Page 8 - CRITICAL ILLNESS, ACCIDENT AND HOSPITAL INDEMNITY INSURANCE ADMIN MANUAL
P. 8
THE HARTFORD’S EMPLOYEE CHOICE BENEFITS
SM
Deferred Effective Date – Dependent
(If Applicable)
If a dependent (other than a newborn) is confined in a hospital or elsewhere on the
date that coverage or an increase in coverage would become effective, that coverage
will not be effective until he or she is no longer confined and has engaged in the normal
and customary activities of a person of like age and gender in good health for at least
15 consecutive days. However, this deferral may not apply to initial coverage based on
Continuity of Coverage from a Prior Plan.
Reinstatement
If an employee’s coverage ends because he or she no longer works for the employer
or is no longer in an eligible class, and the employee is later rehired or returns to
his or her eligible class within 12 months, coverage for the employee and covered
dependents may be reinstated. Evidence of Insurability will not be required as
long as the employee returns within 12 months and requests reinstatement of
coverage within 31 days of returning. The reinstated coverage will be the same
amount that was in force when coverage ended, except we will not reinstate any
amount that was converted or ported, unless that coverage is cancelled.
Reinstatement of Coverage for Employees Who Enter Active Military Duty
If an employee returns from active military duty after being discharged, qualifies
for employment reinstatement under applicable federal or state law, and becomes
re-employed by that employer, he or she may once again be eligible for the coverage
they had before the leave of absence began. (This must generally occur within 5
years of leaving employment, although exceptions may apply.) Therefore, if he or
she previously had satisfied the Eligibility Waiting Period, no additional waiting
period would be required.
Enrollment-Related Changes
To make the changes shown on the following page, employees should complete
enrollment and return it to you (whether electronically or on paper). You'll need
this to update your records and make any other administrative changes needed
(such as billing or census changes). Be sure to indicate the type of change being
made when communicating the information to The Hartford.
Overdue Process
Most Hartford policies designate a 45-day Grace Period following the Premium
Due Date. If premium is not received within the Grace Period, you'll receive a
cancellation notice following the end of your grace period. Payment must be
received no later than 10 days after the grace period has expired.
(Subject to state mandated notification requirements)
If payment has not been received during this time frame your policy is
automatically cancelled. No new claims will be paid on cancelled policies.
You'll receive a final cancellation notice in the mail.
8
SM
Deferred Effective Date – Dependent
(If Applicable)
If a dependent (other than a newborn) is confined in a hospital or elsewhere on the
date that coverage or an increase in coverage would become effective, that coverage
will not be effective until he or she is no longer confined and has engaged in the normal
and customary activities of a person of like age and gender in good health for at least
15 consecutive days. However, this deferral may not apply to initial coverage based on
Continuity of Coverage from a Prior Plan.
Reinstatement
If an employee’s coverage ends because he or she no longer works for the employer
or is no longer in an eligible class, and the employee is later rehired or returns to
his or her eligible class within 12 months, coverage for the employee and covered
dependents may be reinstated. Evidence of Insurability will not be required as
long as the employee returns within 12 months and requests reinstatement of
coverage within 31 days of returning. The reinstated coverage will be the same
amount that was in force when coverage ended, except we will not reinstate any
amount that was converted or ported, unless that coverage is cancelled.
Reinstatement of Coverage for Employees Who Enter Active Military Duty
If an employee returns from active military duty after being discharged, qualifies
for employment reinstatement under applicable federal or state law, and becomes
re-employed by that employer, he or she may once again be eligible for the coverage
they had before the leave of absence began. (This must generally occur within 5
years of leaving employment, although exceptions may apply.) Therefore, if he or
she previously had satisfied the Eligibility Waiting Period, no additional waiting
period would be required.
Enrollment-Related Changes
To make the changes shown on the following page, employees should complete
enrollment and return it to you (whether electronically or on paper). You'll need
this to update your records and make any other administrative changes needed
(such as billing or census changes). Be sure to indicate the type of change being
made when communicating the information to The Hartford.
Overdue Process
Most Hartford policies designate a 45-day Grace Period following the Premium
Due Date. If premium is not received within the Grace Period, you'll receive a
cancellation notice following the end of your grace period. Payment must be
received no later than 10 days after the grace period has expired.
(Subject to state mandated notification requirements)
If payment has not been received during this time frame your policy is
automatically cancelled. No new claims will be paid on cancelled policies.
You'll receive a final cancellation notice in the mail.
8
