HR Tools

---

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.

• Fred is hired full-time on July 9th (40 hours per week)
• The contract hour requirement is 35 hours per week
• The contract probation is "1st of the month following 60 days"
• Fred is eligible to enroll for an October 1st effective date

• Ethel is hired part-time on March 15th (20 hours per week)
• The contract hour requirement is 35 hours per week
• Ethel is ineligible because she doesn't meet the hour requirement
• Ethel transitions to full-time on June 20th (40 hours per week)
• The contract probation period is "1st of the month following 60 days"
• Ethel is eligible to enroll for a September 1st effective date

• Martha is eligible to enroll for a July 1st effective date
• Martha already has group coverage through her husband's employer
• Martha waives her employer plan because of the other group coverage and she completes a waiver form
• In the event her husband loses his job and coverage, Martha can enroll on her employer plan without a loss of coverage (this only applies with other group insurance, it does not apply with individual coverage).

Inform us when you have an employee to add. We'll guide you with their onboarding.

• Employee quits
• Employee has unauthorized absence
• Employee finds other employment
• Employee has a reduction in hours and loses eligibility

Note: Cancellations are almost always on the last day of the month.

• Rick leaves employment on January 4th
• Rick's cancellation will be January 31st

Inform us when you have an employee to offboard. We'll provide guidance.