Your participation in this plan will end on the earliest of the following:
- the date your active employment with Duke University is terminated
- the date the plan is amended to terminate coverage for the class of employees of which you are a member
- the date you are no longer a member of the class of employees eligible to participate
- the date you are no longer regularly scheduled to work at least 20 hours per week
- the date you become eligible for Long Term Disability or Workers' Compensation insurance
- the date the plan is terminated
- the end of the year unless you enroll during open enrollment for the next plan year
Note: You may continue to submit claims until April 15 for expenses incurred during the previous plan year.
Effect of Termination on Your Reimbursement Account
If you terminate employment, retire, or die during the year, you or your estate may continue to submit claims to the accounts as of such date:
- Only for eligible expenses incurred during the plan year and up until such date (under the Health Care Reimbursement Account). Eligible expenses are reimbursable up to the amount of your annual election, provided they were incurred on or prior to your termination date, and
- Only for eligible expenses incurred during the plan year in which your termination occurs (under the Dependent Care Reimbursement Account). Eligible expenses are limited to the balance in your account as of your termination date.
Continuing Coverage: COBRA Option
Under federal COBRA law, you also have the right to pay your Health Care Reimbursement Account contributions (plus 2%) on an after-tax basis after your employment ends to keep your access to your annual election amount for the rest of the year. This option may be particularly important to you if you have a high balance in your healthcare reimbursement account and have not yet incurred an eligible expense, as it keeps your access to the account open after your termination.
Generally, you may not change your annual election when you experience an event that qualifies you for COBRA. However, if your COBRA event is also a valid change in family status, you may be eligible to change your election for the remainder of the plan year. Any change in your election will be limited to the same per pay period minimum and maximum contributions described on our How the Plan Works Page.
The COBRA option will not be available if you (or your dependents) have coverage through any other employer provided health plan, unless the other plan limits coverage for a preexisting medical condition for which you or your dependents are being treated.