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Eligibility
You
are eligible for Trust-sponsored benefits if you are an active
full or part-time permanent employee, including established
term employees, and a member of:
- OCSEA/AFSCME - Units 3-9, 13, 14, 45, 50, 55
- District 1199/SEIU - Units 11, 12
- OSTA - 1, 15
- FOP/OLC - Units 2, 46, 48
- SCOPE/OEA - Unit 10
- CWA - Unit 40.
Trust benefits
include dental, vision, basic life and supplemental life insurance,
Working Solutions, as well as the legal service plan.
Established
term employees should talk with their Payroll/Personnel officers
for eligibility and enrollment information. In general, unless
excluded by agency-specific agreement, established term employees
will be eligible for all Trust benefits after meeting the
waiting period. However, the legal service plan is not available
to established term employees.
Eligibility
for Dental and Vision Coverage
Union-represented employees are eligible to enroll
in dental and vision coverage after completing one full year
of continuous state service. Please see this page for more information on eligibility.
Supplemental
life insurance, the legal service plan and Working Solutions
are available to you upon hire. (You have 90 days from your
date of hire to purchase supplemental life insurance and/or
the legal service plan, and will have the opportunity to enroll
in or change your coverage under these plans at each Trust-sponsored
open enrollment.)
While
the Trust mails enrollment materials to your homes, we strongly
encourage you to review the information online and make your
selection. You may use the forms
and books to enroll in
coverage if you do not receive or misplace your enrollment
packet.
Voluntary options may have more liberal eligibility definitions.
Please see the plan details
for more information.
| When
dependents' dental and/or vision coverage ends,
you may extend it through COBRA.
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Limits
& Exclusions
- No person
is considered a dependent while in the armed forces.
- A child
who is eligible as an employee of the State is not eligible
as the dependent of either parent who also may be a State
employee.
- A divorced
spouse is not eligible as a dependent.
- When
you and your spouse are both State employees, one may carry
family coverage and the other single coverage, provided
that the spouse is not listed as a dependent under family
coverage.
See your
Payroll/Personnel officer for more information.
| Eligibility/Enrollment
Chart |
| |
Who's
Eligible |
When
Eligible |
To
Enroll |
Premium
Paid By |
| |
Member
|
|
Family |
|
|
|
| Dental
|
|
|
|
First
of the month following one year continuous State service
|
Complete
an enrollment form within 31 days of hire anniv. date |
Trust
|
| Vision
|
|
|
| Basic
Life |
|
|
|
First
of the month following one year continuous State service
|
Automatic |
Trust
|
| Supplemental
Life |
|
|
|
On
hire date |
Complete
Prudential supplemental life enrollment form within 90
days of hire or at open enrollment |
Member
|
| Working
Solutions |
|
|
|
On
hire date |
Automatic
|
Trust
|
| Legal
Service Plan |
|
|
|
On
hire date |
Complete
Hyatt enrollment form within 90 days of hire or at open
enrollment |
Member
|
This chart
applies to full- and part-time employees. Established term
employees should discuss eligibility/enrollment information
with their Payroll/Personnel officers.
Changes
During the Year
You may
change your coverage level (single or family) during the year
if you have a family status or employment-related coverage
change. You must complete and return an Enrollment
and Change form and, if necessary, an Affidavit of Dependent
Status, within 31 days of the change or you will have to wait
until the next open enrollment to adjust your coverage level.
If you have enrolled in the Hyatt legal service plan, you
may change from single to family or family to single coverage
level following a family status change, but you must complete
Hyatt's form separately (within 31 days of the change) to
make the change effective, and you must remain in the plan
until the end of the plan year.
Review
the chart below to see if you may change your coverage level.
| Change
|
|
Type
of Coverage Change Allowed |
|
Date
Change Effective |
| Marriage
|
|
Add
dependent spouse (and spouse's children) |
|
First
of the month following your marriage* |
| Birth
or adoption |
|
Add
dependent child |
|
Date
of birth or placement in home* |
| Legal
guardianship |
|
Add
dependent child |
|
Date
of receipt of final papers* |
Divorce
(you provided coverage) |
|
Drop
spouse |
|
Last
day of the month in which divorce occurred |
Death
of dependent
(you provided coverage) |
|
Drop
dependent |
|
Last
day of the month in which death occurred |
Loss
of coverage
through spouse's employer if spouse laid off, terminated,
dies or divorces you |
|
Enroll
in coverage
Add dependent |
|
Date
varies by type of change; see your Payroll/Personnel officer |
Return
to work
through arbitration order or grievance settlement or administrative
order |
|
Re-enroll |
|
Date
varies by settlement agreement; see your settlement notice |
* For supplemental life insurance coverage, dependents
must be at least 14 days old.
Plan
Changes for Dental and Vision Coverage
If you
have at least one year of continuous State service, you may
enroll in any of the Trust's dental or vision plans. However,
once you have enrolled in a plan, you may not change to another
plan, even if you move within Ohio, until the next Trust-sponsored
open enrollment.
Also, if your dental or vision provider
leaves the network, you will need to visit another participating
network provider to continue receiving the higher level of
benefits.
Please
make sure you request a directory to determine which providers
belong to the networks of the dental and vision plans you
are considering.
If
You Lose Your Dental or Vision Coverage
If your
and/or your dependents' dental or vision coverage ends, you
may extend it temporarily under COBRA.
COBRA, the Consolidated Omnibus Budget Reconciliation Act,
is a federal law requiring employers to extend group rates
to employees and/or their dependents who would otherwise lose
their coverage. COBRA is available for the Trust's dental
and vision plans.
You are
responsible for the full cost of coverage and an administrative
fee (up to 2% of the coverage's cost). If you fail to make
a COBRA premium payment, you will lose coverage under this
plan permanently.
Your Payroll/Personnel
officer will provide you with COBRA information when you lose
coverage.
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