What's Included with COBRA Medical Plan Coverage
If you elect COBRA Medical Plan coverage, the following are included:
- The Medical Plan which you were enrolled in as an active employee, including the Prescription Drug Plan and the MRA (see "The MRA and COBRA" for more information);
- Wellness Screenings at your doctor's office or qualifying labs; and
- Tobacco cessation program.
If you do not elect COBRA Medical Plan coverage, we are required to offer you the ability to elect to continue participation in certain wellness-related programs. These programs are offered through a single "bundled" election. However, we strongly encourage you to consider the value in electing such programs:
- Access to the JPMorganChase on-site Health & Wellness Centers;
- Employee Assistance Program (EAP);
- Tobacco cessation program; and
- Wellness Screening at your doctor's office or qualifying labs.
If you elect COBRA coverage for these services, you are eligible to earn Wellness Rewards (a taxable incentive payable through payroll) by completing the Wellness Activity(ies) during the annual designated timeframe. The maximum amount of Wellness Rewards you can earn is determined by your Medical Plan eligibility: JPMC Medical Plan Option 1 and Option 2 $700, Centivo Select Plan $200. Additionally, your covered spouse/domestic partner is not eligible to earn any Wellness Rewards.
If you elect COBRA Medical Plan coverage and would like to continue to have access to the Employee Assistance Program and the JPMorganChase onsite Health & Wellness Centers, you should purchase the COBRA "bundled" coverage listed above.
More details about coverage under COBRA are available by calling 1-844-ASK-JPMC.
Individuals eligible for COBRA continuation coverage are called "qualified beneficiaries." A qualified beneficiary includes the covered spouse and eligible dependent children of a covered employee, and, in certain cases, the covered employee.
Under current law, to be considered a qualified beneficiary, an individual must generally be covered under a group health plan on the day before a qualifying event occurs that causes a loss in coverage (such as termination of employment or a divorce from or death of the covered employee). In addition, a newborn child or a child who is placed for adoption with the covered employee during the period of COBRA continuation coverage is also considered a qualified beneficiary.