Enrolling in Benefits

A new child increases family responsibility.  Consider if your benefits should change to accommodate your new child.  General you have a limited number of days after the birth or adoption to make benefit enrollment changes; check with your employer to verify your deadline.  Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility and costs

Check your employer’s eligibility rules and plan costs – what benefits is your new child eligible for?

• Add coverage

Consider enrolling your new child to your benefit plan(s).

• Update your Health Care or Limited Purpose Flexible Spending Account (FSA) elections

A Health Care FSA allows you to deduct funds from your paycheck on a pre-tax basis to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance.  A Limited Purpose FSA works the same way but is generally only for dental and vision expenses and may be available for participants who have a Health Savings Account.  You may be able to enroll or change your FSA election if you anticipate an increase to your out-of-pocket costs (e.g. deductible, copays or coinsurance).

• Update or begin Dependent Care FSA Contributions

A Dependent Care FSA allows you to deduct funds from your paycheck on a pre-tax basis, to pay for eligible dependent care expenses when both parents are working.  This benefit can be used for children under age 13 or for an older child or adult who is disabled.

• Update Health Savings Account (HSA) contributions

If you’re enrolled in an IRS-qualified High-Deductible Health Plan and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month.  HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance.  Consider changing your HSA contribution if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance) or if you want to change your savings for future health care expenses.  Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Review life insurance coverage

A new dependent may create a need for more life insurance protection.  Consider increasing your life insurance and accidental death and dismemberment (AD&D) insurance amounts.  If available, you may want to purchase dependent life insurance.

• Establish a college savings plan

Consider establishing a college savings plan (529 plan) for your new child.  College savings plans have tax-advantages if used for the cost of education; consult with your financial advisor to determine what’s best for your situation.

• Update your records

Contact Human Resources to change your dependent information and your tax withholding.  Also consider requesting a Social Security number for your child.

• Assign beneficiaries

Review your beneficiary designations for your life insurance, AD&D coverage, Health Savings Account and your retirement program.  Your spouse may automatically be your beneficiary under some plans, unless someone else is named.  In some cases, benefits can be payable to a trust for your child.

• Seek legal counsel

Consult your attorney to create or change your will and other legal documents as needed.  Your attorney is a good source of information regarding beneficiary designations. Guardianship arrangements and custody arrangements.

• Leave of Absence or time off

Ask about your employer’s policies for time off – sick time, paid disability and leaves of absence including Family Medical Leave.

Medicaid and CHIP (Child Health Insurance Program) provide coverage to uninsured individuals based on financial need.  Gaining or losing eligibility for either program is considered a Life Event that generally permits you to make a mid-year change to your medical plan election within 60 days of the date that your Medicaid or CHIP status changes.  Check with your employer to verify your deadline.  Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility and costs

Check your employer’s eligibility rules and plan costs – what medical coverage options are you and your family eligible for?

• Add Coverage

If you are no longer eligible for Medicaid or CHIP, consider enrolling yourself and your eligible/impacted family members in your employer’s benefit plan.

• Disenroll from coverage

If you become eligible for Medicaid or CHIP, disenroll yourself and your impacted family members from your employer’s benefit plan.

• Enroll in a Health Savings Account (HSA)

If you’re enrolling in an IRS-qualified High-Deductible Health Plan (HDHP), you may be eligible to contribute to an HSA.  HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance.  Consider contributing to an HSA to pay for your out-pf-pocket costs (e.g., deductibles, copays or coinsurance) or if you want to save for future health care expenses.  Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Discontinue Health Savings Account (HSA) contributions

If you are disenrolling from an HDHP, you will no longer be eligible to contribute to an HSA.  However, an HSA is an individually owned bank account, so you continue to have access to any accumulated HSA funds after you disenroll from the HDHP.  Check with your employer to confirm the rules and requirements specific to HSAs.

• Seek legal counsel

Consult with your attorney to update or create your will or any other legal documents.  Your attorney is a good source of information regarding government programs, beneficiary designations, guardianship arrangements and custody arrangements.

Moving to a new area may impact your benefit plan choices.  Generally you have a limited number of days after moving to make benefit enrollment changes; check with your employer to verify your deadline.  Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility and costs

If you moved to a new area or a new city, you benefit plan options may be different.  In particular, medical plan networks can differ from one area to another.  Check your employer’s eligibility rules and plan costs – what plans are available to you in your new area?

