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F-35 Cobra maneuver
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All About Lockheed COBRA Medical Coverage
The acronym is quite the mouthful, Consolated Omnibus Reconciliation Act, but simply means you can keep your Lockheed health plan even after …
Source: strittmatterwealth.com
Date Published: 8/13/2022
View: 5074
Lockheed Martin Proposing Versions of Its COBRA Small …
The Common Off Board Reconfigurable Asset (COBRA) is a 39-foot catamaran with a two-and-a-half foot draft built by Lockheed Martin using …
Source: www.defensedaily.com
Date Published: 9/21/2021
View: 6797
Lockheed Martin Technical Analyst Cobra Jobs | Glassdoor
9 Lockheed Martin Technical Analyst Cobra jobs. Search job openings, see if they fit – company salaries, reviews, and more posted by Lockheed Martin …
Source: www.glassdoor.com
Date Published: 1/22/2022
View: 4973
Take Action :: Qualifying Life Events – LM HealthWorks Plan
Questions about COBRA eligibility may be directed to the Lockheed Martin Employee Service Center (LMESC) at 1-866-562-2363.
Source: retiree.lmhwplans.com
Date Published: 9/23/2021
View: 8941
$1.2 Million Settlement Highlights Importance of Providing …
… against her husband’s former employer, Lockheed Martin Corporation, alleging Lockheed failed to prove compliant COBRA notices.
Source: www.compliancedashboard.net
Date Published: 5/1/2021
View: 3623
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주제에 대한 기사 평가 lockheed martin cobra
- Author: Artsrun Hovhannisyan
- Views: 조회수 9,504회
- Likes: 좋아요 24개
- Date Published: 2015. 9. 23.
- Video Url link: https://www.youtube.com/watch?v=6Uxo1YW5fMw
All About Lockheed COBRA Medical Coverage
An 18-month continuation period may be extended to 29 months if you or a dependent is considered disabled
under Social Security rules within 60 days of the date you qualify for continuation of coverage due to one of the
events noted above. Coverage may continue for up to 29 months as long as the disability continues throughout
the continuation period and you notify the COBRA administrator of the disability within 60 days after the date of
the disability determination and before the end of the initial 18-month period. This 11-month extension applies to
you and your dependents, not just the disabled individual. You may be charged up to 150% of the applicable
cost during the 11-month extension.
**If you do not call or provide written notice to the LMESC within 60 days after the event, COBRA rights will be
lost for that event.
Lockheed Martin Proposing Versions of Its COBRA Small Tactical Craft For SOCOM, LCS
By Geoff Fein
Lockheed Martin [LMT] yesterday showcased a small tactical craft (STC) that it is proposing as both a manned boat for Special Operations Command (SOCOM) and as an unmanned surface vessel for the Littoral Combat Ship (LCS).
The Common Off Board Reconfigurable Asset (COBRA) is a 39-foot catamaran with a two-and-a-half foot draft built by Lockheed Martin using internal research and development (IRAD) funds, Ronald Harris, director, requirements and customs solutions, told reporters at a briefing in Crystal City.
Lockheed Martin’s IRAD COBRA is an all-aluminum craft built at Armstrong Marine in Port Angeles, Wash.
Eventually the plan is to make COBRA an all-composite boat, Harris said.
COBRA is unique in that it is a modular craft with a removable 5,000-pound module that fits on the back of the craft.
“It was developed as a maritime pick-up truck,” Harris said.
The manned variant, which Lockheed Martin intends to bid for an upcoming competition for the SOCOM Combat Craft Medium (CCM), has a crew of three and can be fitted with a passenger module that can transport a squadron of (13) Marines, Harris noted.
SOCOM issued a draft request for proposal in November for a new vessel to replace its rigid inflatable boats (RIBs)
“We have to modify its dimensions slightly to make it compatible for CCM,” Harris said.
Among the CCM’s requirements are the need for a smaller beam height and the ability to transport via a C-130, he added.
“CCM is the first opportunity we are looking at,” Harris said.
