Saturday, December 22, 2018

Acronym-Filled Memo of the Year Award

December 21st brought the first day of winter and the emailed memo below which has at least five acronyms, not counting "UCPath" and "HR." And maybe cognoscenti will be able to derive useful information from it:

Please distribute this broadcast to employees in your organization.
To:  UCPath Initiators, Approvers and HR/Benefits Representatives
Re:  PIE for Employees with Newly-Eligible Domestic Partners
As you know, the University has changed the benefits eligibility policy for domestic partners and we gave employees the opportunity during Open Enrollment to enroll domestic partners who will be newly-eligible as of 1/1/2019.
Employees with domestic partners who are newly-eligible due to the policy change will have a PIE from January 1 – 31, 2019.  If an employee missed the opportunity to enroll the newly-eligible partner during OE, the employee may enroll the partner during this PIE (assuming the partner meets all eligibility criteria).  In accordance with the GIRs, in addition to enrolling the partner, the employee may change their benefits elections (such as choose a different medical plan or adjust life insurance coverage level) during this PIE.
Please remember that if employees want to enroll their partners in Dependent Life coverage, they need to do so during this PIE.  AD&D coverage may be added any time after January 1, 2019.  Employees on UCPath who enrolled a domestic partner in medical coverage during OE will get an email reminding them of this opportunity to enroll in Life and/or AD&D.   Employees on UCPath may use the “Life Event” function to enroll their domestic partner in Life and AD&D coverage, while employees on PPS will need to submit a UPAY850 form.
We have heard that a few employees who enrolled their domestic partner in benefits during OE have changed their mind due to the impact of imputed income.  A newly-eligible domestic partner enrolled during OE may be disenrolled during the PIE.  If a premium for January 2019 has been deducted from the employee’s paycheck, it may be reimbursed to the employee, provided that the partner has not incurred claims under the plan(s) in which they were enrolled.
Thank you.
Happy Holidays!
Isabella Buckman
Benefits Analyst 

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