Page 4 - 2015 Advia CU Benefits & Notices
P. 4
Advia CU - MI 2015
Introduction
Just as we provide our members with a range of services to fit their financial needs, Advia CU also
provides a range of benefits for our employees and their eligible dependents. Under our benefit plan,
you have the ability to enroll in a custom level of coverage for you and your family. We also offer a host
of other benefits to support your health, financial security, and work/life balance.
We encourage you to read this guide carefully, so you fully understand the options available to you.
Study your options to ensure your choices pay off all year. All eligible employees are required to enroll
online through SAM no later than the date designated by Human Resources.
Changing Your Benefits
The plans you are covered by on January 1st are the plans you
will be covered by until our next Open Enrollment period unless
you have a change in status. Change in status events include:
Birth, placement for adoption, or adoption of a child, or
being subject to a Qualified Medical Child Support Order
Marriage, legal separation, annulment or divorce
Death of a spouse or dependent
A change in employment status if it affects eligibility under
the plan
A change in election that is on account of and
corresponds with a change made under another employer
plan
The IRS requires that the change you make be consistent with the change in status. For example, if you
get married, you may add your new spouse to your coverage. Or if your spouse’s employment
terminates and s/he loses medical coverage through his/her employer, you may add your spouse to your
medical coverage. Remember that it is your responsibility to request the change within 30 days of the
event.
Children’s Health Insurance Program Reauthorization Act of 2009 adds the following two special
enrollment opportunities.
The employee or dependent’s Medicaid or CHIP (Children’s Health Insurance Program) is
terminated as a result of loss of eligibility; or
The employee or dependent becomes eligible for a premium assistance subsidy under Medicaid
or CHIP.
It is your responsibility to notify Human Resources within sixty (60) days of the loss of Medicaid or CHIP
coverage, or within sixty (60) days of when eligibility for premium assistance under Medicaid or CHIP is
determined. See page 31 for more details on CHIP.
Salus Group© Copyright 2014 Page | 4
Introduction
Just as we provide our members with a range of services to fit their financial needs, Advia CU also
provides a range of benefits for our employees and their eligible dependents. Under our benefit plan,
you have the ability to enroll in a custom level of coverage for you and your family. We also offer a host
of other benefits to support your health, financial security, and work/life balance.
We encourage you to read this guide carefully, so you fully understand the options available to you.
Study your options to ensure your choices pay off all year. All eligible employees are required to enroll
online through SAM no later than the date designated by Human Resources.
Changing Your Benefits
The plans you are covered by on January 1st are the plans you
will be covered by until our next Open Enrollment period unless
you have a change in status. Change in status events include:
Birth, placement for adoption, or adoption of a child, or
being subject to a Qualified Medical Child Support Order
Marriage, legal separation, annulment or divorce
Death of a spouse or dependent
A change in employment status if it affects eligibility under
the plan
A change in election that is on account of and
corresponds with a change made under another employer
plan
The IRS requires that the change you make be consistent with the change in status. For example, if you
get married, you may add your new spouse to your coverage. Or if your spouse’s employment
terminates and s/he loses medical coverage through his/her employer, you may add your spouse to your
medical coverage. Remember that it is your responsibility to request the change within 30 days of the
event.
Children’s Health Insurance Program Reauthorization Act of 2009 adds the following two special
enrollment opportunities.
The employee or dependent’s Medicaid or CHIP (Children’s Health Insurance Program) is
terminated as a result of loss of eligibility; or
The employee or dependent becomes eligible for a premium assistance subsidy under Medicaid
or CHIP.
It is your responsibility to notify Human Resources within sixty (60) days of the loss of Medicaid or CHIP
coverage, or within sixty (60) days of when eligibility for premium assistance under Medicaid or CHIP is
determined. See page 31 for more details on CHIP.
Salus Group© Copyright 2014 Page | 4
