Citi Benefits Handbook
Coverage if You Become Disabled
You and your eligible dependents may continue medical, dental, and vision coverage for up to 13 weeks as long as you make the active employee contributions. You may also continue to participate in the HCSA or LPSA for 13 weeks or if a COBRA election is made, until the end of the calendar year in which your employment ends. After a total of 52 weeks of disability, which includes both STD and LTD leave, generally, your employment may be terminated.
After the 13-week paid STD period, the Citi Benefits Center will bill you for your benefits, where applicable. The cost is not deducted from your LTD benefit.
If you are totally disabled, coverage will continue as follows:
Plan
Coverage provisions
Medical
Coverage will continue for 52 weeks, including the 13-week period of STD, as long as you pay the active employee contributions.
If you became disabled prior to January 1, 2014:
If your disability extends beyond 52 weeks, you may continue medical coverage for the lesser of a length of your disability or the medical continuation period, based on your years of service (as shown below).
For the purposes of the Disability Plan, a year of service is each twelve (12) months of service, counting any part of a month in which you provided service. Service before a break in service will be allowed (or not) under the rules similar to the Citigroup Pension Plan credited service such as not counting service prior to five consecutive one year breaks in service. In no event will the time between your period of Citi service be counted.
Years of Citi service (as of the LTD effective date)
Medical continuation period after week 52 (the termination of your employment)
Less than 2 years
6 months
2 years to less than 5 years
Equal to your length of service
5 years or more
As long as you are deemed disabled and eligible for LTD benefits under the Plan.
At the end of the medical continuation period, shown above, you may continue coverage through COBRA, if applicable. The above continuation period is considered part of the COBRA period.
If you become disabled on or after January 1, 2014, and
  • commence short-term disability benefits;
  • you receive disability benefits for 52 weeks (including LTD benefits); and
  • your employment is terminated.
You will be eligible to pay the same rate that active employees pay for medical coverage for up to thirty-six (36) months after your employment terminates, regardless of your years of service with Citi.
At the end of the medical continuation period, you may continue coverage through COBRA for up to 29 months, if applicable.
The disability administrator will medically manage your claim to determine your eligibility to continue in applicable health and welfare benefits at the active employee rate. If you are a totally disabled employee who has been denied LTD benefit due to a pre-existing condition, did not enroll in or declined automatic enrollment in LTD coverage, or who has reached the maximum benefit under the two-year limitation rule, the disability administrator will medically manage your claim, as well.
Once you become disabled for more than 29 months and are approved for Social Security disability or if earlier, you become eligible for Medicare because you attained age 65, Medicare will become your primary medical coverage while benefits under the Citi plan become secondary. If you are receiving Social Security disability benefits due to your disability, you will be automatically enrolled in Medicare Part A and B when you satisfy the eligibility requirements, unless you decline Medicare Part B coverage. There is typically a fee associated with Medicare Part B coverage. You should maintain your Medicare Part B coverage to receive the maximum benefit under the Citi medical coverage because Citi will pay benefits as if you are enrolled in Medicare Part A and B. In addition, you may incur penalties if you enroll in Medicare Part B after you are initially eligible.
Dental
Coverage will continue for 52 weeks, including the 13-week period of STD, as long as you pay the active employee contributions. Then you may continue coverage under COBRA.
Vision
Coverage will continue for 52 weeks, including the 13-week period of STD, as long as you pay the active employee contributions. Then you may continue coverage under COBRA.
Basic Life and Basic AD&D insurance
Coverage stops after 52 weeks, but you can convert your Basic Life or Basic AD&D coverage to an individual policy by calling the Citi Benefits Center through ConnectOne at 1 (800) 881-3938. See the For More Information section for detailed instructions, including TDD and international assistance.
GUL insurance
Coverage will continue at the active group rate for 52 weeks, including the 13-week period of STD, as long as you pay the active employee contributions. After that, you may continue GUL insurance by paying MetLife directly. MetLife will bill you at the active employee rate for a length of time based on your years of service as shown in the table above (the same time period that you pay active employee rates for medical coverage). Afterwards, MetLife will bill you at a higher rate than the Citigroup rate. The rate will become effective the month following the termination of your active rate coverage. MetLife will send you information regarding the continuation of these coverages if you are no longer eligible.
Supplemental AD&D insurance
Your Supplemental AD&D coverage will continue until the last day of the month in which you have received your 52nd week of disability benefits. You can continue your Supplemental AD&D coverage by paying MetLife directly at the higher, portable rate. For additional information contact MetLife at 1 (888) 830-7380.
Health Savings Account (HSA)
If you establish an HSA in connection with your High Deductible Health Plan (HDHP) coverage, participation will continue for the 13-week period of STD as long as you pay the active employee contributions. Then you may choose to make additional contributions, on an after-tax basis, directly to your HSA by contacting ConnectYourCare. Such contributions up to the permissible limit are tax deductible. Any remaining balance in your HSA is yours to take with you when you leave Citi. Note: you are no longer eligible to make contributions to an HSA once you enroll in Medicare. You must remain in the HDHP to continue to be eligible to make HSA contributions.
Health Care Spending Account (HCSA)
Participation will continue for the 13-week period of STD as long as you pay the active employee contributions. Then you may continue coverage on an after-tax basis under COBRA for the remainder of the calendar year in which your employment terminates. You will have until June 30 of the following calendar year to submit and resolve your claims.
Limited Purpose Health Care Spending Account (LPSA)
Participation will continue for the 13-week period of STD as long as you pay the active employee contributions. Then you may continue coverage on an after-tax basis under COBRA for the remainder of the calendar year in which your employment was terminated. You will have until June 30 of the following calendar year to submit and resolve your claims.
Dependent Day Care Spending Account (DCSA)
Participation ends on your first day of STD. When you return to work from your approved disability, if you want coverage through the end of the year, you must re-enroll within 31 days of your return. Once re-enrolled, you can incur expenses through the end of the calendar year and will have until June 30 of the following calendar year to submit claims. You cannot be reimbursed for claims incurred while you were on a leave. With the exception of a military leave of absence, you cannot continue DCSA during a leave of absence.
Transportation Reimbursement Incentive Program (TRIP)
Coverage ends on your first day of STD. Your payroll deductions will stop. When you return to work from your approved disability, you can re-enroll, and the TRIP rules apply.