Within 30 days of the birth or adoption of a child, you may make these changes to your benefits:
Add your child to your medical or dental insurance plan with coverage effective on the date of birth/adoption
Enroll in a flexible health and/or dependent care spending account, or change the amount in your current account effective with the first full pay period following the date of birth/adoption
Add child life insurance for $3,000, $6,000, $10,000, $15,000 or $20,000 (Child life insurance cannot exceed 100% of your amount of Employee Life coverage).
Update beneficiaries on your retirement and insurance plans.
A qualifying event only allows you to add or delete a coverage level (i.e., Single to Family, or Family to Single coverage). A qualifying event does not allow you to change your type of coverage (i.e., PPO to Kaiser or Prepaid Dental to Regular Dental). It is the employee's responsibility to submit required documents within the time allowed (30 days). You are encouraged to contact your agency's HR Office or Plan Administrator (SBHP/FLEX) as soon as possible. Your request for enrollment or a change outside of the enrollment period will only be considered if you submit the proper documentation within the time frame allotted. To submit a request for enrollment or changes to coverage under the State Health Benefit Plan, you must submit a completed Membership or Discontinuation Form to your employer's Benefits Coordinator within 30 days of a qualifying event (unless another time period is specified). Your request for enrollment or a change in any other coverage under the Flexible Benefits Program must be submitted on the Change in Status Event Form and given to your agency's Benefits Coordinator within 30 days of a qualifying event (unless another time period is specified). If you fail to submit required documents within the time period allowed, you will not be able to make changes until the next Open Enrollment Period.
Generally, any changes will go into effect the first of the month following the date when the payroll deduction is changed to reflect your new choice. For some benefits, however, when you change coverage based on the acquisition of dependents, the coverage effective date for the new coverage may be retroactive to the date of the acquisition of the dependent in some circumstances, or may be the first of the month following the request to change coverage.
If you have questions regarding a change in any of your coverages, first call your agency's Benefits Coordinator. If you need further information about eligibility for health coverage, call the State Health Benefit Plan at 404-656-6322 or 1-800-610-1863. For questions regarding other coverages, call the Flexible Benefits Program at 404-656-2730 or 1-888-968-0490.
In preparation for your leave:
Determine how your benefits will be affected by your leave of absence. Call your human resources department to discuss options if you have short-term disability insurance or plan to take leave under the Family Medical Leave Act (FMLA).
Depending on your employment classification, you can construct a leave of absence using sick, vacation, personal, FMLA and/or unpaid time. Every situation is unique. Contact your human resources department to help you interpret programs and policies to plan the right leave for you.
It is highly recommended that employees manage their leave, as they would a savings account, to have the maximum amount of paid leave available in case extended absences, planned or unplanned, are necessary.
If you go on leave without pay, you must contact your agency's HR department, the State Health Benefit Plan, and the Flexible Benefits Program to ensure continuation of your benefits. If you do not continue paying premiums for coverage, your benefits will be cancelled. Be sure you review each Plan Description option and see your HR department for more information.
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The Health Insurance Portability and Accountability Act (HIPAA) of 1996, is a federal law regarding the confidentiality and security of your Protected Health Information (PHI).