Benefits
COBRA (Benefits Continuation), Direct Pay & HIPAA
Consolidated Omnibus Budget Reconciliation Act (COBRA)
The Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) and the Omnibus Budget Reconciliation Act of 1989 (OBRA) require employers to allow employees and their eligible dependents to continue medical, dental, and vision coverage for up to 18, 29 or 36 months following certain qualifying events. Generally, COBRA premiums are 102‰ of the group premium (which includes the employer and employee portion) and is the responsibility of the employee and/or covered individuals. The purpose of this continuation of coverage is to ensure access to health coverage for employees who would otherwise lose group coverage under specified circumstances.
If you become ineligible for benefits because of a change in employee status or time base, or your dependent(s) become ineligible, coverage may be continued under the provisions of COBRA. Please contact a Benefits representative at 619-594-1144 for completion of documents and details.
Direct Pay
Employees who will be going on a leave without pay should contact a Benefits representative to discuss their intentions for continuing health benefits. You have the option to either continue participation with after-tax contributions or cease participation during a leave status.
If you go on a leave of absence without pay or are otherwise in an approved non-pay status, you may elect to pay 100‰ of the group premium (which includes the employer and employee portion) of your medical, dental and vision benefits. Please contact a Benefits representative at 619-594-1144 for details.
Health Insurance Portability and Accountability Act (HIPAA)
HIPAA privacy regulations require CSU Human Resources to establish a privacy policy on the use or disclosure of Protected Health Information (PHI), for all CSU health benefit plans (e.g. health benefits, Health Care Reimbursement Accounts and Employee Assistance Program).
The Privacy Notice 
describes how medical information about you may be used and disclosed and how you can access this information. There may be times where you may want a Benefits representative to assist you with resolving medical issues. To enable this communication then a HIPAA Authorization Form will need to be completed and returned to the Benefits office.