Time Away From Work

Human Resources

The University offers resources for faculty and staff who may need time away from work due to a qualifying event. Members of our faculty and staff employed under a collective bargaining agreement should refer to their respective agreements for details about bargained leave options.

Plans for paid time off are offered solely at the discretion of the University to benefit-eligible faculty and staff.

Other leaves of absence (e.g., military leaves, jury duty and family and medical leave) are subject to federal and state law.

Enhancements to Family and Medical Leave act Policies effective Jan. 1, 2026

Sometimes you need to take time away from work—whether you are adding a child to your family, tending to a family member’s or your own serious health condition, or supporting a family member in the military. We recognize how important it is to be able to take time to care for what and who matters most. That’s why we are introducing three new leave policies and making some key changes to our existing paid parental leave policy, effective Jan. 1, 2026.

New Family and Medical Leaves

To help support you when you need to take time away from work, the University is introducing three new leave policies, effective Jan. 1, 2026. Each of these leaves may be taken as a continuous leave, as an intermittent leave (in one-hour increments), or on a reduced leave schedule, such as changing from full-time to part-time employment. You may not take more than 12 weeks of combined leave in a 12-month period.

Family caregiver leave: Provides paid leave for up to six weeks in a 24-month period to care for a family member with a serious health condition.
Medical leave: Provides paid leave for up to six weeks in a 24-month period if you have a serious health condition and are unable to perform the functions of your position.
Qualifying exigency leave: Provides paid leave for up to six weeks in a 24-month period to support a family member who is on active military duty or who has been notified of an impending call or order to active duty in the Armed Forces.

You may be eligible for these leaves if you have worked for the University for at least 12 months and for at least 1,250 hours during the previous 12-month period. More details will be coming soon.

Paid Family Medical Leave Act (FMLA) Leave FAQ

If I am absent from work due to a workplace injury or illness or due to injuries sustained in an automobile accident, and I receive benefits from any other state or federal program for an absence, am I eligible for the paid FMLA benefit?

No. A covered individual is not permitted to receive plan benefits under paid FMLA leave.

When and where can I apply for paid FMLA leave?

Starting Jan. 1, 2026, you can submit your application for paid FMLA leave through UD Workforce, ACT. Additional information will be provided soon. Please note that all current FMLA processing will continue as usual until Jan. 1, 2026.

What occurs if I deplete all my paid FMLA benefits? Will I still have the option to use unpaid FMLA for the remainder of my medical leave, either for myself or a family member?

If you use all your paid FMLA time, you’ll need to use your accrued leave for the rest of your FMLA period.

Where do I go if I have questions about my eligibility or paid FMLA?

For questions about eligibility or paid FMLA, email the leave management team at leavemanagement@udel.edu.

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Enhanced Paid Parental Leave Policy

The University provides paid parental leave to give you recovery/bonding time after adding a child to your family.

Starting Jan. 1, 2026, eligible employees will be able to take up to 12 weeks of paid parental leave following the birth, adoption, or foster care placement of a child—or to care for the child during the first year.

You may use this leave any way that works best for you:

All at once (continuous leave)
In smaller blocks of time (intermittent leave, as little as one-hour increments)
On a reduced work schedule (for example, switching from full-time to part-time temporarily)

To request parental leave, you will need to submit your request through the UD Workforce, ACT system at least 30 days ahead of your planned leave.

Paid Parental Leave Highlights

More time off: The maximum paid parental leave is increasing from 8 weeks to 12 weeks.

Expanded eligibility: You can now take leave to care for a recently placed foster child or during the first year after the birth, adoption, or placement of that child.

More flexibility in how you take leave: In addition to taking your leave all at once (as before), you can now:

Take it intermittently (in as little as one-hour increments), or
Use a reduced schedule (for example, working fewer hours per day or fewer days per week).

Less notice required: You now only need to give 30 days’ notice before your leave begins—down from the previous 60-day requirement.

New way to request leave: Going forward, you will submit parental leave requests through UD Workforce, Absence Compliance Tracking System (ACT) instead of University HR. This system will be available in December 2025. Look for more details coming soon.

Paid Parental Leave FAQ

What can I use paid parental leave for?

