Regular full-time and part-time (30 hours+/week) employees and their eligible dependents may participate in the Group Insurance Program.
Enrollment/Changes in Basic Group Plan
The Basic Group Plan includes Health Insurance and Basic Term Life and Basic Accidental Death & Dismemberment Insurance. If an employee or dependent is enrolled in health coverage, they automatically have basic life insurance coverage underwritten by Minnesota Life Insurance Company. These plans can be separated.
There are specific guidelines regarding the time frame in which you and your eligible dependents must enroll. Enrollment is not automatic. Coverage will begin the first day of the month following completion of one full calendar month of employment, if all necessary forms are received by the Office of Human Resources. Changes in health insurance plans can only be made during the Annual Enrollment Period, with an effective date of January 1st, or if you experience a Qualifying Event.
Enrollment/Changes in Optional Group Plan
The Optional Group Plan includes Dental Insurance, Voluntary Term Life, Voluntary Accidental Death & Dismemberment, Vision Insurance, Long Term Disability, and Short Term Disability. These plans may be selected individually.
During annual enrollment, participants can:
- Enroll in or cancel health insurance for yourself or your eligible dependents
- Change health plans
- Choose or change health insurance vendor and network
- Enroll in, transfer, or cancel dental insurance
- Enroll in, transfer, or cancel vision insurance
- Enroll in, change coverage, or cancel voluntary life insurances (voluntary term life and/or voluntary accidental death & dismemberment)
- Enroll in short term disability insurance
You may enroll in LTD as a new hire and during Annual/Open Enrollment only. You may cancel LTD at any time during the year.
Proof of good health will be required for Voluntary Term Life if you decline coverage when first offered. Eligibility will be determined by the insurance carrier.
Declining Health Insurance
Insurance during a Leave of Absence
Employees on Leave of Absence With Pay
If an employee is placed on an approved leave of absence from the University and will continue to receive a paycheck, the employee is not required to take any action to continue current insurance coverage.
Employees on Leave of Absence Without Pay
If an employee is placed on leave of absence without pay, the employee must contact Jecobi Swafford, Benefits Specialist, immediately. During the leave, the employee may continue all insurance coverage or they may choose to cancel all insurance coverage.
Continuing Insurance during Leave without Pay
The employee may continue all insurance coverage PROVIDED the employee pays their premium which is normally deducted from their paycheck, PLUS the employer portion of the monthly premium. The University will NOT send a billing for the premiums and it is the employee's responsibility to provide the premium payment by the 1st of each calendar month.
Canceling Insurance during Leave without Pay
If an employee is placed on leave without pay they may choose to cancel ALL insurance coverage while on leave. To do so, the employee must contact Jecobi Swafford and complete all applicable forms to request cancellation of insurance plans during the leave without pay. If forms are not completed, and the employee does not make arrangements to provide the monthly premium payments, coverage will be terminated for non-payment. If coverage is terminated due to non-payment of premiums, the employee may not be eligible to re-enroll in the University's insurance plans upon returning to work. Upon returning to work, it is the employee's responsibility to contact Jecobi Swafford and complete all applicable forms to re-enroll in the eligible insurance programs. The employee has 31 days from the date they return to exercise this option.
Premium Payments during Leave without Pay
All monthly payments for insurance coverage must be payable to the "University of Tennessee." The employee's Social Security Number or Personnel Number must be identified at the time of payment. The premiums must be remitted to the Office of Human Resources by the 1st of each calendar month, beginning with the first month of non-paid leave.