dartmouth, you will retain full control over your SRA. Contact your investment company for information about your options. In general, these options are to:
1. Keep your account(s) in the plan at the investment company(ies) of your choice;
2. Roll your account(s) over into an Individual Retirement Account (IRA) or another qualified employer-sponsored plan; or
3. Withdraw the funds (subject to federal and/or state tax withholding and IRS penalties).
• Defined Benefit (Staff and Union) Pension Plan - If you have accrued a benefit in the pension plan and completed three years of service at Dartmouth, generally, you may:
1. Wait to receive your benefit when you reach retirement age;
2. Elect to start receiving your benefit prior to retirement age although your benefit may be reduced; or
3. Take a lump sum distribution from the plan.
• 457b Retirement Plan Information - If you have a balance in this plan, please contact the investment company(ies) holding your account(s) within 90 days of your termination date to choose your payment option. Otherwise, your account will be distributed to you in a lump sum and standard federal withholding will be deducted from the distribution.
Please contact the Retirement Plan Administrator at (603) 646-3588 to receive a statement of your benefit options. The Retirement Plan Administrator will assist you with setting up the payment option of your choice when you are ready to receive your benefit
For all questions regarding your SRA, Defined Contribution Retirement Plan, or 457(b) Retirement Plan account(s), please contact your investment company:
• Fidelity – www.netbenefits.com or 1-800-343-0860
• TIAA – www.tiaa.org or 1-800-842-2252
Retiree Medical Plan (the 55 & 10 rule)
If you are an active benefits eligible employee who is over the age of 55 and have at least ten consecutive years* of service in a benefits eligible position immediately prior to retirement, you may be eligible to continue health insurance through Dartmouth College. If you were hired prior to July 1, 2009 and meet the above criteria, you may also be eligible for an additional subsidy toward the cost of this coverage.
If you believe you are eligible for the retiree health plan and have questions, please contact the Benefits Office at (603) 646-3588 or by email at Human.Resources.Benefits@dartmouth.edu.
Back to Non-Cobra Eligible Benefits
Wellness Benefits
• Lifestyle Spending Account - You have 14 days from your termination date to submit any claims; all purchases must be made no later than your last day of employment.
• Dartmouth Fitness Membership at Lewinstein Athletic Center:
° If your employment at Dartmouth ends before June 30, you may continue using your
Lewinstein membership through June 30.
° If your employment at Dartmouth ends between July 1 and December 31, you may continue
using your Lewinstein membership through the end of the current calendar year.
° Emeriti will be able to continue using your current ID card; non-emeriti employees
who are no longer Dartmouth employees should reach out to recreation.sales@dartmouth.edu to obtain a new ID card for Lewinstein access.
° Please note: your Lewinstein membership will only remain active in these instances as long as
you continue having access to campus.
One Medical at Dartmouth Primary Care Practice
• If you elect coverage under COBRA you may continue to receive care at One Medical at Dartmouth, until your COBRA coverage ends.
• If you are eligible for the Retiree Health Plan, and continue with medical coverage, you may receive care at One Medical at Dartmouth.
• Existing patients, if the above scenarios do not apply, then you will have 45 days from your termination date to transition your care elsewhere.
Faculty Employee Assistance Program (FEAP)
You, and your household members, have access to the Faculty/Employee Assistance Program for 90 days post the last day of the month in which your employment ends. Learn more.
Vacation Pay
A regular, hourly employee who resigns with at least two weeks written notice or a salaried employee who resigns with at least one month’s notice is eligible for pay for any unused vacation and the earned vacation credit toward the next fiscal year. See Dartmouth’s Separation of Employment policy for more information.
Adoption Reimbursement
If you are leaving Dartmouth, or losing benefits eligibility, all Adoption Reimbursement paperwork along with associated receipts and proof of payment must be received and approved by the benefits office prior to your last day of benefits eligible employment.
Faculty/Staff Loans
In accordance with your loan agreement, the net amount of your final Dartmouth paycheck may be applied to reduce the principal of the note.
Tuition Assistance Program
Under Dartmouth’s tuition assistance program, if an employee leaves Dartmouth for any reason prior to course completion, tuition assistance is forfeited.
Back to Non-Cobra Eligible Benefits
OTHER INSURANCE OPTIONS
Employees and their dependents who are leaving Dartmouth coverage(s) are not required to take a continuation of coverage(s) through COBRA.
Quicklinks
Other Important Information
Medical Insurance
If you do not continue medical insurance coverage through COBRA, your loss of Dartmouth medical insurance is considered a qualified life event to enroll in medical insurance. Also, if your COBRA coverage ends it is considered a qualifying life event for joining one of the following options:
• A spouse or parent – You will typically have 30 days from the date that your Dartmouth coverage ends to enroll in coverage under a spouse or parent (if under age 26)
• A new employer – Check with your new employer for enrollment window.
• The Health Care Exchange (The Marketplace) – Allows for a 60-day enrollment window and will most likely cost less than COBRA coverage. However, deductibles and out of pocket maximums will reset at $0.00.