The purpose of paid parental leave is to allow recovery/bonding time following the birth of your child or the adoption or foster care placement of a child under 18 years of age (or a disabled child age 18 or older). You can also use it for caregiving for a new child within the first year of the child’s birth, adoption, or foster care placement.

How do I apply for paid parental leave?

You will need to file an online application for benefits through UD Workforce, ACT up to 30 days before your requested leave start date. If your need for leave is unforeseeable, you must apply for benefits within 30 days after the first day of your leave.

Is documentation requred for proof of birth, adoption, or foster care placement?

Yes. Appropriate documentation is required and must be submitted within 30 days of the event. Documentation requirements:

● Birth: the birth certificate

● Adoption: documentation such as an adoption order

● Foster care placement: documentation confirming the placement of the child

Please complete a Family Status Change form within 30 days of birth, adoption or foster care placement if you wish to add your child to your benefits.

Does the parental leave policy apply to foster children?

Yes. The policy applies to the birth, adoption, and foster care placement of a child and for caregiving for a new child.

Must the 12 weeks of paid parental leave be taken all at once?

No. Paid parental leave can be taken as a continuous leave, intermittent leave, or on a reduced leave schedule. Intermittent leave may be taken in increments of one hour.

Is additional paid leave provided if I meet the criteria more than once during the year?

If eligible, you will receive up to a maximum of 12 weeks of paid parental leave per birth or adoption or foster care placement of a child. In no case will you receive more than 12 weeks of paid parental leave in a rolling 12-month period, regardless of whether more than one birth, adoption, or foster care placement event occurs within that 12-month timeframe.

Am I required to take Family Medical Leave Act (FMLA) leave concurrently with paid parental leave?

Yes. If you are eligible for FMLA, the paid parental leave will be taken concurrently with FMLA.

Can I receive short-term disability (STD) benefits and paid parental leave benefits at the same time?

If you are eligible for short-term disability benefits and your claim is approved, you will receive short-term disability payments of 75% of your base salary. If the short-term disability benefit is less than the parental leave benefit payable, the difference will be paid as a parental leave benefit. Paid parental leave and FMLA leave will run concurrently during the STD waiting period. For additional information, review UD’s Disability Policy.

Will I continue to accrue sick and vacation time while I am on leave?

Yes. You will continue to accrue sick and vacation time while on paid parental leave.

Will I maintain my benefits while on leave?

Yes. Throughout your leave, you will maintain the same benefits you had in place before the start of your leave. Keep in mind that you are still obligated to pay the same share of the premium costs that you did before taking leave. Failure to pay may result in loss of coverage.

Where do I go if I have questions about my eligibility or paid parental leave?

For questions about eligibility or paid parental leave, email the leave management team at leavemanagement@udel.edu.

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Family Medical Leave Act (FMLA)

FMLA helps employees balance the demands of work with the needs of their families. The University provides reasonable unpaid job-protected leave for certain family and medical reasons such as, but not limited to, an employee's serious health condition.

Resources
Manager/Partner Toolkit

To begin the application process for FMLA leave, employees should contact the HR Partner for their respective department.

Resources

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Pension Participant Short Term Disability Checklist for Managers

To begin the application process for FMLA leave, employees should contact the HR Partner for their respective department.

Resources

To begin the application process for FMLA leave, employees should contact the HR Partner for their respective department.

Resources

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Manager/Partner Toolkit

Pension Participant Short Term Disability Checklist for Managers

To begin the application process for FMLA leave, employees should contact the HR Partner for their respective department.

Paid Parental Leave

The University of Delaware offers paid parental leave available to eligible employees. The policy will offer eight (8) weeks of paid parental leave for benefits-eligible employees upon the birth of their child or adoption of a child six (6) years of age or younger. A completed, request for Parental Leave Form and other required documentation must be submitted 60 days in advance.

Benefited employees working 30 hours or more per week, except those in positions covered by AAUP, University of Delaware Chapter.

Employees must have been employed by the university for at least 12 months in a benefits-eligible position.

Paid parental leave must be taken during the first eight (8) weeks following the birth of a child or placement of a newly adopted child six (6) years of age or younger.

