NHL Alumni Association Wellness & Optional Insurance Upgrades

Employees must be enrolled within 30-days of becoming eligible on the plan, in order to be guaranteed coverage.

Beyond the 30-day window, they are considered a late applicant and they (and their dependents) will be required to be medically underwritten in order to determine if they are still able to join the plan. To avoid this complication, employees should be enrolled as soon as possible.

The waiting period can be waived entirely so that benefits begin on an employee’s first day of work. However, a waiting period cannot be partially waived. Once the employee has started work and is within the waiting period, they must complete the remainder of the waiting period before their benefits become active.

If you waive the waiting period, the employee must enroll within 30 days of their start date. Please see the answer to the above question “When should I enroll a new employee?” for additional information.

When an employee provides notice: benefits can be terminated on the final day of their notice period.

When you initiate termination: benefits must be offered through the government-mandated notice period. Any extension beyond the mandated period should be approved by the insurance provider ahead of time, as carriers are not obligated to extend coverage.

Note: Certain benefits, such as LTD, will not be eligible for extension. It is crucial to know which benefits are approved for extension, and for how long, before any promises are made to the leaving employee.

Benefits can be extended beyond the statutory timeframe. However, as this is not a guarantee, it must be requested and approved by the insurance provider, prior to making promises to the employee in question.

Please see the answer to the above question “How long after an employee leaves can we terminate benefits?” for additional information.

Benefits plans are mandatory contracts, meaning everyone must participate in the plan.

Waiving Health and/or Dental coverage is possible only where the plan member already has this coverage through their spouse’s plan. In this scenario, the employee should still enroll in the plan for family coverage, but indicate that they are waiving the health and/or dental benefits for themselves and their dependents.

This will provide the employee with all the pooled benefits offered by the plan, such as Life and/or Long-Term Disability coverage, which they are not covered for through their spouse. It will also provide the employee the opportunity to activate the health and dental benefits in the future, should their spouse lose their coverage; as long as they apply within 30-days of the date that coverage is lost.

Update your benefits provider or Plan Administrator as soon as possible, no later than 30 days of the below changes:

1) A Baby is born
2) New marriage/Common Law status
3) New Divorce
4) Changed address
5) New Banking Information

It is important to also amend your beneficiaries, if needed, for life events 1, 2 and 3.

If you did not complete your enrollment within 30 days of either:
– Your first day of work, or
– Your first day after your benefits waiting period ended

Then you will need to request an Evidence of Insurability (EOI) form from your Plan Administrator. Be sure to complete it in full, sign it, and mail it directly to the insurance provider.

Since the 30-day grace period has lapsed, you are no longer guaranteed coverage, and the insurer will need to medically underwrite your application. It is very important to apply as soon as possible, to give you the best chance of getting approved.