• Change coverage

If your plan options have changed or your move impacted your eligibility, consider enrolling in a new plan.

• Update your records

Contact Human Resources to change your address and your emergency contact information.  Also update other records outside of your employment, such as Social Security, car insurance and registration, the Post Office, your financial institutions, magazine subscriptions, etc.

• Time off

Ask about your employer’s policies for time off – vacation time or personal leave of absence if you’re making a move.

Certain life circumstances can result in a court order requiring you to obtain health insurance for your child. Generally, you have a limited number of days after the court order is issued to make benefit enrollment changes; check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility and costs

Check your employer’s eligibility rules and plan costs – what benefits is your child eligible for?

• Add coverage

If eligible, enroll your child in your benefit plan(s).

• Update Health Savings Account (HSA) contributions

If you’re enrolled in an IRS qualified High-Deductible Health Plan and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. HSA funds can be used to pay for qualified medical, dental and vision came expenses for your tax dependents, it those expenses are not otherwise paid for by Insurance. Consider changing your HSA contribution If you anticipate a change to your out-of-pocket costs (e.g., deductibles copays or coinsurance) or if you want to change your savings for future health care expenses. Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAS.

• Update your records

Contact Human Resources to change your dependent information.

• Assign beneficiaries

Review your beneficiary designations for your life insurance, AD&D coverage, Health Savings Account and your retirement program. Your spouse may automatically be your beneficiary under some plans, unless someone else is named. In some cases, benefits can be payable to a trust for your child.

• Seek legal counsel

Consult your attorney to understand all of the requirements of the court order to make sure you are in compliance. Your attorney is a good source of information regarding beneficiary designations, guardianship arrangements and custody arrangements.

Nothing is as devastating as the loss of a spouse or a child. This personal tragedy will have an impact on your benefits. Generally, you have a limited number of days after any Life Event to make benefit enrollment changes check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event. 

• Contact Human Resources

Human Resources and your supervisor son work with you to schedule time out of the office, and identify resources your employer has to help you through this difficult time, such as an Employee Assistance Program

• Verify plan eligibility

If your insurance coverage was through your spouse’s employer plan, you may be eligible for COBRA continuation coverage under that plan. After you lose your benefits due to a COBRA Qualifying Event, you have 60 days to elect COBRA coverage Alternatively, consider enrolling in your own employer’s plan. Check with both employers on the eligibility rules and program costs.

• Enroll for coverage

If you were covered under your late spouse’s plan, you may enroll yourself and your eligible children) in your employer’s benefit pians Whether you choose this option or COBRA continuation, be mindful of applicable deadlines so you don’t miss your opportunity to enroll.

• Disenroll your dependent

If your late dependent was enrolled in your employer’s benefit plan you will need to discontinue their coverage.

• Update Health Savings Account (HSA) contributions

If you’re enrolled in an IRS qualified High-Deductible Health Plan and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. Consider changing your HSA contribution if you anticipate a change to your out-of-pocket costs leg, deductibles, copays of coinsurance) or if you want to change your savings for future health care expenses. Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Update your records

Contact Haman Resources to change your personal/dependent information and your emergency contact information.

• Assign beneficiaries

If your late dependent wat designated as a beneficiary for any of your benefits, assign a new beneficiary. This applies to benefits such as life insurance, ADSD Insurance, Health Savings Accounts and retirement programs.

• Seek legal counsel

Consult with your attorney if this event impacts any legal documents, beneficiary designations, guardianship arrangements or custody arrangements.

As your dependent children go through life, various events may make them ineligible for coverage under certain benefit plans. While non-grandfathered medical plans are required to continue coverage to age 26 regardless of their marital or employment status, other benefits such as dental or life insurance may discontinue coverage when your child is no longer a full-time student. Your child may have COBRA continuation rights for some benefits, which need to be exercised within a specific time period. Be aware that different rules apply for disabled children. Generally, you have a limited number of days after any Life Event to make benefit enrollment changes; check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility

Check your employer’s eligibility rules, which may differ for each benefit plan.

• Disenroll your dependent

Once your child is no longer eligible, you may need to take action to discontinue their coverage.

• Review COBRA options

When your child’s medical, dental or vision coverage ends, they may be eligible to continue coverage under COBRA for a limited time. After you lose your benefits due to a COBRA Qualifying Event, you have 60 days to elect COBRA coverage.