If both legal parents are eligible employees of the University, they are entitled to a combined eight (8) weeks of paid parental leave.

A multiple birth or adoption will not increase the length of paid parental leave granted.

Parental leave (paid and unpaid) runs concurrently with FMLA and short-term disability, if applicable.

How do I apply for Paid Parental Leave?

A completed and signed Request for Parental Leave Form and other required documentation must be submitted to your department’s Human Resources Manager/HR Designee 60 days in advance.

What can I use paid parental leave for?

The purpose of paid parental leave is to allow recovery/bonding time following the birth of your child or adoption of a child six (6) years of age or younger.

If the baby is born on a Saturday or Sunday does the 8 weeks start on a Saturday or Sunday? Or does the 8 weeks start on the following Monday after the birth?

The system will reflect the day of birth or adoption as the first day of paid parental leave. It will cover pay for 8 weeks/40 work days.

Is additional paid leave provided if I meet the criteria more than once during the year?

If eligible, you will receive up to a maximum of eight (8) weeks of paid parental leave per birth or adoption of a child. In no case will you receive more than eight weeks of paid parental leave in a rolling 12-month period, regardless of whether more than one birth or adoption event occurs within that twelve-month timeframe.

Must the eight weeks for paid parental leave be taken all at once?

Yes. Paid parental leave must be taken in one continuous period of leave.

If I have a multiple birth (twins, triplets, etc.), am I eligible for more than eight weeks of paid parental leave?

No. The paid parental leave benefit provides up to eight (8) weeks of paid leave per birth event or adoption event, regardless of multiple births (twins, triplets, etc.) or adopting more than one child.

Does the parental leave policy apply to foster children?

No. The policy only covers birth or adoption.

How do I apply for this benefit?

A completed and signed Request for Parental Leave Form and other required documentation must be submitted to your department’s Human Resources Manager/HR Designee 60 days in advance.

Is documentation required for proof of birth or adoption?

Yes, appropriate documentation is required and must be submitted to Human Resources Benefits within 30 days of the event. Documentation requirements: for birth, the birth certificate; for adoption, documentation such as an adoption order. Please review the Family Status Change form if you wish to add your child to benefits.

Am I required to take FMLA concurrently with paid parental leave?

Yes, if you are eligible for FMLA, the paid parental leave will be taken concurrently with FMLA.

Can I receive short-term disability (STD) benefits and paid parental leave benefits at the same time?

If you are eligible for short-term disability benefits and your claim is approved, you will receive short-term disability payments of 75%. The additional 25% will be charged to your paid parental leave. Paid parental leave and FMLA leave will run concurrently during the STD waiting period. You will use your vacation balance concurrently with FMLA, after the eight weeks (8) of paid parental leave is exhausted. For additional information see UD’s Disability Policy.

Will my benefits status be affected if I take parental leave?

No. The University will maintain all benefits for you during the paid parental leave period just as if you were taking any other University paid leave such as vacation leave or sick leave.

My spouse and I are both employed at the University. Do we both get eight weeks of paid parental leave?

No. If both parents are employed by the University, you are entitled to eight (8) weeks of combined paid parental leave.

If I get married and adopt my spouse’s children, am I eligible for parental leave?

No. Adoption of your spouse’s children does not meet the eligibility criteria for this benefit.

Does paid parental leave apply to bargaining units?

This policy may not be applicable to you if you are covered under a union contract. If you are covered under a union contract, you should refer to your respective contract.

Do I still submit Time off Requests while on Paid Parental Leave?

Yes. The Leave Management Team will be happy to submit your time off in WorkForce using the proper codes for the correct periods. Time off requests will be submitted in accordance with our sick, vacation and FMLA policies utilizing physician information. Parental leave (paid and unpaid) runs concurrently with FMLA and short-term disability, if applicable.

Do I need to provide a birth certificate to Human Resources?

A Family Status Change form with required supporting documentation should be uploaded to our secure document portal found here https://www.udel.edu/faculty-staff/human-resources/forms/ within 30 days of birth/adoption. The initial documentation may be the footprints certificate from the hospital, but the Social Security Card and birth certificate copies should be forwarded once received in the mail.

What happens if a holiday falls during my parental leave?

