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Each year eligible employees are given the opportunity to make changes in their insurance coverage. Employees may use this opportunity to change insurance companies (for medical insurance) or plans (for dental insurance), to add insurance not previously carried, and to add dependents not previously covered. Generally, this is the only such opportunity during the year to make these type of changes. However, family status changes such as those shown below, may occur outside open enrollment.
In the event of a marriage, birth, or adoption, the employee may add the new dependent immediately on the condition that an application is received by the Office of Human Resources within 30 days of the qualifying event. Applications and change forms are available in the Office of Human Resources.
Employees are also allowed to add dependents to the University's insurance plan if the dependent spouse and/or child(ren) loses insurance coverage under another plan (Ex., spouse loses a job and the corresponding insurance coverage with that job). The addition of the dependent(s) must take place within 30 days of the date the dependent loses other insurance coverage. Likewise, if a dependent becomes covered under another insurance plan, the employee may choose to drop the dependent from the University's insurance coverage, within the same 30 day time frame.
Special Information For Terminating Employees
Medical, dental, 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.
The continuation 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. 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.
Premium rates and benefit levels for converted life insurance, 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 vendors.
The final contributions to the retirement plan will be deducted from the final paycheck. A retiring employee who chooses to begin receiving benefits upon retirement may expect the first check four to six weeks following the final contributions, assuming the employee has notified TIAA/CREF, Fidelity Investments, or the Vanguard Group of the retirement at least six months in advance. Other details will be discussed during the exit interview.
Tuition scholarships 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.
Accrued vacation will be paid out after the last day of employment, provided proper notification is given, or with supervisor or department head approval.
Final paychecks are distributed through the Office of Human Resources on the first regular payday following the terminating employee's last day of employment. Direct deposit arrangements are canceled for this final paycheck.