COVID-19 - How to Help Protect Your Employees

An eligible employee is one who works 30 or more hours per week. Or, if less than 30 hours, at least as many hours as specified by Quartz in the Group Application. 

In simple terms, a furlough is a mandatory, temporary, unpaid leave. A layoff is a full separation from the company. Please consult your human resources or legal advisor for more information.  

Yes, as long as you keep paying your premium on time and they are considered an active, eligible employee.  

Quartz will allow continued coverage for employees on temporary leave or reduced hours until September 1, 2020. As of September 1, 2020, the employee will need to either elect COBRA, state continuation coverage, or an ACA plan to remain covered. Employees in the probate period at the time of temporary leave or reduced hours will be allowed to come on to the plan per the group’s probate rules.

Yes, under these terms -  Quartz will allow the following reinstatement provisions for employees returning to work after a leave of absence due to layoff: Employees rehired within 12 months of layoff do not need to re-satisfy the group’s probate period. Their effective date will be the 1st of the month following their rehire date or per the group’s current probate rules (if different). Employees rehired after 12 months are required to re-satisfy the group’s probate period.

Quartz coverage for employees who are laid off or have hours permanently reduced to be no longer benefit-eligible would end as specified in the group’s termination provision (i.e., date of termination or end-of-month termination).

This is a qualifying event for COBRA (for employers with 20 or more employees) or state continuation coverage (for employers with fewer than 20 employees).

Employees also have the option to purchase an individual plan either directly through Quartz or through the Health Insurance Marketplace (HIM), since this circumstance creates a Special Enrollment Period. With a HIM plan purchased through HealthCare.gov, a premium tax credit might be available to help lower their monthly bill.

If someone was in their waiting period and was laid off or had a reduction in hours to be no longer benefit-eligible, they no longer meet eligibility requirements for Quartz coverage. They are also not eligible for COBRA through their current employer. They may be able to secure COBRA coverage through their previous employer if they are still in the COBRA election period window. HIM may also be an option if they are still in a qualifying event window.

No and no. Once they enroll in COBRA, they are not eligible for a HIM plan until either the next open enrollment period or until they’ve exhausted their COBRA coverage, whichever comes first. If they enroll in a HIM plan first, they cannot later enroll in COBRA. 

Yes. COBRA premiums can be paid either in full or partially by employers. 

No. At this time there are no federal COBRA subsidies available.

We recommend employers set up automatic payments. Click here to complete and submit your request online; download our recurring payment form and return it by fax or mail; or call Customer Service at (800) 362-3310 for help.

Please contact Customer Service at (800) 362-3310 to explore options that might be available to you.