Use these checklists to update your benefits when you experience a major life event. Please be aware that the benefit changes you wish to make must be on account of and consistent with your life event. You have a 30-day window to make changes. Contact our office at 501.686.5650 if you have any questions.
Child turns 26
Children will automatically be dropped at the end of the month in which they turn 26. For example, if their birthday is March 3 and they turn 26 on that date, they will remain covered under your plan through March 30. They will be offered continuation of coverage through COBRA.
When two members of a household both work at a UA campus
Generally a person can only be covered once under a UA insurance plan. If you and your spouse and/or a child both work at a UA campus (and both are eligible for benefits), keep in mind:
No employee or dependent can be covered more than once. For example you can have your own medical coverage or be listed as a dependent on your spouse’s plan, but not both.
You can select a different medical plan option than your spouse and you may add your children to either coverage, but not to both.
Each parent can be enrolled in a different medical plan, and each of them can enroll a different child under their coverage–but both cannot enroll the same child.
Death of a family member
Contact Human Resources at 501-686-5650 if a death occurs in your family. We will ask you for a death certificate and will then take care of processing the claim for you. We will also advise on continuation of coverage for surviving family members.
Involuntary loss of other coverage
If you, your spouse or child (under age 26) loses their health coverage, you may have 30 days to enroll them in or change your UAMS coverage. The change must be consistent with the event. Qualifying events include:
Spouse loses eligibility for coverage through their employer due to termination, leave of absence, or reduction in hours;
Spouse’s employer stops contributing to the insurance premium;
You are covered under another employer’s COBRA plan and the continuation period (usually 18 months) is exhausted; or
Loss of public-assistance coverage such as Medicaid or ARKids1st.
If the courts require you, the employee and the parent, to provide coverage for your dependent children, you have 30 days to change your UAMS coverage. The appropriate legal document must be provided. The same 30-day window applies when adding a child due to legal guardianship or legal custody.
Relocation to the USA
If your family has made a permanent move to the United States of America from another country in the last 30 days, you may add them to your medical and dental coverage. The appropriate travel or immigration documents must be provided to show date of entry into this country.
Change in UAMS employment
You may have a 30-day window to make new benefit elections if:
You transfer from a temporary job to a regular job;
You transfer from benefits-ineligible status (such as a student worker or graduate assistant) to benefits-eligible status;
You increase your percent of time worked from less than 50% (benefits-ineligible) to 50% or higher (now eligible for benefits); or
You are already eligible for benefits as a 50-74% part-time employee but increase to 75-100% work status. This change could result in different premium costs for medical and dental insurance.
These are NOT qualifying events
Change of benefits or premium costs under spouse’s plan, causing UAMS’ plan to now be the “better” coverage;
Separation from spouse that is not legal;
You now have health problems but waived coverage when you were first hired or otherwise became eligible;
You leave UAMS but are rehired within 31 calendar days. This is considered a “reinstatement.” Your termination date will be deleted and your benefits will be restored with no break in coverage. Back premiums for the gap will be deducted from your next paycheck.
Benefit plan information on these web pages is in a summary format and is not intended to replace actual plan documents. UAMS reserves the right to amend or terminate all or any part of any benefit plan.