If a University holiday(s) of less than one full week occurs while you are on paid parental leave, such holiday(s) will not extend the total paid parental leave entitlement nor will your receive additional holiday pay for the day. If a University holiday of one full work week or more occurs during your parental leave, it WILL extend your leave by the number of days the University is closed for said holiday. You will not receive additional pay for those days.

A completed and signed Request for Parental Leave Form and other required documentation must be submitted to your department’s Human Resources Manager/HR Designee 60 days in advance.

For Leave of Absence assistance and questions email: leavemanagement@udel.edu

Eligibility

Benefited employees working 30 hours or more per week, except those in positions covered by AAUP, University of Delaware Chapter.

Limitations

Employees must have been employed by the university for at least 12 months in a benefits-eligible position.

Paid parental leave must be taken during the first eight (8) weeks following the birth of a child or placement of a newly adopted child six (6) years of age or younger.

If both legal parents are eligible employees of the University, they are entitled to a combined eight (8) weeks of paid parental leave.

A multiple birth or adoption will not increase the length of paid parental leave granted.

Parental leave (paid and unpaid) runs concurrently with FMLA and short-term disability, if applicable.

Frequently Asked Questions

How do I apply for Paid Parental Leave?

A completed and signed Request for Parental Leave Form and other required documentation must be submitted to your department’s Human Resources Manager/HR Designee 60 days in advance.

What can I use paid parental leave for?

The purpose of paid parental leave is to allow recovery/bonding time following the birth of your child or adoption of a child six (6) years of age or younger.

If the baby is born on a Saturday or Sunday does the 8 weeks start on a Saturday or Sunday? Or does the 8 weeks start on the following Monday after the birth?

The system will reflect the day of birth or adoption as the first day of paid parental leave. It will cover pay for 8 weeks/40 work days.

Is additional paid leave provided if I meet the criteria more than once during the year?

Must the eight weeks for paid parental leave be taken all at once?

Yes. Paid parental leave must be taken in one continuous period of leave.

If I have a multiple birth (twins, triplets, etc.), am I eligible for more than eight weeks of paid parental leave?

Does the parental leave policy apply to foster children?

No. The policy only covers birth or adoption.

How do I apply for this benefit?

A completed and signed Request for Parental Leave Form and other required documentation must be submitted to your department’s Human Resources Manager/HR Designee 60 days in advance.

Is documentation required for proof of birth or adoption?

Am I required to take FMLA concurrently with paid parental leave?

Yes, if you are eligible for FMLA, the paid parental leave will be taken concurrently with FMLA.

Can I receive short-term disability (STD) benefits and paid parental leave benefits at the same time?

Will my benefits status be affected if I take parental leave?

No. The University will maintain all benefits for you during the paid parental leave period just as if you were taking any other University paid leave such as vacation leave or sick leave.

My spouse and I are both employed at the University. Do we both get eight weeks of paid parental leave?

No. If both parents are employed by the University, you are entitled to eight (8) weeks of combined paid parental leave.

If I get married and adopt my spouse’s children, am I eligible for parental leave?

No. Adoption of your spouse’s children does not meet the eligibility criteria for this benefit.

Does paid parental leave apply to bargaining units?

This policy may not be applicable to you if you are covered under a union contract. If you are covered under a union contract, you should refer to your respective contract.

Do I still submit Time off Requests while on Paid Parental Leave?

Do I need to provide a birth certificate to Human Resources?

What happens if a holiday falls during my parental leave?

Parental Leave Request Form

A completed and signed Request for Parental Leave Form and other required documentation must be submitted to your department’s Human Resources Manager/HR Designee 60 days in advance.

For Leave of Absence assistance and questions email: leavemanagement@udel.edu

Additional Leave of Absence resources for HR Business Partners and Supervisors can be found in the HR Knowledge Hub under Leaves of Absence.

Workers' Compensation

All compensated employees of the University are protected by Workers' Compensation Insurance for any occupational injury or illness. (Compensation may include payment or other forms of compensation, for example, room and board.) This protection covers prescribed medical treatment and hospitalization, if necessary.