• Update your Health Care or Limited Purpose Flexible Spending Account (FSA) elections

A Health Care FSA allows you to deduct funds from your paycheck on a pre-tax basis to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. A Limited Purpose FSA works the same way but generally is only for dental and vision expenses and may be available for participants who have a Health Savings Account. You may be able to change your FSA election if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance).

• Update Dependent Care FSA contributions

A Dependent Care FSA allows you to deduct funds from your paycheck on a pre-tax basis, to pay for eligible dependent care expenses when both parents are working. This benefit can be used for children under age 13 or for an older child or adult who is disabled. Consider if your dependent care needs are impacted by the change in your child’s situation.

• Update Health Savings Account (HSA) contributions

If you’re enrolled in an IRS-qualified High-Deductible Health Plan and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. Consider changing your HSA contribution if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance) or if you want to change your savings for future health care expenses. Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Update your records

Contact Human Resources to change your dependent information, tax withholding and emergency contact information.

• Assign beneficiaries

This Life Event may be a good time to review your beneficiaries and make any necessary updates. This applies to benefits such as life insurance, AD&D insurance, Health Savings Accounts and retirement programs. 

• Seek legal counsel

Consult with your attorney if this event impacts any legal documents, beneficiary designations, guardianship arrangements or custody arrangements.

Changing relationships can also impact your benefits. Generally, you have a limited number of days after a divorce to make benefit enrollment changes; check with your employer to verify your deadline. Change requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Disenroll your former spouse

If your former spouse was enrolled in your employer’s benefit plan you will need to discontinue their coverage. Generally, a former spouse is not eligible under group benefit plans. Your former spouse may be eligible to continue coverage under COBRA for a limited time; notify Human Resources so COBRA coverage can be offered. After your spouse loses their benefits due to a COBRA Qualifying Event, they will have 6 days to elect COBRA coverage.

• Consider coverage options for your children

With your former spouse, decide who will cover your children and then make any necessary changes. Think about your available plan for medical, dental, vision, dependent life insurance, Flexible Spending Accounts, etc.

• If you are moving

If you move to a new area, there are a number of things to consider. Se the information provided for Changing Your Residence.

• Update your Health Care or Limited Purpose Flexible Spending Account (FSA) elections

A Health Care FSA allows you to deduct funds from your paycheck on a pre-tax basis to pay for qualified medical, dental and vision car expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. A Limited Purpose FSA works the same way but generally is only for dental and vision expenses and may be available for participants who have a Health Savings Account. You may be able to change your FSA election if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance).

• Update Dependent Care FSA contributions

A Dependent Care FSA allows you to deduct funds from your paycheck on a pre-tax basis, to pay for eligible dependent care expenses where both parents are working. This benefit can be used for children under age 13 or for an older child or adult who is disabled. Consider if your dependent care needs are impacted by this Life Event.

• Update Health Savings Account (HSA) contributions

If you’re enrolled in an IRS-qualified High-Deductible Health Plan and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. Consider changing your HSA contribution if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance) or if you want to change your savings for future health care expenses. Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Review life insurance coverage

Your divorce may create a need to change your life insurance protection. Consider your life insurance and accidental death and dismemberment (AD&D) insurance amounts. You may want to discontinue any dependent life insurance in place for your former spouse.

• Update your Records

Contact Human Resources to change your marital status, name and address, dependent information, emergency contact information and tax withholding. Also update other records outside of your employment, such as Social Security, car insurance and registration, the Post Office, your financial institutions, magazine subscriptions, etc. if you change your name and/or address.

• Assign beneficiaries

Review your beneficiaries and make any necessary updates. This applies to benefits such as life insurance, AD&D insurance, Health Savings Accounts and retirement programs.

• Seek legal counsel

Consult with your attorney if this event impacts your will or any other legal documents. Your attorney is a good source of information regarding beneficiary designations, guardianship arrangements and custody arrangements.

• Consider time off

Ask about your employer’s policies for time off vacation time or personal leave of absence if you’re taking a honeymoon or making a move.

When you enter into a domestic partnership or civil union, it can have an impact on your medical insurance, taxes and finances. Ending that partnership will also result in other changes. It’s important to decide what choices work best for you, your partner and your family. Generally, you have a limited number of days after any Life Event to make benefit enrollment changes; check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility and costs

Check your employer plan’s eligibility rules and plan costs. Ask about the tax treatment for your benefit costs; premium costs for your domestic partner may be handled differently as compared to the cost of coverage for yourself.

