Whether you're an HR representative, benefit coordinator, office manager, or business owner, we're committed to helping you with the administration of your plan benefits.
These would be files (PDFs) of benefit material ready for employee distribution.
When an employee becomes eligible, provide them with benefit material several weeks prior to the effective date of coverage. They can make their decision to participate or not participate. Eligible employees must meet your hour requirement and probation period (usually new-hires but it can also be employees who transition from part-time to full-time).
The probation period needs to be applied to all eligible employees. Upon completion of the probation period, the employee can enroll in the plan. Probation periods range from 0 to 60 days, and coverage usually begins on the 1st of the month following the contract probation period (some contracts allow for the 90th day).
If the employee does not enroll within 30 days of being eligible, enrollment will close and then be available again during your annual open enrollment period which occurs prior to your plan renewal date.
Inform us when you have an employee to add. We'll guide you with their onboarding.
Note: Cancellations are almost always on the last day of the month.
Inform us when you have an employee to offboard. We'll provide guidance.
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