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Reminder on Insurance for Dependents
Posted 10/8/2009
The following is a message from Human Resources Development (HRD).
Please be reminded that any faculty or staff member who has a child enrolled in their medical, dental and/or dependent life insurance must notify HRD immediately of any changes in dependent eligibility status to ensure immediate and proper benefit continuation processing. Changes in eligibility status may include graduation or aging out of the benefit plan, and must be reported to HRD within 30 days of the date of the event. See below for further details regarding each benefit.
Medical Insurance
Your dependent child maintains his/her eligibility status for participation under your University of Hartford group medical insurance plan to age 19 (to age 24 if enrolled as a full-time student). Eligibility for coverage terminates at the end of the month in which the child ceases to qualify as a dependent. Under federal COBRA law, he/she then becomes eligible for continuation of medical insurance coverage for a period of up to 36 months. It is the responsibility of the employee to notify HRD within 30 days of the dependent’s loss of eligibility status to ensure immediate and proper benefit continuation processing.
Dental Insurance
Your dependent child maintains his/her eligibility status for participation under your University of Hartford group dental insurance plan to age 19 (to age 25 if enrolled as a full-time student). Eligibility for coverage terminates at the end of the month in which the child ceases to qualify as a dependent. Under federal COBRA law, he/she then becomes eligible for continuation of dental insurance coverage for a period of up to 36 months. It is the responsibility of the employee to notify HRD within 30 days of the dependent’s loss of eligibility status to ensure immediate and proper benefit continuation processing.
Please also understand, if your child ages out of the medical plan but continues to qualify as an eligible dependent under the dental plan, it remains the responsibility of the employee to notify HRD when the dependent child loses student status or ages out of the dental plan.
Dependent Child Life Insurance
Your dependent child maintains his/her eligibility for coverage under the dependent life insurance plan to age 19 (to age 25 if a full-time student). Eligibility for coverage terminates at the end of the month in which the child ceases to qualify as a dependent. Dependent life insurance coverage may have conversion options upon loss of coverage. The employee remains responsible for notifying HRD within 30 days of the dependent’s loss of eligibility status in order to ensure proper benefit continuation processing.
Please be advised that failure to notify HRD within 30 days of loss of eligibility status will result in a loss of eligibility for continuation coverage options under federal COBRA law, as well as denial of claims submitted on behalf of the dependent after the date in which he/she ceased to qualify as an eligible dependent under the employee’s plan.
For more detailed information regarding rights and obligations under COBRA, please visit the HRD website. Any questions regarding eligibility status should be directed to your designated HR Representative.
Please be reminded that any faculty or staff member who has a child enrolled in their medical, dental and/or dependent life insurance must notify HRD immediately of any changes in dependent eligibility status to ensure immediate and proper benefit continuation processing. Changes in eligibility status may include graduation or aging out of the benefit plan, and must be reported to HRD within 30 days of the date of the event. See below for further details regarding each benefit.
Medical Insurance
Your dependent child maintains his/her eligibility status for participation under your University of Hartford group medical insurance plan to age 19 (to age 24 if enrolled as a full-time student). Eligibility for coverage terminates at the end of the month in which the child ceases to qualify as a dependent. Under federal COBRA law, he/she then becomes eligible for continuation of medical insurance coverage for a period of up to 36 months. It is the responsibility of the employee to notify HRD within 30 days of the dependent’s loss of eligibility status to ensure immediate and proper benefit continuation processing.
Dental Insurance
Your dependent child maintains his/her eligibility status for participation under your University of Hartford group dental insurance plan to age 19 (to age 25 if enrolled as a full-time student). Eligibility for coverage terminates at the end of the month in which the child ceases to qualify as a dependent. Under federal COBRA law, he/she then becomes eligible for continuation of dental insurance coverage for a period of up to 36 months. It is the responsibility of the employee to notify HRD within 30 days of the dependent’s loss of eligibility status to ensure immediate and proper benefit continuation processing.
Please also understand, if your child ages out of the medical plan but continues to qualify as an eligible dependent under the dental plan, it remains the responsibility of the employee to notify HRD when the dependent child loses student status or ages out of the dental plan.
Dependent Child Life Insurance
Your dependent child maintains his/her eligibility for coverage under the dependent life insurance plan to age 19 (to age 25 if a full-time student). Eligibility for coverage terminates at the end of the month in which the child ceases to qualify as a dependent. Dependent life insurance coverage may have conversion options upon loss of coverage. The employee remains responsible for notifying HRD within 30 days of the dependent’s loss of eligibility status in order to ensure proper benefit continuation processing.
Please be advised that failure to notify HRD within 30 days of loss of eligibility status will result in a loss of eligibility for continuation coverage options under federal COBRA law, as well as denial of claims submitted on behalf of the dependent after the date in which he/she ceased to qualify as an eligible dependent under the employee’s plan.
For more detailed information regarding rights and obligations under COBRA, please visit the HRD website. Any questions regarding eligibility status should be directed to your designated HR Representative.