• Add coverage

Consider adding your new partner and any new children to your benefit plans.

• Disenroll from coverage

If your partnership ends, you will need to discontinue coverage for your partner and their children. Generally, former partners and their children are not eligible under group benefit plans. Ask your employer if there are any options for your partner to continue coverage.

• If you are moving

If you move to a new area, there are a number of things to consider. See the information provided for Changing Your Residence.

• Review life insurance coverage

Your new partner may create a need for more life insurance protection. Consider increasing your life insurance and accidental death and dismemberment (AD&D) insurance amounts. If available, you may want to purchase dependent life insurance.

• Update your Records

Contact Human Resources to change your marital/relationship status, address, dependent information, emergency contact information and tax withholding. Ask if there is any additional paperwork to complete. Also update other records outside of your employment, such as car insurance and registration, the Post Office, your financial institutions, magazine subscriptions, etc. if you change your address or add your domestic partner to any financial accounts, utility bills, etc.

• Assign beneficiaries

Review your beneficiaries and make any necessary updates. This applies to benefits such as life insurance, AD&D insurance, Health Savings Accounts and retirement programs.

• Seek legal counsel

Consult with your attorney if this event impacts your will or any other legal documents. Your attorney is a good source of information regarding beneficiary designations, guardianship arrangements and custody arrangements.

Individuals generally become eligible for Medicare on the first day of the month in which they turn age 65, or sooner if they are disabled or have specific conditions. When you enroll in Medicare or Medicaid, you may discontinue your employer-sponsored medical plan, but you are not required to do so. Generally, you have a limited number of days after your Medicare or Medicaid effective date to make benefit enrollment changes; check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Disenroll from coverage

When your Medicare or Medicaid coverage becomes effective, you may discontinue your employer’s medical plan (your employer may not require you to do so). If you have dependents enrolled in the plan that are not eligible for Medicare or Medicaid, they may not be able to continue coverage under your employer plan, and they generally are not eligible for COBRA continuation coverage in this situation. Consider how your enrolled dependents may be impacted if you disenroll from medical coverage.

• Update Health Savings Account (HSA) contributions

If you’re enrolled in an IRS-qualified High-Deductible Health Plan and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. If you enroll in Medicare, you are no longer eligible to make HSA contributions however you can continue to access funds accumulated in your HSA. Check with your employer to confirm the rules and requirements specific to HSAs.

• Update your Records

Contact Human Resources to change your emergency contact information and tax withholding, if appropriate.

If you change jobs with your current employer, or change from full-time to part-time employment, you may no longer be eligible for certain benefits. Make sure you adjust your enrollment as needed to cover your family. Generally, you have a limited number of days after your job or status changes to make benefit enrollment changes; check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility and costs

Check your employer plan’s eligibility rules and plan costs. If you lose medical, dental, vision or FSA coverage because of the change, you may be eligible to continue coverage under COBRA for a limited period of time. After you lose your benefits due to a COBRA Qualifying Event, you have 60 days to elect COBRA coverage.

• Disenroll from coverage

If you lost coverage due to your employment change, you may be eligible to enroll under your spouse’s plan. Check the rules with your spouse’s employer, but your coverage loss due to a job change may be a qualified Life Event under your spouse’s plan, allowing you to enroll in that plan mid-year.

• Update your Health Care or Limited Purpose Flexible Spending Account (FSA) elections

A Health Care FSA allows you to deduct funds from your paycheck on a pre-tax basis to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. A Limited Purpose FSA works the same way but generally is only for dental and vision expenses and may be available for participants who have a Health Savings Account. You may be able to change your FSA election if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance).

• Update Dependent Care FSA contributions

A Dependent Care FSA allows you to deduct funds from your paycheck on a pre-tax basis, to pay for eligible dependent care expenses when both parents are working. This benefit can be used for children under age 13 or for an older child or adult who is disabled. Consider if your dependent care needs are impacted by this Life Event.

• Update Health Savings Account (HSA) contributions

If you’re enrolled in an IRS-qualified High-Deductible Health Plan (HDHP) and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. If you are no longer enrolled in an HDHP, you may not continue contributions to your HSA, however you can continue to access funds accumulated in your HSA. Check with your employer to confirm the rules and requirements specific to HSAs.

