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.

How to Submit a Leave Request

Job Aid – How to submit a Leave Request

For detailed information about Paid Benefits, click on the tab that applies to your employee group below.

Lunch-and-Learn Information Session

Join the Human Resources team for an in-person information session to learn about Paid Family Medical Leave eligibility and the application process.

January 15th, 2026 | Noon - 1 p.m.
HR Offices, Rm 211

If eligible, you may be entitled to paid benefits as follows:

Parental Leave – up to 12 weeks in 12 months

Medical Leave (employee’s own health)—up to 6 weeks in 24 months may be paid. Any additional time that may be covered under FMLA would require use of your own accrued time.

Family Caregiver Leave—up to 6 weeks in 24 months. Any additional time that may be covered under FMLA would require use of your own accrued time.

Qualified Exigency Leave (military-related)—up to 6 weeks in 24 months. Any additional time that may be covered under FMLA would require use of your own accrued time.

Combined Maximum: 12 weeks of FMLA, whether paid or unpaid, in a 12-month period.

If eligible, you may be entitled to paid benefits as follows:

Parental Leave – the first 8 weeks paid at 100%, then the remaining 4 weeks at 80% of your average weekly wage, capped at $900/week. This may be supplemented by 20% of your own accrued time to remain whole. Any additional time that may be covered under FMLA would require use of your own accrued time at 100%.

Medical Leave (employee’s own health)- up to 6 weeks in 24 months may be paid at 80% of your average weekly wage, capped at $900/week. This may be supplemented by 20% of your own accrued time to remain whole. Any additional time that may be covered under FMLA would require use of your own accrued time at 100%.

Family Caregiver Leave - up to 6 weeks in 24 months may be paid at 80% of your average weekly wage, capped at $900/week. This may be supplemented by 20% of your own accrued time to remain whole. Any additional time that may be covered under FMLA would require use of your own accrued time at 100%.

Qualified Exigency Leave (military-related) - up to 6 weeks in 24 months may be paid at 80% of your average weekly wage, capped at $900/week. This may be supplemented by 20% of your own accrued time to remain whole. Any additional time that may be covered under FMLA would require use of your own accrued time at 100%.

Combined Maximum: 12 weeks of FMLA, whether paid or unpaid, in a 12-month period.

If eligible, you may be entitled to paid benefits as follows:

Parental Leave – up to 12 weeks in 12 months

Medical Leave (employee’s own health)—up to 12 weeks in 12 months may be paid.

Family Caregiver Leave—up to 12 weeks in 12 months.

Qualified Exigency Leave (military-related)—up to 12 weeks in 12 months.

Combined Maximum: 12 weeks of FMLA in a 12-month period.

The federal FMLA legislation allows a maximum of twelve weeks of leave, however, the University’s policy for faculty members is to provides work relief for the full semester, if eligible.

See the AAUP Collective Bargaining Agreement for additional details: https://www.udel.edu/faculty-staff/human-resources/employee-relations/#CBAs

Salaried Staff/Professional

If eligible, you may be entitled to paid benefits as follows:

Parental Leave – up to 12 weeks in 12 months

Medical Leave (employee’s own health)—up to 6 weeks in 24 months may be paid. Any additional time that may be covered under FMLA would require use of your own accrued time.

Family Caregiver Leave—up to 6 weeks in 24 months. Any additional time that may be covered under FMLA would require use of your own accrued time.

Qualified Exigency Leave (military-related)—up to 6 weeks in 24 months. Any additional time that may be covered under FMLA would require use of your own accrued time.

Combined Maximum: 12 weeks of FMLA, whether paid or unpaid, in a 12-month period.

Benefited Hourly (AFSCME)

If eligible, you may be entitled to paid benefits as follows:

Parental Leave – the first 8 weeks paid at 100%, then the remaining 4 weeks at 80% of your average weekly wage, capped at $900/week. This may be supplemented by 20% of your own accrued time to remain whole. Any additional time that may be covered under FMLA would require use of your own accrued time at 100%.

Medical Leave (employee’s own health)- up to 6 weeks in 24 months may be paid at 80% of your average weekly wage, capped at $900/week. This may be supplemented by 20% of your own accrued time to remain whole. Any additional time that may be covered under FMLA would require use of your own accrued time at 100%.

Family Caregiver Leave - up to 6 weeks in 24 months may be paid at 80% of your average weekly wage, capped at $900/week. This may be supplemented by 20% of your own accrued time to remain whole. Any additional time that may be covered under FMLA would require use of your own accrued time at 100%.