Policy
Frequently Asked Questions

Workers' Compensation Policy

To report an injury or illness submit: First Report of Occupational Injury or Disease Form

Contact Leave Management for more information at leavemanagement@udel.edu

I injured myself or one of my staff members injured themselves during work hours. What do I do now?

You would report an injury or illness by submitting: First Report of Occupational Injury or Disease Form

What do I do if a job-related injury or illness happens off campus?

You are to still required to report the injury to your manager or Human Resources.

Who do I notify if I have a job-related injury or illness?

You are to notify your manager or Human Resources within 24 hours of the work related job-injury or illness.

What happens once a First Report of Injury is submitted?

A claim is processed with our third party vendor, PMA Companies

After medical treatment is received and I receive a bill for services rendered, what do I do with the bill from the medical provider?

Please submit the bill by mail or Fax to:

PMA Customer Service Center

P.O. Box 5231

Janesville, WI 53547-5231

Fax: 1-800-432-9762

Do I have to utilize sick time during a job-related injury?

When lost time occurs as a result of illness or injury, an employee may receive up to their full regular salary. Employees must use all accrued sick leave during a period of lost-time because of an illness or injury and may use accrued vacation to maintain a full salary during a period of lost-time because of a covered illness or injury. The employee may also elect to use vacation leave to continue to receive their full salary.

Am I compensated for a Workers’ Compensation Claim?

The employee will retain any benefits paid by the Worker’s Compensation insurance carrier while the employee is receiving their full salary. If disability should continue after sick and vacation leave has been exhausted, the employee will receive Workers Compensation benefit payments directly from the University’s Worker’s Compensation insurance carrier.

How do I know if my Workers Compensation Claim is approved?

PMA will contact the injured worker with any claim approvals/denials by postal mail or email. If you need information accessed quickly, the injured party can contact PMA at:

PMA

P. O. BOX 5231

Janesville, WI 53547-5231

Phone: 1-888-476-2669

Billing Fax: 1-800-432-9762

Policy

Workers' Compensation Policy

To report an injury or illness submit: First Report of Occupational Injury or Disease Form

Contact Leave Management for more information at leavemanagement@udel.edu

Frequently Asked Questions

I injured myself or one of my staff members injured themselves during work hours. What do I do now?

You would report an injury or illness by submitting: First Report of Occupational Injury or Disease Form

What do I do if a job-related injury or illness happens off campus?

You are to still required to report the injury to your manager or Human Resources.

Who do I notify if I have a job-related injury or illness?

You are to notify your manager or Human Resources within 24 hours of the work related job-injury or illness.

What happens once a First Report of Injury is submitted?

A claim is processed with our third party vendor, PMA Companies

After medical treatment is received and I receive a bill for services rendered, what do I do with the bill from the medical provider?

Please submit the bill by mail or Fax to:

PMA Customer Service Center

P.O. Box 5231

Janesville, WI 53547-5231

Fax: 1-800-432-9762

Do I have to utilize sick time during a job-related injury?

Am I compensated for a Workers’ Compensation Claim?

How do I know if my Workers Compensation Claim is approved?

PMA will contact the injured worker with any claim approvals/denials by postal mail or email. If you need information accessed quickly, the injured party can contact PMA at:

PMA

P. O. BOX 5231

Janesville, WI 53547-5231

Phone: 1-888-476-2669

Billing Fax: 1-800-432-9762

Consolidated Omnibus Budget Reconciliation Act (COBRA)

The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits (i.e. health, dental, vision and Health Care FSA) provided through the University.

COBRA benefits can only be continued for limited periods of time under certain circumstances, such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce and other life events. COBRA requires that continuation coverage extend from the date of the qualifying event for a limited period of time of 18 months (for employee), 36 months (for dependent) or 29 months (if a qualified beneficiary is disabled).

Qualified individuals are required to pay the entire premium for coverage, up to 102 percent of the cost of the plan. If you are leaving the University or you or a covered dependent will be losing benefits for some reason, please send an email to hrhelp@udel.edu with the details of your situation.