• Review life insurance coverage

Your new position/status may change your eligibility for life insurance or accidental death and dismemberment (AD&D) insurance. Consider changing life insurance coverage for yourself, your spouse and/or your dependent children. Refer to your plan documents and/or ask your employer to determine if you have the option to convert your group life, accidental death and dismemberment (AD&D) or disability insurance to individual policies. Often refer to as portability or conversion, there may be a requirement to complete a medical questionnaire. To convert or port these coverages to an individual policy, there are strict deadlines for submission of your application and payment of the first monthly premium.

• Update your Records

Contact Human Resources to change your emergency contact information and tax withholding, if applicable.

• Seek legal counsel

Consult with your attorney if this event impacts your will or any other legal documents. Your attorney is a good source of information regarding beneficiary designations, guardianship arrangements and custody arrangements.

When you no longer work for the employer, you may be able to continue some benefits for a limited period of time, but some of your benefits will end,

• Notify your employer

Let your employer know when you will be leaving, and ask about the procedures, timing of your benefits ending as well as any continuation options.

• Verify eligibility

If you are married and your spouse has coverage available from their employer, you may be eligible to enroll. You may also have the option to continue your employer coverage for medical, dental, vision and/or FSA coverage under COBRA for a limited period of time. You must act within the stated time requirements when electing COBRA; after you lose your benefits due to a COBRA Qualifying Event, you have 60 days to elect COBRA coverage.

• Verify Medicare eligibility

If you are age 65 or older and have not already enrolled in Medicare, this may be the right time to enroll. Contact your local Social Security office for more information and visit www.Medicare.gov.

• Submit Flexible Spending Account (FSA) reimbursement requests

You may continue to submit claims for eligible expenses under Health Care, Limited Purpose or Dependent Care FSAs for services provided through your last day of FSA participation. Check with your employer on the specific rules, including the deadline by which FSA claims must be submitted.

• Update Health Savings Account (HSA) contributions

An HSA is an individually owned bank account, so you continue to have access to any accumulated HSA funds after you leave your employer. Check with your employer to confirm the rules and requirements. specific to HSAs.

• Change insurance

Refer to your plan documents and/or ask your employer to determine if you have the option to convert your group life, accidental death and dismemberment (AD&D) or disability insurance to individual policies, Often refer to as portability or conversion, there may be a requirement to complete a medical questionnaire. To convert or port these coverages to an individual policy, there are strict deadlines for submission of your application and payment of the first monthly premium.

• Review your retirement accounts

Review your plan rules and check your vesting status.

• Update your Records

Contact Human Resources to make sure your name, address, tax withholding and other basic information is up to date.

If you decline your employer medical coverage and enroll in other group coverage (perhaps through your spouse’s employer or coverage under a government plan), you can enroll in your employer’s plan if that other coverage ends. Generally, you have a limited number of days to enroll after your other coverage ends; check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event

Note that discontinuing an individual (non-group) plan is generally not considered a Life Event, although special rules may apply when ending individual coverage purchased through the Affordable Care Act’s Healthcare Marketplace. If this is your situation, ask your employer about your enrollment options.

• Verify eligibility and costs

Check your employer’s eligibility rules and plan costs-what benefits are you and your family eligible for? If you lose other medical, dental, vision or FSA coverage, you may be eligible to continue that coverage under COBRA for a limited period of time. After you lose your benefits due to a COBRA Qualifying Event, you have 60 days to elect COBRA coverage.

• Add coverage

Consider enrolling yourself and your eligible family members in your employer’s benefit plan(s).

• Enroll in or update your Health Care or Limited Purpose Flexible Spending Account (FSA) elections

A Health Care FSA allows you to deduct funds from your paycheck on a pre-tax basis to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. A Limited Purpose FSA works the same way but generally is only for dental and vision expenses and may be available for participants who have a Health Savings Account. You may be able to enroll or change your FSA election if you anticipate an increase to your out-of-pocket costs (e.g., deductibles, copays or coinsurance).

• Enroll in a Health Savings Account (HSA)

If you’re enrolling in an IRS-qualified High-Deductible Health Plan, you may be eligible to contribute to an HSA. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. Consider contributing to an HSA to pay for your out-of-pocket costs (e.g., deductibles, copays or coinsurance) or if you want to save for future health care expenses. Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Review life insurance coverage

If this loss of coverage impacts any life insurance or accidental death and dismemberment (AD&D) insurance, consider changing these coverage amounts for yourself, your spouse and/or your dependent children.