Qualified Exigency Leave (military-related) - up to 6 weeks in 24 months may be paid at 80% of your average weekly wage, capped at $900/week. This may be supplemented by 20% of your own accrued time to remain whole. Any additional time that may be covered under FMLA would require use of your own accrued time at 100%.

Combined Maximum: 12 weeks of FMLA, whether paid or unpaid, in a 12-month period.

Faculty

If eligible, you may be entitled to paid benefits as follows:

Parental Leave – up to 12 weeks in 12 months

Medical Leave (employee’s own health)—up to 12 weeks in 12 months may be paid.

Family Caregiver Leave—up to 12 weeks in 12 months.

Qualified Exigency Leave (military-related)—up to 12 weeks in 12 months.

Combined Maximum: 12 weeks of FMLA in a 12-month period.

The federal FMLA legislation allows a maximum of twelve weeks of leave, however, the University’s policy for faculty members is to provides work relief for the full semester, if eligible.

See the AAUP Collective Bargaining Agreement for additional details: https://www.udel.edu/faculty-staff/human-resources/employee-relations/#CBAs

New Paid 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.

New Paid Family and Medical Leave FAQs

What is PFML?

Paid Family Medical Leave (PFML) is a new benefit that provides eligible employees with job-protected, paid time off for certain family and medical reasons.

Who is eligible?

Most benefit-eligible University employees will qualify for PFML. Eligibility will be determined by the Leave Management (LM) team when you apply.

What can PFML be used for?

PFML may be used for:

Caring for your own serious health condition
Caring for a family member with a serious health condition
Bonding with a new child (birth, adoption, or foster placement)
Certain military family needs

How do I request PFML?

Submit Leave Request through UD WorkForce - Absent Compliance Tracking System (ACT)
Upload any necessary medical or supporting documentation to your leave case.
The Leave Management team will review your request and confirm your leave.

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.

How does PFML work with FMLA?

PFML will run concurrently with FMLA when applicable. This means your leave may be protected under both programs at the same time, but PFML provides paid time off while FMLA alone does not.

How much leave can I take?

The amount of leave and pay you may receive will depend on your situation. Visit the Time Away from Work website for details.

Do I need to tell my supervisor?

You may notify your supervisor of your need for leave. However, the Leave Management Team will handle the process and paperwork, and copy your supervisor on non-medical documents that will help them plan for your absence.

If I am currently on FMLA and it extends into 2026, will the portion of my leave in 2026 qualify as PFML?

Unfortunately, you are not eligible for PFML. FMLA cases designated in 2025 that used FMLA eligibility do not qualify. In these situations, you must use your applicable accrued time.

If I have already applied and have been approved for FMLA to begin in 2026, do we need to reapply/resubmit our information?

No, you do not need to reapply/resubmit your application. Leave Management will handle your case manually.

Is this all funded by UD or will a portion be taken out of our pay?

PFML is funded by UD. There is no cost share for employees.

If the need for leave is unforeseeable, and the employee is incapacitated, can a supervisor submit the form online for the employee?

The supervisor should reach out to Leave Management to advise us of the employee’s situation. Leave Management will handle submitting the FMLA on behalf of the employee if they are eligible.

With PFML, do the six weeks need to be taken all at once, or can they be used intermittently?

PFML can be taken both intermittently and continuously. A birth parent would need to provide a physician’s clearance to the Leave Management Team before work could begin.

Once the PFML and FMLA are exhausted, am I able to extend my leave using sick and/or vacation time?

If you are still medically incapacitated when your PFML/FMLA is exhausted, you may reach out to your supervisor to seek approval to utilize your sick leave (vacation leave when sick leave is exhausted). The decision is based upon the discretion/operational needs of your department.

How will Intermittent Leave be tracked?

A Time Off Request (TOR) in UD WorkForce must be submitted for every instance of intermittent leave.

Does “Family” include only immediate family members?

Immediate family member: an eligible employee’s spouse (as defined by law), parent, or child.

For the minimum of 1,250 hours worked requirement, does this include vacation or regular sick days?

Only hours actually worked count toward the requirement. Sick leave, vacation, bereavement, snow days, and holidays are not included.

Would I be eligible for PFML/FMLA if I am the sole caregiver for my in-laws?

In-laws are not eligible dependents.

How does PFML work with Short Term Disability?

PFML, FMLA, and Short Term Disability (if eligible) all run concurrently. When Short Term Disability begins on the 31st day of absence, PFML would be used for 25% of the day, and Short Term Disability would be used for 75% of the day. Once PFML is exhausted, accrued sick time (vacation time if sick time is exhausted) would be used for the 25% of the day.

