Employee Eligibility Information. A. An eligible employee, as defined in the group contract, is required to work a minimum of hours each week (this must be at least 20 hours but no more than 40 hours). Prior approval is required if you define different minimum hours for separate employee classifications. Independent contractors, temporary and seasonal employees are not eligible. Persons whose earnings are based solely on income reported on IRS Form 1099 are not eligible. Group members who reside in the State of Hawaii are not eligible for coverage.
Employee Eligibility Information. Employees not enrolled when initially eligible may be denied coverage until the next NMTA Open Enrollment period. • Dependent participation is optional. Companies may require employees to pay for the cost of dependent coverage through payroll deductions. Dependents not enrolled when initially eligible may be required to wait until the next NMTA Open Enrollment period to enroll (see benefit booklet for details). • Examples of INELIGIBLE participants include the following: Retirees, subcontractors, independent contractors, inactive owners, former employees, former owners, part-time employees. Eligible employees must have a direct, employee-employer relationship with the participating company. • Eligibility requirements must be administered to all employees on a uniform and consistent basis. A probationary period may not be waived or altered for a particular employee. Before adopting different probationary periods by employee class, consider seeking tax and/or legal advice. Federal health reform prohibits discrimination in favor of highly compensated individuals, though enforcement of the prohibition has been delayed until regulations or other guidance is issued (and it is unclear when that may occur). • Participating companies are subject to periodic eligibility verification audits by the insurance carriers to ensure eligibility compliance. • When submitting an enrollment online, the employer confirms a completed employee subscriber application, with valid signatures from the eligible employee applying for coverage, has been obtained. As the Employer you must maintain enrollment records as well as other necessary information to demonstrate eligibility. In addition, you must be able to provide the application upon the request of EPK & Associates, Inc. or the insurance carrier at any time. Current beneficiary designations must also be maintained and updated information provided to EPK as necessary.
Employee Eligibility Information. Employees not enrolled when initially eligible may be denied coverage until the next BIAW Open Enrollment period. • Dependent participation is optional. Companies may require employees to pay for the cost of dependent coverage through payroll deductions. Dependents not enrolled when initially eligible may be required to wait until the next BIAW Open Enrollment period to enroll (see benefit booklet for details). • Examples of INELIGIBLE participants include the following: Retirees, subcontractors, independent contractors, inactive owners, former employees, former owners, part-time employees. Eligible employees must have a direct, employee-employer relationship with the participating company. • Eligibility requirements must be administered to all employees on a uniform and consistent basis. Participating companies are subject to periodic eligibility verification audits by the insurance carriers to ensure eligibility compliance.
Employee Eligibility Information. A. An eligible employee, as defined in the group contract, is required to work a minimum of hours each week (this must be at least 20 hours but no more than 30 hours). Prior approval is required if you define different minimum hours for separate employee classifications. Independent contractors, temporary and seasonal employees are not eligible. Persons whose earnings are based solely on income reported on IRS Form 1099 are not eligible. Group members who reside in the State of Hawaii are not eligible for coverage. B. Groups may list employees in different classifications (Examples: field, office, salary, hourly, etc.) for the purpose of offering different probationary periods to each employee classification. If you have chosen to do this, describe each job classification below. All employees must be accounted for. Class 1: Class 2: Ineligible Employee Class: This class of employees is not eligible for coverage on this group plan. C. Employees will be eligible for coverage on the first day of the month following the probationary period. The probationary period begins on the first working day of the month, unless otherwise specified and approved. D. Do you wish to implement a 30-day orientation period? Yes No If yes, please list each class of employees, from Section B above, who will be subject to the orientation period. E. Do you wish to implement a measurement period? Yes No If yes, please list each class of employees, from Section B above, who will be subject to the measurement period. Please indicate length of measurement period in months: (No less than 3, no more than 12) **For more information on orientation and measurement periods, visit xxxxxxxxxxxxxxxxxxxxxx.xxx/xxxxxx-xxxx-xxxxxx F. Do you wish to include non-state registered domestic partners for coverage? Yes No G. For employees transferring from part-time to full-time status, the probationary period specified above should apply: Retroactive to the original date of hire or Beginning on the date transferred to full-time status H. For new groups, the probationary period specified above applies to: All full-time employees (current and future) or Future full-time employees only I. The Rehire Policy applies only to employees that were covered under the plan at the time their employment was terminated. Employees subject to the rehire policy must be added the first of the month following the date of rehire. The application must be received within 10 days of this effective date. Empl...
Employee Eligibility Information. Employees not enrolled when initially eligible may be denied coverage until the next BIAW Open Enrollment period. • Dependent participation is optional. Companies may require employees to pay for the cost of dependent coverage through payroll deductions. Dependents not enrolled when initially eligible may be required to wait until the next BIAW Open Enrollment period to enroll (see benefit booklet for details). • Examples of INELIGIBLE participants include the following: Retirees, subcontractors, independent contractors, inactive owners, former employees, former owners, part-time employees. Eligible employees must have a direct, employee-employer relationship with the participating company. Class 1: q 1st of month, (following date of hire) q 30 days, (1st of month following) q 60 days, (1st of month following)* Class 2: q 1st of month, (following date of hire) q 30 days, (1st of month following) q 60 days, (1st of month following)* Class 3: q 1st of month, (following date of hire) q 30 days, (1st of month following) q 60 days, (1st of month following)* Class 4: q 1st of month, (following date of hire) q 30 days, (1st of month following) q 60 days, (1st of month following)* *By law, the probationary period must not exceed 90 days. Please be aware that, occasionally, the 1st of the month after 60 days following the date of hire may be more than 90 days. In these cases, employees must be enrolled on the 1st of the month after 30 days following the date of hire. • Eligibility requirements must be administered to all employees on a uniform and consistent basis. Participating companies are subject to periodic eligibility verification audits by the insurance carriers to ensure eligibility compliance.