When you get married, it can have an impact on your medical insurance, taxes and finances. It’s important to decide what choices work best for you, your spouse and your new family. Generally, you have a limited number of days after any Life Event to make benefit enrollment changes; check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility and costs

Check your employer plan’s eligibility rules and plan costs, including if a spousal surcharge may apply. Your spouse (and any new children) may be eligible for specific benefit plans.

• Add coverage

Consider adding your new spouse and any new children to your benefit plans.

• Disenroll from coverage

You may be eligible to enroll in your new spouse’s plans and then may choose to discontinue your own employer coverage.

• If you are moving

If you move to a new area, there are a number of things to consider. See the information provided for Changing Your Residence.

• Update your Health Care or Limited Purpose Flexible Spending Account (FSA) elections

A Health Care FSA allows you to deduct funds from your paycheck on a pre-tax basis to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. A Limited Purpose FSA works the same way but generally is only for dental and vision expenses and may be available for participants who have a Health Savings Account. You may be able to change your FSA election if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance).

• Enroll in or Update Dependent Care FSA contributions

A Dependent Care FSA allows you to deduct funds from your paycheck on a pre-tax basis, to pay for eligible dependent care expenses when both parents are working. This benefit can be used for children under age 13 or for an older child or adult who is disabled. Consider if your dependent care needs are impacted by this Life Event.

• Update Health Savings Account (HSA) contributions

If you’re enrolled in an IRS-qualified High-Deductible Health Plan (HDHP) and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. And if you add your new spouse to your HDHP, that may increase your HSA contribution limit for the year. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. Consider changing your HSA contribution if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance) or if you want to change your savings for future health care expenses. Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Review life insurance coverage

Your new spouse may create a need for more life insurance protection. Consider increasing your life insurance and accidental death and dismemberment (AD&D) insurance amounts. If available, you may want to purchase dependent life insurance.

• Update your Records

Contact Human Resources to change your marital status, name and address, dependent information, emergency contact information and tax withholding. Also update other records outside of your employment, such as Social Security, car insurance and registration, the Post Office, your financial institutions, magazine subscriptions, etc. if you change your name and/or address.

• Assign beneficiaries

Review your beneficiaries and make any necessary updates. This applies to benefits such as life insurance, AD&D insurance, Health Savings Accounts and retirement programs.

• Seek legal counsel

Consult with your attorney to update or create your will or any other legal documents. Your attorney is a good source of information regarding beneficiary designations, guardianship arrangements and custody arrangements.

• Consider time off

Ask about your employer’s policies for time off-vacation time or personal leave of absence if you’re taking a honeymoon or making a move.

Welcome to your new employer! There are a lot of benefits and resources. for you to learn about as you start working for your new employer. Some of these benefits will require to you take steps to enroll and others you’!! be enrolled in automatically. Generally you have a limited number of days after you start at your new employer to enroll in your benefits, check with your employer to verify your deadline Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event

• Verify eligibility and costs

Check your employer’s eligibility rules and plan costs what benefits are you and your family eligible for?

• Add coverage

Consider enrolling yourself and your eligible family members in your new benefit plants. Be aware of the enrollment deadline for new employees.

• Enroll in a Health Care or Limited Purpose Flexible Spending Account (FSA)

A Health Care FSA allows you to deduct funds from your paycheck on a pre-tax basis to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance, A Limited Purpose FSA works the same way, but is generally only for dental and vision expenses and may be available for participants who have a Health Savings Account. Consider enrolling If you anticipate any out-of-pocket costs (e.g., deductibles, copays or coinsurances.)

• Enroll in a Dependent Care FSA

A Dependent Care FSA allows you to deduct funds from your paycheck on a pre-tax basis, to pay for eligible dependent care expenses when both parents are working. This benefit can be used for children under age 13 or for an older child or adult who is disabled.

• Enroll in a Health Savings Account (HSA)

If you’re enrolling in an IRS-qualified High-Deductible Health Plan, you may be eligible to contribute to an HSA. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance Consider contributing to an IHSA to pay for your out-of-pocket costs. (e.g., deductibles, copays or coinsurance) or if you want to save for future health care expenses. Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Create your Records

Contact Human Resources to provide your name, address and other required information, as well as emergency contact information and tax withholding Your employer will provide you with any forms you must complete or direct you to an online system where you can provide Information and enroll for benefits. It’s important to return your forms as soon as possible to ensure that you are set-up in the payroll system. and enrolled in the benefits plans that you choose.

