Leaves, Reduced Hours, & Terminations

In general, if your employment terminates then your LAwell benefits will end. The following two scenarios generally apply:

Retired employees and employees who transfer to DWP: LAwell benefits end on the last day of the month
Terminated/Resigned employees: LAwell benefits end effective the date of termination

If you are still employed, benefits for you or your dependents may end under the following situations:

Employees on leave: LAwell eligible employees not receiving a paycheck, or who have reduced hours, can continue benefits through direct billing. Benefits may terminate effective the date of leave if bills are not paid. 
Employees on Workers Compensation: Employees on "State Rate" will have LAwell benefits terminated effective the payperiod that State Rate begins IF they are not supplemented with compensated hours to maintain LAwell eligibility.
Dependent children: Any dependent child will have LAwell benefits end the last day of the month in which they turn age 26.

Your benefits may continue while you are on certain leave-from-work statuses, but still employed. However, you will be required to pay for all, or a portion, of the premiums for these benefits. Not all benefits may be eligible to continue. Read pages 52-54 of the 2020 CHOOSEwell guide for more information. 

COBRA (Consolidated Omnibus Budget Reconciliation Act) is a law that allows employees to continue health coverage after leaving employment, and in other situations. The following situations should result in a COBRA offer:

Employee and all covered dependents receive COBRA

  • Termination of Employment
  • Reduction of work hours

Only affected dependents receive COBRA

  • Dependent children attaining age 26
  • Divorce

 

Under COBRA law, the COBRA offer is physically mailed to the address on record.

Please note: the COBRA eligible event must occur, and be recorded, before a COBRA offer can be made. Once a COBRA offer is made, there is 60 days to enroll into coverage. Under COBRA regulations, enrolled coverage must be continuous from the date of termination with no gaps or breaks in coverage. 

 

The City provides a subsidy for your medical, dental, vision, Support Plus, basic disability, and basic life insurance benefits.

The amount of the subsidy will vary based on your MOU and employment status.

To continue having the City subsidy apply to your LAwell benefits, you must have a minimum compensated hours (such as HW, SK, VC, etc.) each pay period as follows:

  • Full-time employees – at least 40 hours
  • Half-time employees – at least 20 hours

Failure to maintain the minimum compensated hours in any single pay period will result in the City not paying the subsidy for your benefits. You will be billed for the full premium cost of your benefits for any pay period where minimum hours are not met.

COBRA coverage is retroactive so - regardless of date you elect COBRA coverage - you will have to pay COBRA premiums for all coverage from your termination date through the month your COBRA enrollment forms are received and processed by the insurance company.

COBRA enrollment requires payment of the full coverage premium plus COBRA administrative fees.

Below are the monthly COBRA rates for 2020, inclusive of fees. However, these monthly rates are subject to change.

 

 

Plan

Individual

Emp+Spouse

Emp+Child(ren)

Family

Anthem Narrow

685.10

1,508.28

1,301.74

1,781.34

Anthem Full

967.42

2,128.30

1,838.08

2,515.32

Anthem Vivity

575.10

1,265.28

1,092.72

1,495.32

Anthem PPO

1,101.72

2,423.82

2,093.26

2,864.50

Kaiser

622.12

1,366.26

1,242.24

1,614.32

Delta HMO

17.12

31.91

28.62

36.96

Delta PPO

53.51

100.31

104.00

139.52

Delta Prevent Only

7.85

14.40

16.16

23.34

EyeMed

9.55

9.55

9.55

9.55

 

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