Because COBRA has a semi-swath hull form, it has better sea-keeping than a RIB, Harris noted.
And with a catamaran configuration, COBRA will have superior speed, he added.
“We combined the advantages of both,” Harris said.
But Harris noted that an unmanned COBRA variant would also be ideal for the anti submarine warfare (ASW) or counter mine warfare mission packages planned for LCS.
Harris pointed out that COBRA is the same size as the current ASW unmanned surface vehicle (USV) planned for LCS.
He also acknowledged that the LCS rear ramp would need to be modified to get COBRA in and out of LCS.
Lockheed Martin Technical analyst cobra Jobs
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Take Action :: Qualifying Life Events
Certain life events require changes to your Lockheed Martin benefits.
Qualifying Life Events Marriage, birth of a child, divorce, or a dependent losing eligibility are examples of qualifying life events.
You have 30 days to report a qualifying life event and/or make a change as a result of a qualifying life event.
You can report a qualifying life event online or by phone. Normally, you can make changes to your benefit elections only during Annual Enrollment. However, if you experience a qualifying life event, like a marriage or birth of a child, you may request to make changes to your Company-sponsored benefits. You have up to 30 days from the date of the event to make the required changes. To report your qualifying life event, go to the Employee Service Center Online, or call your Service Center as described below. What is a qualifying life event? A qualifying life event (QLE), also known as a qualified status change, is an event specified under Internal Revenue Service (IRS) guidelines that permits you to change certain benefit plan elections at a time other than during their Annual Enrollment period. Examples of a qualifying life event include marriage, birth of a child, divorce, or a dependent losing eligibility. Annual Enrollment is not a COBRA-qualifying event If you voluntarily drop health care coverage for yourself or a dependent during Annual Enrollment, you and/or your dependent will not be eligible for continuation coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Eligibility for COBRA coverage occurs only in cases of certain employment termination or other eligibility actions (such as when your dependent no longer meets the eligibility criteria for coverage). Questions about COBRA eligibility may be directed to the Lockheed Martin Employee Service Center (LMESC) at 1-866-562-2363. Reporting your qualifying life event You can get coverage information and report your qualifying life event by calling the Employee Service Center at 1-866-562-2363 toll free, or 1-800-833-8334 for the hearing impaired. International callers may access the toll-free number by requesting an overseas operator or by calling 1-201-242-4397. Representatives are available between 8 a.m. and 8 p.m., Eastern Time, Monday through Friday, except on holidays. For more information about qualifying life events, visit Frequently Asked Questions. Continue
$1.2 Million Settlement Highlights Importance of Providing Compliant COBRA Notices
$1.2 Million Settlement Highlights Importance of Providing Compliant COBRA Notices
A recent $1.25 million settlement agreement highlights the importance of providing compliant notices under the Consolidated Omnibus Budget Reconciliation Act of 1985 (“COBRA”).
Angela Hicks filed a class action complaint against her husband’s former employer, Lockheed Martin Corporation, alleging Lockheed failed to provide compliant COBRA notices. Hicks sought to represent a class of current and former participants and beneficiaries of Lockheed’s health plan.
On behalf of the class, she claimed that the notices received after a “qualifying event” did not identify the plan administrator, failed to include an address indicating where COBRA payments should be mailed, and failed to include a termination date for COBRA coverage if elected.
Since her husband’s termination was considered a “qualifying event” as defined by the statute, Hicks was entitled to adequate notice under COBRA of the right to continue their health coverage before deciding to obtain health insurance through her employer.
Hicks asked Lockheed to distribute proper COBRA notices to the proposed class members and pay the statutory penalties of $110 to each plan participant and beneficiary for each day of non-compliance.
Lockheed has agreed to settle the lawsuit “solely to purchase peace and in recognition of the substantial expense and burden of continued litigation,” according to the agreement.
Check out ComplianceDashboard to ensure you’re complying with all COBRA notices and provisions.
The information and content contained in this blog post are for general informational purposes only, and does not, and is not intended to, constitute legal advice.
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