Dental Benefit Plans

Your benefits begin the first of the month following your date of hire as long as the Benefits office received the medical enrollment form by the end of the month that you were hired. Example: Your date of hire was on September 2nd, if Benefits received your enrollment form by September 30th, you can enroll in medical benefits effective October 1st.

Note for Faculty: Faculty starting in the Fall are eligible for benefits effective October 1. Faculty starting in the Spring are eligible for benefits effective March 1.

You have within 60 days after the date of marriage to add your spouse and/or stepchild(ren) to your health and/or dental coverage.  After 60 days, you can add them during the annual open enrollment period or through a "special enrollment" or "late enrollment" event. The latter applies to health coverage only.  You must provide a copy of your marriage certificate as well as your spouse's social security number and sign the appropriate document(s) prior to the coverage going into effect.

You have 60 days from the date of birth or adoption placement (under age 18) to add a child to your medical and/or dental coverage. After 60 days, you can add the child during the annual open enrollment period or through a "special enrollment" or "late enrollment" event. The latter applies to health coverage only.

Dependent children may be covered to age 26 as long as they are unmarried, have never been married, and are economically dependent upon the employee. If disabled, special rules apply. Please contact the Office of Human Resources for information.

If the child is under age 18, unmarried, living in a parent-child relationship and is economically dependent upon the employee he/she may be covered under the employee's health plan.

A "parent-child" relationship is defined as one in which the employee has been given the authority and assumed responsibility for raising the child as their own.  The natural parent cannot be living in the same household as the child.  If disabled, special rules apply.  The dependent must be enrolled within 60 days from the date of custody or during the annual open enrollment period.

After 60 days, "special enrollment" or "late enrollment" criteria may apply.  You must contact Office of Human Resources, provide proof of custody and sign the required documents, including an "Affidavit of Eligibility."

No. Even if totally dependent on the employee, parents are not eligible for coverage.

Yes.  COBRA Continuation Coverage provides you the option of continuing your medical, dental and/or vision plans for up to 18 months (or longer in some cases).  You would be responsible for paying the entire premium amount to the carriers, plus a 2% administrative fee.  The provisions of COBRA also apply to dependents that lose coverage.  Please contact Office of Human Resources for further information.

Yes.  COBRA Continuation Coverage provides you the option of continuing your medical, dental and/or vision plans for up to 18 months (or longer in some cases).  You would be responsible for paying the entire premium amount to the carriers, plus a 2% administrative fee.  The provisions of COBRA also apply to dependents that lose coverage.  Please contact Office of Human Resources for further information.

If you would like to continue your group benefits, you may do so by completing the COBRA election form. This form is automatically mailed to employees upon their separation from the University.

Dependent children are covered until the first day of the month following their 26th birthday. Example: Their birthday is September 3rd - their benefits will end on September 30th.

Yes, you may apply for COBRA for your dependent child. You may continue their insurance for a maximum of thirty-six (36) months.

No, you will make direct premium payments to the dental carrier.

No, you may enroll in benefits prior to attending the New Employee Orientation.  Please complete your enrollment forms within 60 days of your hire date.