Effective July 1, 2024

Health Care Coverage

	Total Monthly Rate	COBRA @ 102%
Highmark Delaware First State Basic
Employee/Retiree	$1,102.06	$1,124.10
Employee/Retiree & Spouse	$2,280.12	$2,325.72
Employee/Retiree & Child(ren)	$1,675.24	$1,708.74
Family	$2,850.26	$2,907.27
Aetna CDH Gold
Employee/Retiree	$1,140.62	$1,163.43
Employee/Retiree & Spouse	$2,364.98	$2,412.28
Employee/Retiree & Child(ren)	$1,742.66	$1,77.51
Family	$3,004.50	$3,064.59
Aetna HMO
Employee/Retiree	$1,150.54	$1,173.55
Employee/Retiree & Spouse	$2,425.78	$2,474.30
Employee/Retiree & Child(ren)	$1,760.02	$1,795.22
Family	$3,026.82	$3,087.36
Highmark Delaware Comprehensive PPO Plan
Employee/Retiree	$1,258.16	$1,283.32
Employee/Retiree & Spouse	$2,610.80	$2,663.02
Employee/Retiree & Child(ren)	$1,939.04	$1,977.82
Family	$3,263.86	$3,329.14

Dental Coverage
	Total Monthly Rate	COBRA @ 102%
Dental Plan Administered by MetLife
Employee	$46.81	$47.75
Employee & Spouse	$94.22	$96.10
Employee & Child(ren)	$105.43	$107.54
Family	$153.21	$156.27

Vision Coverage
	Total Monthly Rate	COBRA @ 102%
Vision Plan Administered by National Vision Administrators (NVA)
Employee	$4.42	$4.51
Employee & Spouse	$9.50	$9.69
Employee & Child(ren)	$7.16	$7.30
Family	$13.06	$13.32

Dental Coverage
New Rates Effective 7/1/2022
	Total Monthly Rate	COBRA @ 102%
Dental Plan Administered by MetLife
Employee	$44.58	$45.47
Employee & Spouse	$89.73	$91.52
Employee & Child(ren)	$100.41	$102.42
Family	$145.91	$148.83

Vision Coverage
New Rates Effective 7/1/2022
	Total Monthly Rate	COBRA @ 102%
Vision Plan Administered by National Vision Administrators (NVA)
Employee	$4.42	$4.51
Employee & Spouse	$9.50	$9.69
Employee & Child(ren)	$7.16	$7.30
Family	$13.06	$13.32

How will I know when and how to enroll in COBRA?

When you separate from the University, you will receive two COBRA letters via regular mail. One letter will be sent from ASI COBRA offering continuation of your medical coverage. The second letter will be mailed from the University and provide instructions on how to continue your dental and vision via COBRA..

Why do I receive two COBRA packets?

Our medical benefits are administered by the State of Delaware, and they utilize the vendor ASI to administer their COBRA plan. The University administers their own dental and vision plans, HR will offer and administer continuation of these benefits.

How long do I have to enroll?

You are given an election period of 60 days, beginning the first day you lose coverage, to choose whether or not to elect continuation coverage. When you enroll within the 60 day grace period, coverage is retroactive to the first day of lost coverage. There may be no lapse in coverage between active and COBRA.

How long does COBRA last?

COBRA offers extended insurance coverage for 18 months beginning the first day of the month after you separate from the University. For example, if you separate from the University March 15, 2023, your regular health benefits continue until March 31, 2023 and your COBRA insurance coverage will begin effective April 1, 2023. COBRA also offers extended coverage of 36 months for the divorced spouse of a covered employee, surviving dependents after the death of a covered employee and loss of dependent child status at age 26.

Since I am no longer employed with the University, how will the COBRA premiums be deducted and how often will they be deducted?

Your COBRA letter will outline two options. You may submit a check by mail or enroll in ACH for automatic electronic deductions from your checking account each month.

What if I want to cancel before the COBRA expires in 18 months?

You may cancel at any time. You would contact ASI COBRA directly to request cancellation of your COBRA Medical. You would contact the University of Delaware Human Resources via email at hrhelp@udel.edu to request cancellation of dental and/or vision.

Are there alternatives for health coverage other than COBRA?

