Citi Benefits Handbook
When Coverage Ends
Your coverage under the Citigroup Health Benefit Plan, Dental Benefit Plan, and Vision Benefit Plan (collectively, the "Plans") will terminate automatically on the earliest of the following dates:
  • The date the Plans are terminated;
  • The last day for which the necessary contributions are made;
  • 11:59 P.M. of the day in which your employment ends (last day of notice period), or you otherwise cease to be eligible for coverage, unless you have attained age 65. If you attained age 65, your coverage will end at 11:59 P.M. of the last day of the month in which your employment is terminated, or you otherwise cease to be eligible for coverage;
  • The day you die;
  • To the extent applicable, the date benefits paid on your behalf equal the lifetime maximum benefit under the Plans for such category of benefits, if applicable; or
  • Upon a finding of fraud or intentional misrepresentation related to a claim for eligibility or benefits under the Citigroup Health Benefit Plan; in such an event, coverage may be terminated retroactively.
Basic Life and Basic Accidental Death & Dismemberment (AD&D) insurance coverage, Short-Term Disability (STD), Long-Term Disability (LTD), and coverage under the Dependent Day Care Spending Account (DCSA), Health Care Spending Account, (HCSA), Limited Purpose Health Care Spending Account (LPSA), and Transportation Reimbursement Incentive Program (TRIP) end on the date your employment is terminated.
You can continue Group Universal Life (GUL) and Supplemental AD&D coverage by paying MetLife directly. However, your coverage on a group basis will end on the last day of the month your employment is terminated; as such, your premiums will be higher.
Long-Term Care (LTC) coverage ends on the last day of the month in which you fail to make a required premium payment when due, or the date you exhaust your benefits under your certificate, or the date that the group policy is terminated if your coverage is replaced within 31 days by other group coverage providing substantially equivalent benefits.
Your eligible dependent's coverage automatically will end on the earliest of the following dates:
  • 11:59 P.M. of the day in which your employment is terminated unless you have attained age 65. If you attained age 65, your coverage will end at 11:59 P.M. of the last day of the month in which your employment terminated; an exception is your death, in which case coverage will continue for six months if covered survivors elect COBRA;
  • The date you elect to end your eligible dependent's coverage as a result of a qualified change in status;
  • The date you become legally separated, divorced, submit a domestic/civil union partnership termination form, or submit other legal documents showing your termination of the relationship to your spouse/ partner;
  • The last day for which the necessary contributions are made;
  • The date your eligible dependent ceases to be eligible for coverage; coverage generally will remain in effect through December 31 of the year in which the child reaches the maximum age (although coverage under some HMOs may end at the end of the month in which the child reaches the maximum age);
  • The date the eligible dependent is covered as an employee under the Citigroup Health and Welfare Plans;
  • The date the eligible dependent is covered as the dependent of another employee under the Citigroup Health and Welfare Plans;
  • The date the eligible dependent enters the armed forces of any country or international organization;
  • The date the dependent is no longer eligible for coverage under a Qualified Medical Child Support Order (QMCSO);
  • The date defined in the dependent verification package if proof of eligibility is not received by the deadline; or
  • Upon a finding of fraud or intentional misrepresentation related to a claim for eligibility or benefits under the Citigroup Health Benefit Plan; in such an event, coverage may be terminated retroactively.
You and your eligible covered dependents may be able to continue coverage under COBRA. See "COBRA."