Termination of Employee Coverage

Employee life insurance coverage shall terminate on the earliest of the following dates:

  1. With respect to Employee Basic for employees in pay status, the end of the calendar month in which you were in pay status or following an approved leave of up to 12 weeks under the Family Medical Leave Act.
  2. With respect to Employee Supplemental, Dependent Basic, Spouse/RDP Supplemental, and Supplemental Accidental Death & Dismemberment (AD&D), and with respect to Employee Basic for members not in pay status, the earlier of (1) the end of the month in which status as an employee is terminated, or (2) the end of the calendar month for which premium is paid to the Company by the Health Care Authority (HCA) for your insurance.
  3. With respect to Employee Basic and Supplemental AD&D, the end of the calendar month in which your claim for total disability is approved by the Company.
  4. The end of the calendar month in which you begin full-time service of the military (land, sea, or air) forces of any country.  However, employees called to active service in the Uniformed Services may extend coverage for Employee Supplemental, Dependent Basic, and Spouse/RDP Supplemental to the end of the 29th calendar month in which you begin full-time service in the Uniformed Services.  There are two options for extending insurance benefits:
    1. You may use agency approved annual or military leave to maintain a minimum of eight hours pay status each month.  Employer sponsored Employee Basic will be continued.  You are responsible for payment of the premium for the continued coverage of Employee Supplemental, Dependent Basic, and Spouse/RDP Supplemental.
    2. You may self-pay your life insurance coverage.  Contact Human Resource Services (HRS) to obtain the appropriate form.
  5. If you self-pay for your coverage and return to active full-time employment status before the end of the 29th calendar month in which you began full-time service in the Uniformed Services, your coverage will be reinstated without proof of insurability the first of the month following your return.  You must submit an updated life insurance form to HRS within 31 days of your return to work.  If you return to active full-time employment status after the end of the 29th calendar month in which you began full-time service in the Uniformed Services, you may be required to provide evidence of insurability in order to obtain coverage under Employee Supplemental, Dependent Basic, and Spouse/RDP Supplemental.  Upon your return to work, any increase to the amount of life insurance you had in place when you were called to active duty will require proof of insurability.
  6. The date of discontinuance of the Group Policy.
  7. With respect to Employee Basic, Employee Supplemental, Dependent Basic, and Spouse/RDP Supplemental only, if you cease active work directly or indirectly because of a strike, lock-out, or other labor dispute, which results in suspension or termination of your compensation, you have the right to continue such life insurance by paying the entire premium for such continued insurance directly to the HCA.  If you elect to pay the entire premium for this continued insurance, termination of such continued insurance shall occur on the earlier of (1) the end of the last calendar month for which you made a premium payment, (2) your return to active work, (3) the end of the sixth calendar month following the date of suspension or termination of compensation by your employer, or (4) the date of discontinuance of the Group Policy.
  8. If you cease active work on account of any authorized leave without pay, while receiving time loss benefits under workers’ compensation or during a lay-off because of a reduction in force, while applying for disability retirement, or while awaiting hearing for a dismissal action, your insurance may be continued under the self-pay privilege to the end of the 29th calendar month following the calendar month in which such leave or reduction in force status begins.
    If you have reverted and are not successful in regaining pay status, or have moved to a non-eligible position (temporary, intermittent, or emergency) or have become an inactive part-time faculty or seasonal employee, without interrupting continuous service with the employer, your insurance may be continued to the end of the 18th calendar month following the calendar month in which employer paid coverage ceases.
    Your insurance (with the exception of Family Medical Leave as explained below) is subject to the continued payment of premiums.
  9. If you cease active work because of an approved Family Medical Leave of up to 12 weeks, your employer will maintain your Employee Basic and Basic AD&D Insurance coverage which you had under this plan before you went on such leave.  You may continue Employee Supplemental, Dependent Basic, Spouse/RDP Supplemental, and Supplemental AD&D for yourself and your dependents by self-paying premiums during this time period.  If you elect not to continue coverage during your approved Family Medical Leave, upon return to work you will be eligible for the amounts of Employee Supplemental, Dependent Basic, Spouse/RDP Supplemental, and Supplemental AD&D you had under this plan immediately prior to your leave.  You will not be required to provide additional evidence of insurability to reinstate your prior amounts of coverage.  Coverage will be reinstated on the date you return from approved Family Medical Leave, provided you resume paying the required contributions at that time.
  10. When both husband and wife are covered employees, or when both qualified domestic partners are covered employees, and one employee’s coverage terminates for reasons outlined in this section, any in-force Employee Supplemental may be transferred, without evidence of insurability, to the remaining insured employee’s Spouse Life Insurance (Dependent Basic and Spouse/RDP Supplemental).  The amount of coverage to be transferred may not exceed the standard maximum limitation for spouse coverage when combined with any existing spouse coverage (basic spouse plus spouse supplemental up to 50% of the insured employee’s total Employee Supplemental coverage).  Likewise, any in-force Spouse/RDP Supplemental coverage may be transferred to the remaining insured employee’s Employee Supplemental coverage up to the maximum allowed under these coverages.  Any transfer of coverage through this special provision must be immediate and without lapse in coverage.  Life coverage in excess of the maximum amount allowed to be transferred may be converted within 31 days of termination.

 

Washington State University