Leaving Dartmouth

Planning to leave Dartmouth? This page explains what happens to each of your benefits, what you can keep, and your other insurance options. Questions after reading? Contact the Benefits Office at (603) 646-3588.

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Giving Notice and When Benefits End Benefits That End Other Insurance Options After You Leave

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Giving Notice and When Benefits End

Giving Notice

You don't need to notify the Benefits Office that you're leaving. Your department notifies the Finance Center, which enters your last day of employment into the payroll system. That ends your benefits and notifies our insurance partners and the COBRA administrator of your last day of coverage.

End of Employment Checklist (Finance Center, PDF) Separation of Employment Policy

For when to give notice of resignation, see the End of Employment Checklist.

When Benefits End

You and/or your dependents may continue some benefits under COBRA, while others may be offered directly through the insurance carrier.

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Benefits That End (Not COBRA Eligible)

These benefits can't be continued through COBRA. Some offer other ways to keep coverage or your money.

Dependent Care FSA and Child Care Subsidy

• COBRA: unlike the Health Care FSAs, you may not continue your Dependent Care FSA under COBRA. Expenses incurred after your last day of coverage won't be approved.
• Runout period: you still have through March 31 of the following year to submit your expenses manually through Sentinel.
• Submitting for reimbursement: the process doesn't change. Keep using the Sentinel online portal or phone app.
• Child Care Subsidy: Dartmouth won't contribute to your DCFSA beyond your last day of work. For example, if your last day of work is July 15 and your last paycheck is August 1, Dartmouth won't make a contribution in the August 1 paycheck. The same spending rules apply to the subsidy dollars already in your account.

Health Savings Account (Fidelity)

• Your account: the amount in your HSA when you leave, including all employer contributions to date, is yours to keep. The account stays open, and you can keep spending it down regardless of the health plan you enroll in later.
• Information packet: Fidelity doesn't send a continuation packet. Keep accessing your account on NetBenefits.
• Contributions: you can keep contributing on a post-tax basis as long as you're enrolled in a qualified high-deductible health plan, whether through your COBRA Cigna plan, the health care exchange, or another qualified HDHP. You may claim the pre-tax status of your post-tax contributions when you file your next tax return, up to the IRS annual limit you are eligible for.
• Fees and balances: you're charged a quarterly fee to maintain the account, deducted automatically from your balance. Your unspent balance continues to roll over from year to year.
• Debit card and checkbook: keep using them after you leave. Keep your receipts, as you always have.
• Taxes: you'll keep receiving tax forms at year end and need to file them with your annual return. Review your HSA beneficiaries from time to time on the Fidelity website.
• Tax professionals: if you leave mid-year, talk to a tax professional about how losing contribution eligibility might affect your annual limit, and how contributions to other tax-advantaged plans (like HCFSAs) in the same calendar year could affect your status with the IRS.

Cigna Supplemental (Accident, Critical Illness, Hospital Indemnity)

Elected Cigna voluntary benefits end on the last day of the month in which your employment ends. You can continue coverage by converting to an individual plan (or plans). Cigna Supplemental will mail you rates and election instructions.

Portability: you can continue 100% of coverage for all covered persons at the time your coverage ends. You must be covered under the policy and under age 100 in order to continue. Rates may change, and coverage ends at age 100. This benefit is only available to U.S. citizens working lawfully in the U.S. while residing in the U.S.

Life Insurance (Lincoln Financial)

Basic Life, Supplemental Life, and Dependent Life end on the last day of the month in which your employment ends. You can continue your life insurance directly with Lincoln Financial, which will mail a packet to your home.

• You can port or convert your voluntary and dependent life insurance. Porting is a non-Dartmouth group plan, while conversion lets you take an individual plan. The $50,000 basic life plan can only be converted.
• Contact Lincoln Financial directly, and a representative will call you back with information.
• You have 31 days from your last date of benefit coverage to complete and return the form. Rates will differ from your Dartmouth group rates.

Short and Long Term Disability

Short and Long Term Disability insurance end on the last day of the month in which your employment ends. You can't port or convert disability insurance.

If you're receiving long or short term disability pay and choose to leave Dartmouth, speak with the Benefits Office about how this will affect your eligibility for any Dartmouth benefits and for the disability pay you're receiving.