• Medicare – If you are over age 65 or disabled and eligible for Medicare, you will want to apply for Medicare by calling -800-MEDICARE (633-4227). Also see the section titled COBRA and MEDICARE.
If a loss of coverage letter is required by your new insurer, please contact the Benefits Office.
Dental Insurance
In addition to your COBRA packet, New Hampshire residents will also receive a packet offering continuation of dental coverage (COC) through the State of New Hampshire.
• Plans - The NH COC is a continuation of your existing Delta Dental plan.
• Costs - The same as your Dartmouth Coverage, but the state of NH does not charge the additional
2% admin fee that you pay with COBRA.
• Coverage Ends - NH COC continues for 18 months, same as COBRA.
• ID Card – You will continue to use the same ID number/card that you used as a Dartmouth employee,
whether you continue through COBRA or NH COC.
• Private Coverage - If you do not currently have dental coverage or if your COBRA/NHCOC dental coverage
ends, you may be able to purchase a private vision plan through Northeast Delta Dental
or another dental carrier that covers your geographic area.
Vision Insurance
If you do not currently have vision coverage, or if your COBRA vision coverage ends, you may be able to purchase a private vision plan through VSP Direct or another vision carrier that covers your geographic area.
Dartmouth Retirees
• Health Insurance – If you are aged 55 or over, and have had 10 or more years of uninterrupted* benefits eligible service with the college, you and your dependents may be eligible to continue health insurance through a Dartmouth medical plan after you retire. Please review the information found on the Dartmouth Retiree Webpage. For those hired prior to July 1, 2009, see Health Care Subsidy.
*uninterrupted service means no breaks in benefit eligible service longer than 1 year.
• Health Care Subsidy – Those employees hired prior to July 1, 2009 who meet the eligible for enrollment in a Dartmouth medical plan post-retirement, may also be eligible for a contribution (subsidy) toward the Dartmouth retiree medical plan(s). Check your total compensation statement through the Employee Self Service System to see if you are eligible for this subsidy upon retirement.
Meet with Benefits Office - If you are eligible for retirement through the College, please set up a meeting with the Dartmouth Benefits Office (603-646-3588) three months prior to your scheduled retirement date, to ensure a smooth transition.
No Health Insurance
• State Health Insurance - Some states have their own individual health insurance mandate, requiring you to have qualifying health coverage or to pay a fee with your state taxes for the plan year. Please check with your state or tax preparer to find out if there is a fee for not having health coverage.
USING SERVICES PRIOR TO ENROLLMENT
• Medical/Dental/Vision Services - Explain to your provider that you have left your employment or are no longer eligible for benefits at Dartmouth, and that you are in the process of enrolling in COBRA. Most providers will send a bill to your home, which you can later ask them to resubmit for payment, once the COBRA coverage has been established. If you have upcoming services that require prior authorization, please contact the Benefits Office for an expedited enrollment at 603-646-3588 or by email at Human.Resources.Benefits@dartmouth.edu.
• Prescription Drugs - Prescription drugs must be paid out of pocket, and will only be reimbursed at the Express Scripts "allowed" amount. However, most pharmacies will reimburse the overpayment if you return within 14 days with your pharmacy ID number and original receipt. Please speak with your pharmacy about their process in these cases and what they will allow. If you have an urgent situation, please contact the benefits office at 603-646-3588 or by email at Human.Resources.Benefits@dartmouth.edu.
CLAIMS ISSUES AFTER I LEAVE DARTMOUTH
Cigna will continue to process previously incurred claims after you leave Dartmouth coverage. The www.my.cigna.com website will remain available for 12 months from your last date of employment in case you need to view or submit manual claims. You may also contact Cigna directly at 855-869-8619 or for escalated claims contact the Benefits office at 603-646-3588.
OBTAINING PROOF OF DARTMOUTH COVERAGE
If you are required to provide a proof of coverage document to your next employer, please contact the Benefits office at 603-646-3588
DEPENDENTS LOSING COVERAGE
• COBRA Coverage - If you lose COBRA eligible benefits through Dartmouth, your dependents will have the opportunity to continue their own medical, dental and vision coverage(s) under COBRA, even if you do not. They will become primary on their own plan(s) with new ID numbers.
• Life Events - Your dependents may have life events of their own, that allow them to be removed from your coverage(s). Please visit our LIFE EVENT CHANGES website for more information on adding/removing dependents from your plans.
• Divorce - Former spouses and their child dependents (step children) are not eligible dependents on the Dartmouth benefit plans and must be removed by the employee by completing a Divorce event in FlexOnline.
° Be sure to notify your former spouse immediately that they are being removed from
your coverage. You and your former spouse only have 31 days from the date of the
divorce event to make the changes to your health plans.
° Your former spouse and their child dependents will be eligible to continue coverage
through an individual CIGNA or Delta Dental plan under the same COBRA guidelines spelled
out above.
° If your former spouse is no longer living with you, please notify the benefits
office once the divorce event has been finalized, so the COBRA packet is mailed to
the appropriate location.
Back to COBRA Eligible Benefits
Back to Non-COBRA Elgible Benefits
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