• Assign beneficiaries

Complete all beneficiary designations. This applies to benefits such as life insurance, AD&D insurance, Health Savings Accounts and retirement programs.

Unforeseen circumstances can lead to a change in your cost for medical coverage or to a change in your medical plan benefits. If such a change is significant, this qualifies as a Life Event permitting you to make changes to your medical coverage only; other benefit options are not impacted. Generally, you have a limited number of days after your costs or coverage experiences a significant change to make benefit enrollment changes. Check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility and costs

Check your employer’s eligibility rules and plan costs what other medical coverage options are you and your family eligible for?

• Change medical coverage

Consider changing your medical plan option for you and your family.

• Disenroll from coverage

You may be eligible to enroll in your spouse’s plan and then discontinue your own employer coverage.

• Enroll in a Health Savings Account (HSA)

If you’re enrolling in an IRS-qualified High-Deductible Health Plan (HDHP), you may be eligible to contribute to an HSA. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. Consider contributing to an HSA to pay for your out-of-pocket costs (e.g., deductibles, copays or coinsurance) or if you want to save for future health care expenses. Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Discontinue Health Savings Account (HSA) contributions

If you are disenrolling from an HDHP, you will no longer be eligible to contribute to an HSA. However, an HSA is an individually owned bank account, so you continue to have access to any accumulated HSA funds after you disenroll from the HDHP. Check with your employer to confirm the rules and requirements specific to HSAs.

If your spouse moves to a new company or new job with the same employer, his or her benefits may change as a result. Generally, you have a limited number of days after your spouse changes jobs to make benefit enrollment changes; check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event

• Verify eligibility and costs

Check your employer’s eligibility rules and plan costs – what benefits is your spouse eligible for? Ask if a spousal surcharge may apply if you enroll your spouse.

• Add coverage

Consider enrolling your spouse and any children in your benefit plan(s).

• Disenroll from coverage

You may be eligible to enroll in your spouse’s new plans and then discontinue your own employer coverage.

• If you are moving

If you move to a new area, there are a number of things to consider. See the information provided for Changing Your Residence.

• Update your Health Care or Limited Purpose Flexible Spending Account (FSA) elections

A Health Care FSA allows you to deduct funds from your paycheck on a pre-tax basis to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. A Limited Purpose FSA works the same way but generally is only for dental and vision expenses and may be available for participants who have a Health Savings Account. You may be able to change your FSA election if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance).

• Enroll in or Update Dependent Care FSA contributions

A Dependent Care FSA allows you to deduct funds from your paycheck on a pre-tax basis, to pay for eligible dependent care expenses when both parents are working. This benefit can be used for children under age 13 or for an older child or adult who is disabled. Consider if your dependent care needs are impacted by this Life Event.

• Update Health Savings Account (HSA) contributions

If you’re enrolled in an IRS-qualified High-Deductible Health Plan and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. Consider changing your HSA contribution if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance) or if you want to change your savings for future health care expenses. Check with your employer to confirm the current annual HSA contribution limits determined by the IRS, as well as the rules and requirements specific to HSAs.

• Review life insurance coverage

Your spouse may have a need for more life insurance protection. Consider increasing your life insurance and accidental death and dismemberment (AD&D) insurance amounts. If available, you may want to purchase dependent life insurance.

• Update your records

Contact Human Resources to change your address, your emergency contact information and tax withholding. Also update other records outside of your employment, such as Social Security, car insurance and registration, the Post Office, your financial institutions, magazine subscriptions, etc. if you change address.

• Seek legal counsel

Consult with your attorney to update or create your will or any other legal documents. Your attorney is a good source of information regarding beneficiary designations, guardianship arrangements and custody arrangements.

Your spouse’s annual enrollment period may occur at a different time from your employer’s annual enrollment period. Generally, you have a limited number of days after your spouse enrolls or disenrolls from their employer plan to make benefit enrollment changes for your spouse under your employer plan. Check with your employer to verify your deadline. Changes requested after the deadline cannot be made until the earlier of the next annual enrollment period or the date you have another Life Event.

• Verify eligibility and costs

Check your employer’s eligibility rules and plan costs – what benefits is your spouse eligible for? Ask if a spousal surcharge may apply if you enroll your spouse.

• Add coverage

Consider changing coverage for your spouse and any children from your spouse’s employer plan to your benefit plan(s).

• Disenroll from coverage

You may be eligible to enroll in your spouse’s plans and then discontinue your own employer coverage.

