Insurance Benefits at Termination 

In an effort to make those departing LSU as easy as possible, this webpage contains general information on how employees can continue your benefits upon termination of employment.

Insurance Plans

Your health insurance as an eligible employee will terminate on the last day of the month in which you terminate employment. Health insurance may be continued for the employee and/or eligible dependents under the provision of COBRA for up to 18 months (29 months if disabled). The monthly premium will be 102% of the total premium (employee share plus state share plus 2% administrative fee).

If you are currently enrolled in one of the Blue Cross Blue Shield Magnolia or Pelican health plans or the Vantage Medical Home plan, COBRA enrollment forms for you and your eligible dependents will be automatically mailed to your home address by the Office of Group Benefits (OGB). If you are currently enrolled in the LSU First Health Plan, administered by WebTPA, COBRA enrollment forms for you and your eligible dependents will be automatically mailed to your home address by WebTPA. Please ensure that your address is correct with Human Resources so that you receive the paperwork in a timely manner. 

Your group policy with any of the supplemental insurance plans will end on the last day of the month in which your terminate employment. For the voluntary insurance plans that require a continuation form to be completed, forms must be submitted to the provider(s) directly within 30 days of termination of employment (unless otherwise specified) to arrange for direct billing of premiums. Forms that require agency certification can be emailed, faxed, or mailed to Human Resources. Forms can be found in the sections below.

COBRA information and continuation forms will be automatically mailed to your home address from UnitedHealthcare.

  • The employee and/or family member will be able to continue vision insurance at the same premium rates for up to 18 months.
  • The employee will have 60 days from the date of loss of coverage to enroll and remit payment to UnitedHealthcare. Coverage will be reinstated from the date of the loss of coverage. 

COBRA information and continuation forms will be automatically mailed to your home address from United Healthcare.

  • The employee and/or family member will be able to continue vision insurance at the same premium rates for up to 18 months.
  • The employee will have 60 days from the date of loss of coverage to enroll and remit payment to UnitedHealthcare. Coverage will be reinstated from the date of the loss of coverage.

If you are terminating employment (not retiring), but would like to continue your Term Life Insurance coverage, you may convert the policy to a Whole Life policy or port the policy to continue your Term Life coverage.

Conversion – If you wish to convert your life insurance policy, please complete the Conversion form and submit to HRMP, conversion partner of UnitedHealthcare, within 31 days. Note that this form does require HRM certification.

Portability – If you wish to port your life insurance policy, you must meet certain criteria. You must be under age 70 and in good health/not terminating employment due to health problems. Please complete the Portability form and submit to UnitedHealthare within 31 days. Note that this form does require HRM certification.

If you are terminating employment (not retiring), but would like to continue your Term Life Insurance coverage, you may convert the policy to a Whole Life policy or port the policy to continue your Term Life coverage.

Conversion – If you wish to convert your life insurance policy, please complete the Conversion form and submit to HRMP, conversion partner of Prudential, within 31 days. Note that this form does require HRM certification.

Portability – If you wish to port your life insurance policy, you must meet certain criteria. You must be under age 70 and in good health/not terminating employment due to health problems. Please complete the Portability form and submit to Prudential within 31 days. Note that this form does require HRM certification.

AD&D cannot be continued after terminating employment. The policy will terminate on the last day of the month in which you terminate employment. 

If you are terminating employment (not retiring), but would like to continue your Long-Term Disability coverage, you may continue coverage by completing the LTD Portability Form and submitting it directly to the insurance provider within 31 days of the date of termination. Note that this form does require HRM certification. 

If you are terminating employment (not retiring), but would like to continue your Accident Protection Insurance coverage, you may continue coverage by completing the Accident Insurance Portability Form and submitting it directly to the insurance provider within 31 days of the date of termination. You must have been covered by this policy for 6 months or greater to continue this policy after termination. Note that this form does require HRM certification.

If you are terminating employment (not retiring), but would like to continue your Critical Illness Insurance, you may continue coverage by completing the Critical Illness Portability Form and submitting it directly to the insurance provider within 31 days of the date of termination. Note that this form does require HRM certification.

Retirement Accounts

Under your current retirement plan, if you wish to withdraw or rollover your retirement money upon termination you will need to contact the appropriate office.

For a Refund/Rollover, please complete the Refund of Accumulated Contributions and give to LASERS directly.

If you are vested in LASERS (5 years participation), please contact a Retirement Representative to discuss possible retirement options.

For a Refund/Rollover, please complete the Application for Refund form. Completed forms should be returned to the LSU Benefits Office.

Refund forms cannot be sent to the retirement system by LSU until at least 90 days after termination. You can submit the refund form to LSU immediately after termination. TRSL processes most refunds within 30 days of receipt.

If you are vested in TRSL (5 year participation), please contact a Retirement Representative to discuss possible retirement options.

Contact your ORP representative in order to make changes to any of these accounts. State law does not permit a lump-sum refund at termination of employment. You retain ownership of your account at retirement age. Funds in your ORP account are eligible for a single-sum IRA rollover, subject to withdrawal provisions of your ORP carrier.

  • VOYA
    • 1-800-584-6001
      • Mike Sotile: 225-766-8711
  • TIAA
    • 1-800-842-2252
      • Louis Bundy: 504-648-4057
      • Mark DiGiovanni: (832)-681-7413
  • AIG
    • 1-800-448-2542
      • William Gallegos: 225-201-1009
      • Laura Golubev: 225-201-1009

Account balance is vested. Early distribution penalties do not apply to 457(b) deferred compensation plans for eligible withdrawals of 457 pre-tax money. Any withdrawals will be taxed as ordinary income and will be subject to a 20% mandatory withholding. The withdrawals are also subject to state income tax.

  • Patrick Hannie: 225-663-5506
  • Withdrawal/ Rollover information: 1-800-937-7604

No refund or rollover option available.

COBRA

COBRA (Consolidated Omnibus Budget Reconciliation Act) is a federal law, which requires that group plans offer covered employees and dependents the opportunity to continue health, dental and vision insurance as well as Healthcare FSA participation when coverage would normally end for certain specified reasons. The following provisions outline the requirements for continued coverage in accordance with the law:

  • You and your covered dependents may continue coverage for up to 18 months if coverage ends because of either a permanent reduction in the number of hours worked or termination of employment for any reason other than gross misconduct. You and/or your covered dependent must apply and remit premium within 60 days of the date coverage ends or the date you are notified of your continuation rights, whichever is later.
  • Your dependents may continue their coverage under the group plan for up to 36 months if their coverage ends for any of the following reasons:
    • Divorce from employee
    • Death of employee, or
    • Dependent child reaches the maximum age or otherwise ceases to qualify as a dependent under the plan.

Paperwork for COBRA coverage will be mailed to the employee directly from the insurance provider after the active coverage ends.

Coverage would be effective the first of the month following the event.