What happens when an employee has exhausted all 12 weeks of Leave (6 weeks of PFML along with the remaining 6 weeks of FMLA using accrued benefit time)?

If the employee is eligible for Short-Term Disability, which would run concurrently, coverage will continue as long as The Hartford certifies the disability. If the employee is not eligible, all job-protected leaves end when PFML and FMLA conclude. Requests for extended leave are considered individually, with department input and required medical documentation.

Who can I contact with questions?

The Leave Management (LM) team is your main resource for PFML.

Email: leavemanagement@udel.edu
Website: Time Away From Work

New Paid Family Medical Leave – Manager FAQs

What is PFML?

Paid Family Medical Leave (PFML) provides eligible employees with job-protected, paid time off for specific family and medical reasons. It will run concurrently with FMLA when applicable.

What is my role as a manager?

Your main responsibilities are to:

Support employees who need to take leave.
Maintain confidentiality regarding medical or personal leave requests.
Coordinate coverage for your department while the employee is out.
Stay in communication with the Leave Management (LM) team as needed.

Ensure that Time Off Requests (TORS) are submitted whenever an employee is absent from work.

Will I handle the paperwork or approvals?

No. The Leave Management (LM) team will manage the request, documentation, and approval process. You will be kept informed of leave dates and return-to-work information, but you will not collect medical details.

How will I know when an employee is on PFML?

The Leave Management team will notify you of the employee’s approved leave dates and any updates. This ensures you can plan for workload coverage.

What should I do if an employee asks me about PFML?

Direct them to the Time Away from Work website and to the Leave Management team for questions and support.
Encourage them to notify you if they expect to be out, so planning can begin.
Reassure them that PFML is a confidential, centrally managed process.

How does PFML affect scheduling and workload?

As the manager, you will need to plan for temporary coverage of the employee’s duties. The Leave Management team will provide as much notice as possible to help you prepare.

Who can I contact with questions?

The Leave Management (LM) team is your primary resource.
Email: leavemanagement@udel.edu
Website: Time Away From Work

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.

Enhanced Paid Parental Leave FAQs

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 required 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.

For a new birth, do we need to submit separate leave requests for Parental & FMLA leave?

No, Parental Leave and FMLA will run concurrently.

Will employees be able to extend Parental Leave using their own vacation time?

Once the 12 weeks of Parental Leave is exhausted, and you would like to extend your leave of absence using vacation time, you will need to seek approval from your department. The decision is at the department’s discretion.

Does the mother need to submit the Parental Leave request 30 days in advance?

Both the birth parent and non birth parent should submit the leave request 30 days in advance.

If both parents are UD employees, can the mother take 12 weeks of paid parental leave and the non-birthing parent take the 6 weeks of PFML?

Both parents are entitled to the full 12 weeks of PFML/Parental leave.

Who can I contact with questions?

The Leave Management (LM) team is your primary resource.

Email: leavemanagement@udel.edu
Website: Time Away From Work

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.

FMLA Resources

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

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.

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.

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

Workers' Compensation FAQs

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

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

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.

Cobra Rates

Effective July 1, 2025

Health Care Coverage

	Total Monthly Rate	COBRA @ 102%
Highmark Blue Choice Deductible PPO
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	$1,777.51
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 Blue Choice PPO
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	$49.15	$50.13
Employee & Spouse	$98.93	$100.91
Employee & Child(ren)	$110.70	$112.91
Family	$160.87	$164.09

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

Cobra FAQs

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

When you separate from the University, you will receive a COBRA enrollment packet from ASI COBRA via regular mail. The COBRA enrollment packet will provide all the information and instructions on how to enroll in COBRA The University must notify ASI COBRA within 30 days of the qualifying event. When ASI COSRA receives a notice of the qualifying event, it must provide the qualified beneficiaries with an election notice which describes their rights to continuation coverage and how to make an election. This notice must be provided within 14 days after ASI COBRA receives notice of the qualifying event from the University.

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. The last day to elect will be provided on the Election Form in your COBRA enrollment packet.

How long will 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, 2025, your regular health benefits continue until March 31, 2025 and your COBRA insurance coverage will begin effective April 1, 2025. 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 enrollment packet from ASI COBRA will outline the payment options.

What if I want to cancel before the COBRA expires?

You may cancel at any time. You would contact ASI COBRA directly to request cancellation of your COBRA coverages.

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 plan administrator. For more information on Medicare, visit Medicare.gov or call 1-800-MEDICARE.

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)