Retirement Accounts

• 401(a) Defined Contribution Plan (TIAA and Fidelity): If you have three or more years of service, you are fully vested in the Plan. At that point, you have full ownership and control of the money in your individual investment accounts. If you have less than three years of service, the funds are forfeited when your employment ends. To confirm your vesting, contact the Benefits Office. If you are vested, you may keep your accounts in the plan, roll them over to an IRA or another qualified employer-sponsored plan, or withdraw the funds. Rollovers and withdrawals may be subject to annuity withdrawal restrictions, and spousal consent may be required. Withdrawals may also be subject to tax withholding and IRS penalties.
• Supplemental Retirement Account (TIAA and Fidelity): You are fully vested in your Supplemental Retirement Account, or SRA. You may keep your accounts in the plan, roll them over to an IRA or another qualified employer-sponsored plan, or withdraw the funds subject to tax withholding and potentially IRS penalties. Rollovers and withdrawals may require spousal consent.
• 457(b) Deferred Compensation Plan (TIAA and Fidelity): If you have a balance in the plan, contact the investment company holding your account within 90 days of your last day of employment to choose how you would like to receive your payments. Otherwise, your account will be distributed to you as a lump sum, less standard federal tax withholding.
• Defined Benefit Retirement Plan (Benefits Office): If you have accrued a benefit and completed three years of service, you may generally wait to receive your benefit until retirement age, start receiving it earlier at a reduced benefit, or take a lump sum distribution.
• 403(b) Defined Contribution Plan (TIAA and Fidelity): You are fully vested in this plan and have full ownership and control of the money in your individual investment accounts. You may keep your accounts in the plan, roll them over to an IRA or another qualified employer-sponsored plan, or withdraw the funds. Rollovers and withdrawals may be subject to annuity withdrawal restrictions, and spousal consent may be required. Withdrawals may also be subject to tax withholding and IRS penalties.

For questions about your SRA, 401(a), 403(b), or 457(b) accounts, contact your investment company: Fidelity at netbenefits.com or 1-800-343-0860, or TIAA at tiaa.org or 1-800-842-2252.

To learn about your Defined Benefit Retirement Plan distribution options, contact the Benefits Office by email or at (603) 646-3588.

Defined Contribution Plan Summary (PDF) SRA Summary Plan Description (PDF) Defined Benefit Summary Plan Description (PDF) 457(b) Program Description (PDF)

Retiree Medical Plan (the 55 and 10 Rule)

If you're an active benefits-eligible employee over age 55 with at least ten consecutive years of service in a benefits-eligible position immediately before retirement, you may be eligible to continue health insurance through Dartmouth. If you were hired before July 1, 2009 and meet these criteria, you may also be eligible for an additional subsidy. Uninterrupted service means no breaks in benefits-eligible service longer than one year.

Think you're eligible? See Retiree Benefits, and meet with the Benefits Office (603-646-3588) 3 to 4 months before your scheduled retirement date for a smooth transition. Check your Total Compensation Statement in Employee Self Service to see whether you qualify for the subsidy.

Other Benefits and Policies

Other benefits and policies when you leave Dartmouth

Benefit or policy	What happens when you leave
Wellness: Lifestyle Spending Account	You have 14 days from your termination date to submit claims. All purchases must be made no later than your last day of employment. See the Lifestyle Spending Account page. If you are retiring, your current wellness election continues through the end of the year in which you retire. See Retiree Benefits.
Wellness: Lewinstein Athletic Center membership	If your employment ends before June 30, you may keep using your Lewinstein membership through June 30. If it ends between July 1 and December 31, you may keep using it through the end of the calendar year. Emeriti can keep using their current ID card. Others should contact recreation.information@dartmouth.edu for a new ID card. Your membership stays active only as long as you continue to have access to campus.
One Medical at Dartmouth	If you elect COBRA, you may keep receiving care at One Medical at Dartmouth until your COBRA coverage ends. If you are eligible for the Retiree Health Plan and continue medical coverage, you may keep receiving care there. Existing patients in neither situation have 45 days from their termination date to move their care elsewhere.
Faculty/Employee Assistance Program (FEAP)	Access for you and your household members will end on the last day of the month in which your employment ends. Learn more about the Faculty/Employee Assistance Program.
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 unused vacation and the earned vacation credit toward the next fiscal year. See the Separation of Employment policy.
Adoption Reimbursement	All paperwork, receipts, and proof of payment must be received and approved by the Benefits Office before your last day of benefits-eligible employment.
Faculty and 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	If you leave Dartmouth for any reason before completing a course, tuition assistance is forfeited.

