If you enroll yourself for coverage, you may also enroll your eligible dependents in medical, dental, vision, and life and AD&D insurance coverage. You and your eligible dependents are automatically enrolled in the Employee Assistance Program (EAP).
Eligible dependents include:
- Your spouse
- Your eligible children
- Your same-sex or opposite-sex domestic partner
Definition of Eligible Children
- A child who is under age 26 who is:
- Your, your spouse’s, or your domestic partner’s natural child, stepchild, or legally adopted child or in the process of being adopted
- A child for whom you, your spouse, or your domestic partner has been appointed legal guardian
- A child for whom you, your spouse, or your domestic partner is required to provide coverage under a qualified medical child support order
- A child of any age if he or she is dependent on you, your spouse, or your domestic partner for support due to a physical or mental disability
Definition of Eligible Domestic Partner
All of the following criteria must be met for your same-sex or opposite-sex domestic partner to qualify for coverage:
- You are both at least 18 years old and live together in the same residence and intend to do so indefinitely. You have resided in the same household for at least 12 months.
- You are engaged in an intimate, committed relationship of mutual caring and support and are jointly responsible for your common welfare and living expenses.
- You are each other’s sole domestic partner, and you intend to remain so indefinitely.
- Neither of you is married nor have you had another domestic partner within the prior 12 months.
- You are not related by blood to such a degree that you would be prevented from marrying in the state in which you live.
Continuing Health Coverage Under COBRA
Under COBRA (the Consolidated Omnibus Budget Reconciliation Act of 1985), you and your covered dependents can pay to keep your medical, dental, vision, Employee Assistance Program (EAP), and Health Care Flexible Spending Account (FSA) benefits.
Events that qualify you or your dependents for COBRA eligibility:
- You lose coverage because of reduced work hours or taking an unpaid leave, other than leave under the FMLA
- You terminate employment for any reason other than gross misconduct
- You or your dependent is disabled, as defined by the Social Security Act, at the time of the qualifying event or during the first 60 days of COBRA continuation coverage
- Your child no longer qualifies as a dependent
- You die
- You and your spouse divorce or legally separate
What to Know About COBRA
- PlanSource handles the administration of COBRA for Lam and eligible participants.
- If you or a family member is eligible for COBRA, you’ll receive an enrollment packet directly from PlanSource with instructions to make your COBRA elections.
- You have 60 days from your notification date or coverage-end date to enroll in COBRA. You have the same choices of medical, dental, and vision plans as before. You may select different coverage levels for medical, dental, and vision based on your individual needs.
- If you decide to enroll in COBRA coverage, you’ll pay the full cost of coverage.
- COBRA coverage is generally available for up to 18 months, with additional extensions available under certain circumstances.
Where to Learn More
All the details about benefits eligibility are in the Benefits Information Guide—Summary Plan Description [PDF].
If you have questions, contact the Benefits Help Desk.