Employer Coverage. It is the employee’s responsibility to advise the University’s Human Resource Benefit Manager immediately (and not later than thirty (30) calendar days after any change in eligibility) if the employee’s spouse becomes eligible to participate in Employer Coverage. Upon becoming eligible, the employee’s spouse must enroll in Employer Coverage unless they are exempt from this requirement in accordance with the exemptions stated in this section.
Employer Coverage. Upon becoming eligible, the employee’s spouse must enroll in Employer Coverage unless he/she is exempt from this requirement in accordance with the exemptions stated in this section.
Employer Coverage. It is the employee’s responsibility to advise the University’s Human Resources Benefits Manager immediately (and not less thirty calendar days after any change in eligibility) if the employee’s spouse becomes eligible to participate in Employer Coverage. Upon becoming eligible, the employee’s spouse must enroll in Employer Coverage unless they are exempt from this requirement in accordance with the exemptions stated in this section.
a. Every bargaining unit member whose spouse participates in the University’s group medical and prescription drug insurance coverage shall complete and submit to the University’s Human Resource Benefit Manager, upon request, a written certification verifying whether their spouse is eligible for and enrolled in Employer Coverage. If any bargaining unit member fails to complete and submit the certification during the annual certification process, such bargaining unit member’s spouse will be removed immediately from University Coverage. Any information not completed or provided on the certification form may be requested from the employee.
b. If a bargaining unit member submits false material information or fails to timely advise the Human Resources Benefits Manager or their designee of a change in the eligibility of the employee’s spouse for Employer Coverage within 30 calendar days of notification of such eligibility, and such false information or failure results in the provision of University Coverage to which the employee’s spouse is not entitled, the employee’s spouse will be disenrolled from University Coverage. Such disenrollment may be retroactive to the date as of which the employee’s spouse became ineligible for plan coverage, as determined by the administrator for the University Coverage. The administrator shall provide at least thirty calendar days advance written notice of any proposed retroactive disenrollment. In the event of retroactive disenrollment, the bargaining unit member will be personally liable to the applicable University Coverage for reimbursement of benefits and expenses, including attorneys’ fees and costs, incurred by the University Coverage as a result of the false information or failure. Additionally, if the bargaining unit member submits false information in this context, the employee may be subject to disciplinary action, up to and including termination of employment.
c. The details of the working spouse limitations and coordination of benefits requirements are available on the Human Resources Offi...
