Health care deductions for teachers

[Guest Irish]

Teachers are on contract for the school year with the summer off, but health care benefits are continued during summer months. They "make up" premium contribution at the start of the next school year. If they do not return in September, how do other schools handle getting payment for their contributions?

[mroberts]

There are a couple ways to do this:

1. If teachers elect to get paid evenly over a 12-month period, which I'm assuming is an option, just continue the deductions as is.

2. If teachers elect to get paid their salary over a 10 month period, figure out what the annual contributions for their particular health plan is and divide by 10. These should be the monthly deductions.

Trying to recoup the money after the fact is going to be nearly impossible for any teacher not coming back.

[Guest AJK0020]

Our district has 60-90 day retroactive periods in which we may terminate coverage. If a 10 month employee is not going to return in September we sent them a bill for their protion of the health and/or dental premium. On the bill we include the information that their coverage will be terminated retroactive to the last date that their portion was paid (generally June 30). We also are sure to let them know that due to the retroactive termination any charges for service after the termination date will be their responsibility.

This is the only way we have found to at least attempt to recover due premiums because our district does not provide for 12 month payment for 10 month employees.

(don't forget to send COBRA notices when coverage is terminated)

[QDROphile]

So what is the qualifying event that triggers the COBRA notice? When does it occur relative to termination of coverage? When is it known, relative to the qualifying event and the termination of coverage, that coverage will be terminated?