• Update your Health Care or Limited Purpose Flexible Spending Account (FSA) elections

A Health Care FSA allows you to deduct funds from your paycheck on a pre-tax basis to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. A Limited Purpose FSA works the same way but generally is only for dental and vision expenses and may be available for participants who have a Health Savings Account. You may be able to change your FSA election if you anticipate a change to your out-of-pocket costs (e.g., deductibles, copays or coinsurance).

• Enroll in or Update Dependent Care FSA contributions

A Dependent Care FSA allows you to deduct funds from your paycheck on a pre-tax basis, to pay for eligible dependent care expenses when both parents are working. This benefit can be used for children under age 13 or for an older child or adult who is disabled. Consider if your dependent care needs are impacted by this Life Event.

• Assign beneficiaries

This Life Event may be a good time to review your beneficiaries and make any necessary updates. This applies to benefits such as life Insurance, AD&D insurance, Health Savings Accounts and retirement programs.

• Seek legal counsel

Consult with your attorney if this event impacts any legal documents, beneficiary designations, guardianship arrangements or custody arrangements.

When taking a leave of absence to care for a newborn, serve in the military or take care of personal business, it is important to understand the resources available to you when you’re away from work and your requirements for benefit premium that may be payable.

• Notify your employer

Let your employer know when you will be taking a leave and when you expect to return to work. Ask about eligibility for a leave, the procedures and benefit-related policies.

• Verify eligibility

Rules regarding continuing coverage during a leave vary based on the type of leave you are taking. Check to see if you are eligible to continue your benefits, what the requirements are for payment of those benefits, or if you are eligible to continue coverage under COBRA. After you lose your benefits due to a COBRA Qualifying Event, you have 60 days to elect COBRA coverage.

• If you are moving

If you move to a new area, there are a number of things to consider. See the information provided for Changing Your Residence.

• Submit Flexible Spending Account (FSA) reimbursement requests

You may continue to submit claims for eligible expenses under Health Care, Limited Purpose or Dependent Care FSAs for services provided through your last day of participation. Check with your employer on the specific rules, including the deadline by which FSA claims must be submitted.

• Review Health Savings Account (HSA) contributions

If you’re enrolled in an IRS-qualified High-Deductible Health Plan (HDHP) and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. If payroll deductions for your HSA are not an option while on a Leave of Absence and you remain enrolled in an HDHP during your leave, you may make post-tax deposits to your HSA. In addition, you can continue to access funds accumulated in your HSA. Check with your employer to confirm the rules and requirements specific to HSAs. Consult with your tax advisor to learn how to report post-tax deposits made to your HSA.

• Review life insurance coverage

Ask your employer if you can continue to participate in the life insurance plan, or if you can convert or port coverage to an individual policy (which will be at your own expense).

• Update your Records

Contact Human Resources to change your name or address, emergency contact information and tax withholding, if applicable.

When taking a leave of absence to serve in the military, it is important to understand the resources available to you when you’re away from work and your requirements for benefit premium that may be payable.

• Notify your employer

Let your employer know when you will be taking a leave and when you expect to return to work. Ask about eligibility for a leave, the procedures and benefit-related policies.

• Verify eligibility

Your employer should have rules regarding continuing coverage during a military leave. You may be able to continue your benefits if the leave will be less than 31 days. The rules may differ for longer military leaves.

• Review Health Savings Account (HSA) contributions

If you’re enrolled in an IRS-qualified High-Deductible Health Plan (HDHP) and an HSA, you are generally permitted to make changes to your HSA contribution/payroll deduction at least one time each month. HSA funds can be used to pay for qualified medical, dental and vision care expenses for your tax dependents, if those expenses are not otherwise paid for by insurance. If payroll deductions for your HSA are not an option while on a Leave of Absence and you remain enrolled in an HDHP during your leave, you may make post-tax deposits to your HSA. In addition, you can continue to access funds accumulated in your HSA. Check with your employer to confirm the rules and requirements specific to HSAs. Consult with your tax advisor to learn how to report post-tax deposits made to your HSA.

• Review life insurance coverage

Ask your employer if you can continue your life insurance, accidental death and dismemberment (AD&D) insurance or disability insurance, or if you can convert or port coverage to an individual policy at your own expense.

• Review your retirement accounts

Review your plan rules and check your vesting status.

• Update your Records

Contact Human Resources to change your name or address, emergency contact information and tax withholding, and other basic information.