Enrollment & Eligibility
Whether you are a new employee interested in enrolling in the benefits program for the first time, or are an existing employee interested in making changes, this section contains important information about when you and your dependents can enroll or make changes. The elections you make during this period remain in effect until the next annual open enrollment period, unless you experience a qualified change in status. Please take time to review your options carefully to make sure you make the best decisions for you and your family.
Enrollment Information
Employee Benefits are an important part of your total compensation package. Throughout this site, we hope to give you all of the information you need in order to make good decisions for you and your family.
Whether you are a new employee interested in enrolling in the benefits program for the first time or are an existing employee interested in making changes, this and the Eligibility section contain important information about when you or your dependents can enroll or make changes. The elections you make during this period remain in effect until the next annual open enrollment period, unless you experience a qualified change in status. Please take time to review your options carefully to make sure you make the best decisions for you and your family.
Eligibility
Newly hired employees are eligible to begin participating in benefits on the first day of the month following a 60 day waiting period. You must be a full-time employee working at least 30 hours a week to qualify for all the benefit options. You may elect to cover yourself and/or your eligible dependents.
Who is an eligible dependent?
- Your legal spouse
- Your natural or adopted children or stepchildren, adult children up to a certain age* or adult children who are physically or mentally disabled (no age limit)
*Refer to each specific plan's Summary Plan Document for specific eligibility information, dependent age limits and coverage provisions.
Remember, it is your responsibility to report life events that may affect eligibility for yourself or your dependents. Notification of life events such as the birth of a child, marriage, divorce and associated benefit changes must be made within 31 days of the event. Otherwise, changes are deferred until the next benefit open enrollment period.
Making Changes to Your Benefit Elections
You may make changes in your benefit elections outside the new hire or open enrollment period only when you have a qualified change in status. Qualified changes in status, as defined by the IRS, are life events such as:
- Marriage or divorce
- Death of your spouse or dependent
- Birth or adoption of a child
- Termination of employment by your spouse, or his/her obtainment of new employment, when either results in a loss or gain of benefits
- A switch in employment status from full-time to part-time (or vice-versa) by you or your spouse when either results in a loss or gain of benefits
- A significant change in health coverage by your spouse's employer
- Disqualification of a child as en eligible dependent
Only benefit changes that are consistent with the qualified change in status laws are permitted and they must be made within 30 days of the life event. You are responsible for notifying Human Resources of any change and completing the necessary forms prior to the end of the 30 days. You must provide documentation to support your change in status.
Children's Health Insurance Program Reauthorization Act (CHIPRA)
The Children's Health Insurance Program Reauthorization Act (CHIPRA) creates two new Special Enrollment rights for eligible but un-enrolled employees and dependent children who either:
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Lose coverage under a Medicaid or State Plan
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Become eligible for group health plan premium assistance under a Medicaid or State Plan
The Act gives such employees 60 days to request enrollment in the group health plan. Under the Act, an employee may request enrollment in the group health plan within 60 days of the date coverage terminated under the Medicaid or State Plan or within 60 days after the employee or dependent is determined to be eligible for state premium assistance.