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Other Insurance Options

You and your dependents aren't required to continue coverage through COBRA.

Medical Insurance

If you don't continue medical coverage through COBRA, losing your Dartmouth medical insurance is a qualifying life event to enroll elsewhere. If your COBRA coverage ends, that is also a qualifying life event for joining one of the following:

• A spouse or parent: you typically have 30 days from the date your Dartmouth coverage ends to enroll under a spouse or parent (if you're under age 26).
• A new employer: check with your new employer for the enrollment window.
• The Health Care Exchange (the Marketplace): a 60-day enrollment window, and it will most likely cost less than COBRA. Deductibles and out-of-pocket maximums reset at $0.00.
• Medicare: if you're over 65 or disabled and eligible, apply by calling 1-800-MEDICARE (633-4227). See COBRA and Medicare.

If your new insurer requires a loss of coverage letter, contact the Benefits Office.

Dental Insurance

In addition to your COBRA packet, New Hampshire residents 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 New Hampshire doesn't charge the additional 2% administrative fee that you pay with COBRA.
• Coverage ends: NH COC continues for 18 months, the same as COBRA.
• ID card: you keep the same ID number and card you used as a Dartmouth employee, whether you continue through COBRA or NH COC.
• Private coverage: if you don't currently have dental coverage, or your COBRA or NH COC dental coverage ends, you may be able to buy a private dental plan through Northeast Delta Dental or another dental carrier that covers your area.

Vision Insurance

If you don't currently have vision coverage, or your COBRA vision coverage ends, you may be able to buy a private vision plan through VSP Direct or another vision carrier that covers your area.

Dartmouth Retirees

If you're 55 or older with 10 or more years of uninterrupted benefits-eligible service, you and your dependents may be eligible to continue health insurance through a Dartmouth medical plan after you retire. See Retiree Benefits. Those hired before July 1, 2009 may also be eligible for a subsidy toward retiree medical plans. Meet with the Benefits Office 3 to 4 months before your scheduled retirement date.

No Health Insurance

Some states have their own individual health insurance mandate, requiring you to have qualifying coverage or pay a fee with your state taxes. Check with your state or tax preparer to find out whether there's a fee for not having coverage.

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After You Leave

Using Services Before You Enroll in COBRA

• Medical, dental, and vision services: tell your provider you've left Dartmouth or are no longer eligible, and that you're enrolling in COBRA. Most providers will send a bill to your home, which you can ask them to resubmit once COBRA coverage is established. If you have upcoming services that require prior authorization, contact the Benefits Office at (603) 646-3588 for an expedited enrollment.
• Prescription drugs: pay out of pocket. They are reimbursed only at the Express Scripts "allowed" amount. Most pharmacies will refund the overpayment if you return within 14 days with your pharmacy ID number and original receipt. Ask your pharmacy about their process. For an urgent situation, contact the Benefits Office.

Claims Issues After You Leave

Cigna continues to process previously incurred claims after you leave Dartmouth coverage. mycigna.com stays available for 12 months from your last date of employment, in case you need to view or submit manual claims. Contact Cigna at (855) 869-8619, or for escalated claims contact the Benefits Office at (603) 646-3588.

Proof of Dartmouth Coverage

If your next employer needs proof of coverage, contact the Benefits Office at (603) 646-3588.

Dependents Losing Coverage

• COBRA: if you lose COBRA-eligible benefits through Dartmouth, your dependents can continue their own medical, dental, and vision coverage under COBRA, even if you don't. They become primary on their own plans with new ID numbers.
• Life events: your dependents may have life events of their own that allow them to be removed from your coverage. See Life Event Changes for adding or removing dependents.
• Divorce: former spouses and their child dependents (stepchildren) aren't eligible dependents on Dartmouth benefit plans and must be removed by the employee through a Divorce event in FlexOnline. Notify your former spouse right away. You have 30 days from the date of the divorce event to make the changes. Your former spouse and their child dependents can continue coverage through an individual Cigna or Delta Dental plan under COBRA guidelines (see COBRA Continuation). If your former spouse no longer lives with you, notify the Benefits Office once the divorce is finalized so the COBRA packet goes to the right address.

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Need help? Contact Benefits | COBRA Continuation | Life Event Changes

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