At the forefront of every premier benefits program are health & wellness benefits. It is important, for many reasons, that employees and employers focus on the overall health & wellness of their organization. By partnering together, we can take steps to promote good health, which enhances your quality of life and reduces the risk of serious medical problems. At the same time, a healthier workforce controls increases in the cost of healthcare benefits, allowing us to maintain a high level of coverage without forfeiting affordability.
Health and Wellness
Benefits Eligibility and Qualified Life Status Changes
All full-time employees are eligible for coverage under the University’s medical, dental and life insurance programs beginning on the first day of the month following the first day of work. Registration in these plans is NOT automatic. No participation can begin without completion of the required enrollment materials, either during your New Employee Orientation, during the annual Open Enrollment Period (generally in April with choices in effect June 1-May 31) or within 31 days of a Life Status Change. Important Note: The open enrollment period is the only time during the year when you can enroll, cancel coverage, add or remove dependents, and change supplemental or dependent life insurance. The only exception to this is if you have a “Qualified Life Status Change,” which is further described in the Pathways brochure.
Life Status Change
The Internal Revenue Service defines a Life Status Change as a change in coverage due to the following:
- Marriage or divorce
- Birth or adoption of a child
- Death of a spouse or child
- Change in employment status of you or your spouse
- Open Enrollment period for your spouse or certain other changes that impact coverage
- Change in full-time student status of your unmarried dependent child
- Judgment, decree or order
- Medicare entitlement
- Termination of Medicaid or CHIP coverage (notification must be made within 60 days)
- Eligibility for Premium Assistance under Medicaid or CHIP (notification must be made within 60 days)
Any benefit change must be consistent with a life status change. You must notify Human Resources within 31 days of the life status change except as indicated above. After this grace period, you will not be able to make any changes in your coverage until the next Annual Open Enrollment.
Dependent children are eligible to be covered until age 26 (except for dependent life which provides coverage until age 25 for full time students). When a dependent is no longer eligible for benefits, it is the employee’s responsibility to contact Human Resources for continuation of coverage for dependents under COBRA provisions.