Eligibility and enrollment

To be eligible for benefits you must be a regular full-time employee working a minimum of 35 hours a week on a regularly scheduled basis for a continuous and indefinite period of time.

The following are considered eligible dependents who may be covered under Lynn University benefits:

• Your legally married spouse
• Your children to the end of the year they turn 26
  • Your eligible children include:
    • Biological children
    • Foster children
    • Stepchildren
    • Children who are legally adopted or placed with you for adoption
    • Children for whom you are appointed as legal guardian who are chiefly dependent on you for support and maintenance

Legal documentation proving covered individuals meet the definition of an eligible dependent may be required at any time. Under Lynn University’s benefit plans, individuals may be covered only as an employee or eligible dependent. In addition, no child may be covered as a dependent of more than one Lynn University employee.

Lynn University’s benefit plan year runs from Jan. 1 to Dec. 31. You may elect benefits within thirty-one (31) days of hire or during the annual open enrollment period. Once you elect benefits, generally you may not change your elections for the rest of the plan year unless a qualifying life event occurs.

• For new hires, coverage you elect goes into effect on the first of the month following your full-time hire date.
• Open enrollment typically occurs in the fall and is a time when you may make changes to your benefit elections for yourself and eligible dependents. Enrollment changes made during this time will be in effect Jan. 1 through Dec. 31.

Qualifying life events allow you to change benefit elections for you or eligible dependents within 31 days of the event. The following are considered qualifying life events:

• Change in number of eligible dependents (e.g., due to birth or adoption).
• Change in legal marital status.
• Gain or loss of benefit eligibility or coverage for your spouse or children (e.g., due to changes in employment).
• Change in place of residence for you or your eligible dependents if the change results in living outside your medical or dental plan’s network.

Coverage will be effective on the date of birth, adoption or placement for adoption. For all other events, coverage will be effective the first of the month following the event. To see whether your situation is eligible for a change in benefits, contact Employee Services within 31 days of the event.

You may have the opportunity to be covered under more than one medical or dental plan at a time (e.g., Medicare, spouse’s plan through another employer). Many health plans—including Lynn University's—are designed to prevent any overpayment of benefits when this happens. This is called coordination of benefits.

Under this provision, the amount normally reimbursed under your health care plan is reduced to reflect payments made by another group plan. This means that in many cases you will receive little or no additional benefit from the second plan.

Your eligibility for benefits while on an approved leave of absence will vary depending on the reason for your leave, your length of leave, and other factors. For additional detail, see Lynn University leave policies and contact Employee Services with any questions.

Medical, dental and vision benefits end on the last day of the month in which your eligibility ends. You have the option to continue your group coverage through COBRA. Information such as pricing and plan options will be sent to you shortly after your coverage ends.

All other benefits end on the day your eligibility ends. Some may be converted to personal policies, typically within 31 days. To see if a benefit can be converted to a personal policy, contact the benefit vendor.

If you have been approved for disability benefits prior to your eligibility end date, your disability benefits will continue per plan provisions.

Your participation in Flexible Spending (FSA) and Dependent Care (DCA) Accounts ends as of your final contribution. If you incurred expenses that have not been submitted for reimbursement when you terminate employment, you may continue to file claims for eligible expenses until 90 days after the date of termination. If you have amounts remaining in your account, you may elect to continue your FSA participation through the remainder of the plan year on an after-tax basis through COBRA.