Yes, the Marketplace offers “one stop shopping” to find and compare private health insurance options. In the Marketplace, you could be eligible for a tax credit that lowers your monthly premiums and cost-sharing reductions (amounts that lower your out-of-pocket costs for deductibles, coinsurance and copayments), and you can see what your premium, deductibles and out-of-pocket costs will be before you make a decision to enroll. Visit healthcare.gov to compare plans and premiums.

I have both Medicare and COBRA coverage, how do I know which will pay my benefits?

Medicare is the Federal health insurance program for people who are 65 or older and certain younger people with disabilities or End-Stage Renal Disease. If you are enrolled in Medicare as well as COBRA continuation coverage, there may be special coordination of benefits rules that determine which coverage is the primary payer of benefits. Check your Summary Plan Description to see if special rules apply or ask your pla administrator. For more information on Medicare, visit Medicare.gov or call 1-800-MEDICARE.

COBRA Benefits

COBRA Rates

Effective July 1, 2024

Health Care Coverage

	Total Monthly Rate	COBRA @ 102%
Highmark Delaware First State Basic
Employee/Retiree	$1,102.06	$1,124.10
Employee/Retiree & Spouse	$2,280.12	$2,325.72
Employee/Retiree & Child(ren)	$1,675.24	$1,708.74
Family	$2,850.26	$2,907.27
Aetna CDH Gold
Employee/Retiree	$1,140.62	$1,163.43
Employee/Retiree & Spouse	$2,364.98	$2,412.28
Employee/Retiree & Child(ren)	$1,742.66	$1,77.51
Family	$3,004.50	$3,064.59
Aetna HMO
Employee/Retiree	$1,150.54	$1,173.55
Employee/Retiree & Spouse	$2,425.78	$2,474.30
Employee/Retiree & Child(ren)	$1,760.02	$1,795.22
Family	$3,026.82	$3,087.36
Highmark Delaware Comprehensive PPO Plan
Employee/Retiree	$1,258.16	$1,283.32
Employee/Retiree & Spouse	$2,610.80	$2,663.02
Employee/Retiree & Child(ren)	$1,939.04	$1,977.82
Family	$3,263.86	$3,329.14

Dental Coverage
	Total Monthly Rate	COBRA @ 102%
Dental Plan Administered by MetLife
Employee	$46.81	$47.75
Employee & Spouse	$94.22	$96.10
Employee & Child(ren)	$105.43	$107.54
Family	$153.21	$156.27

Vision Coverage
	Total Monthly Rate	COBRA @ 102%
Vision Plan Administered by National Vision Administrators (NVA)
Employee	$4.42	$4.51
Employee & Spouse	$9.50	$9.69
Employee & Child(ren)	$7.16	$7.30
Family	$13.06	$13.32

Dental Coverage
New Rates Effective 7/1/2022
	Total Monthly Rate	COBRA @ 102%
Dental Plan Administered by MetLife
Employee	$44.58	$45.47
Employee & Spouse	$89.73	$91.52
Employee & Child(ren)	$100.41	$102.42
Family	$145.91	$148.83

Vision Coverage
New Rates Effective 7/1/2022
	Total Monthly Rate	COBRA @ 102%
Vision Plan Administered by National Vision Administrators (NVA)
Employee	$4.42	$4.51
Employee & Spouse	$9.50	$9.69
Employee & Child(ren)	$7.16	$7.30
Family	$13.06	$13.32

Frequently Asked Questions

How will I know when and how to enroll in COBRA?

Why do I receive two COBRA packets?

How long do I have to enroll?

How long does COBRA last?

Since I am no longer employed with the University, how will the COBRA premiums be deducted and how often will they be deducted?

Your COBRA letter will outline two options. You may submit a check by mail or enroll in ACH for automatic electronic deductions from your checking account each month.

What if I want to cancel before the COBRA expires in 18 months?

Are there alternatives for health coverage other than COBRA?

I have both Medicare and COBRA coverage, how do I know which will pay my benefits?

Time Away From Work Resources

Secure Document Submission

Please use the Secure Document Submission Form to provide HR with important documents. Log-in with your Employee ID and password and follow the directions on the form.

Knowledge Hub

Looking for a form, policy or toolkit? Find these resources in the HR Knowledge Hub (formerly the HR ATLAS). (This content is only available to internal staff and faculty)