Each year eligible
employees are given the opportunity to make changes in their insurance
coverage. Employees may use this opportunity to change insurance plans
(for medical insurance) or coverage (for dental and vision insurance), to add insurance
not previously carried, enroll or re-enroll in flexible spending accounts, and to add dependents not previously covered.
Generally, this is the only such opportunity during the year to make
these type of changes. However, special enrollments and family status changes such as those
shown below, may occur outside open enrollment.
Special Enrollment and Family Status Changes
In some cases, employees may make changes to their benefits outside of Open Enrollment:
- If you or your dependents lose eligibility for other coverage or if the employer stops contributing towards your or your dependents’ other coverage. Ex., spouse loses a job and the corresponding insurance coverage with that job. Enrollment must be requested within 30 days after your coverage ends (or after the employer stops contributing toward the other coverage).
- If you have a new dependent as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your dependents. Enrollment must be requested within 30 days after the marriage, birth, adoption, or placement for adoption. Likewise, in the case of a divorce, legal separation, annulment, or dependent becoming independent, you must request changes within 30 days of such an event.
- In addition to the above special enrollments, you may also enroll if you previously waived benefits when initially eligible because your position was part-time (.50 -.79 FTE for staff, .50 -.74 FTE for faculty) but recently experienced an increase in FTE (expected to continue for three months or longer) and are now eligible for full-time medical/dental benefit coverage. Changes must be requested within 30 days of such an event.
To determine whether you may make midyear changes to your benefits, and to complete respective paperwork, please contact the Office of Human Resources directly at (206)281-2809.
Information For Terminating Employees
vision, life insurance and flexible spending account benefits will be extended
through the end of the last month of employment in which the employee
meets eligibility requirements for benefits at Seattle Pacific University.
of the above listed benefits ends on the first day of the month following
the employee's termination date. At that time, the employee and any
covered dependents are eligible to participate, at their own cost,
in medical, dental and flexible spending account COBRA as outlined
in the COBRA section of this Benefits handbook.
Life insurance and long term disability insurance may be converted to a personal
policy within the first 30 days following the date of employee's termination.
In some cases, you may also be able to convert other additional voluntary benefits. Medical insurance may also be converted to an individual policy within
the first 30 days following the date of employee's termination or
within 30 days following the termination of COBRA coverage.
and benefit levels for converted life insurance and long term disability
insurance or medical insurance will not necessarily remain identical
to the University's group insurance plans. Conversion policy premium
rates and benefit levels are set at the discretion of the insurance
A retiring employee who would like to begin receiving benefits needs to contact the vendor (Diversified, TIAA-CREF or Fidelity Investments) to complete the appropriate paperwork and schedule the benefit payments. Other details will be provided as part of the exit process.
for the employee and dependents may continue through the remainder
of the quarter then in session, if resignation is effective after
the tenth day of class.
will be paid out after the last day of employment, provided proper
notification is given, or with supervisor or department head approval.