Eligibility Criteria

• Working Spouse Eligibility

  NEW

  A spouse or spousal equivalent who has access to health care through their current employer is still eligible to participate under the Bucknell University health plan, but the employee will pay a monthly surcharge for this coverage.     

  Learn more at Working Spouse Eligibility

   

• Eligible Dependents

  Active employees who are participating in University-sponsored benefit plans have the ability to extend coverage to eligible dependents.

  Dependent coverage cannot be elected unless the employee is covered under the plan being selected. Dependents are eligible for coverage on the day the employee’s coverage begins, or at the time they become eligible dependents due to an IRS Qualifying Life Event.

  Individuals who are considered to be eligible dependents of University-sponsored benefits plans are a spouse (unless legally divorced), spousal equivalent, dependent children, and children under a Qualified Medical Child Support Order (QMCSO).

  The University requires proof of relationship verification for all dependents who are listed on a University-sponsored insurance plan and/or tuition program. Please see the Proof of Relationship Verification Process section for details on this process.

   

• Spouse/Spousal Equivalent Eligibility

  University-sponsored benefits are extended to spouses and spousal equivalents (see spousal equivalency section for requirements and tax implications) of full-time, benefits-eligible employees. Part-time, benefits eligible employees may elect to cover their spouse or spousal equivalent by paying the full premium for the plan selected. Beginning in 2021, the University will charge a spousal surcharge for covered spouses and spousal equivalents who have access to health care through their current employer. We do not currently exclude spouses and spousal equivalents who are eligible for health care coverage through their employer, although we are exploring this option.

  Covering a spousal equivalent under University sponsored benefits has tax implications as regulated by the IRS. Please refer to the worksheet in the spousal equivalency section for assistance with calculating the value of the plan that will be taxed.

  Note: Spouse voluntary life is only available to age 70.

   

• Spousal Equivalency

  A spousal equivalent is a spouse-like relationship that has existed for more than six months, between two adults of the same or opposite sex.

  To become eligible for spousal equivalent benefits, there are certain forms you must complete.  In addition, there are some tasks you should review. The following checklist has been created to assist you in.

  • Submit the spousal equivalent certification form and supporting documents.
  • Review the effect your partnership has on your benefit options.
  • Compare benefit plans and contributions with those offered through your partner's employer, if applicable.
  • Review the tax worksheet to determine how adding your partner to your health benefit may affect your tax liability.
  • Be sure to update your personal information in Workday if you move or change your phone number.
  • Update your emergency contact information in Workday, if necessary.
  • Review your beneficiary designations for any survivor benefits.

  Under most circumstances, medical, dental, and tuition benefits are considered taxable income to the employee, in accord with IRS regulations governing employer benefit plans.

  The spousal equivalency certification should be returned to HR, along with the supporting documentation. For the purposes of a life event status change, the University treats the signing of the spousal equivalency certification as a status change event for benefits, similar to legal marriage.

  Spousal Equivalency Certification

  Spousal Equivalency Benefits

  Spousal Equivalency Tax Worksheet

  Termination of Spousal Equivalency

   

   

• Child(ren) Eligibility

  Dependent children are defined as:

  • A natural child 
  • A step-child
  • A child legally adopted
  • A child you have a Qualified Medical Child Support Order (QMSCO) for
  • A child for whom you have legal guardianship over
  • Or physically or intellectually disabled children who are incapable of self-sustaining employment, regardless of age, provided they are covered prior to the maximum age otherwise applicable

  Dependent children can be enrolled only under one parent’s plan if both parents are employed by the University and are eligible for benefits.

  An adult dependent child of an employee is eligible for coverage under the medical, dental, vision, hospital indemnity, and accidental injury insurance plans, through the end of the month in which they turn age 26. Eligibility is regardless of whether he/she qualifies as the employee’s tax dependent, is a full-time student or is married.

  Note: If the adult dependent child of the employee is married, only the adult dependent child of the employee will be eligible for coverage.

  When a covered child becomes ineligible, that child will receive information regarding the continuation of benefits under COBRA. 

  Faculty and staff may purchase Optional Life Insurance and/or Optional AD&D Insurance for unmarried child(ren) who meet the following requirements:.

  • A child over six months of age but less than 19 years old;
  • A child who is 19 or more years old but less than 24 years old, enrolled in a school as a full-time student and primarily supported by the employee;
  • A child who is 19 or more years old, primarily supported by the employee and incapable of self-sustaining employment by reason of a mental or physical disability.

  For the Optional Life and Optional AD&D plans, the term "child" means a child born to or legally adopted by the employee, including a child during any waiting period prior to the finalization of the child's adoption. It also means a stepchild, including a spousal equivalent’s child, living with and financially dependent upon the Employee.

  Please refer to the Tuition section for the specific eligibility requirements under the Bucknell Children's Tuition Program.

   

   

• Disabled Dependent Eligibility

  Parents of dependents reaching the maximum eligible age under a plan should return the completed Disabled Dependent Certification Form, to have their child’s eligibility as a disabled dependent reviewed by the plan. This form can be returned directly to the Geisinger representative listed on the Medical page.

   

• Newborn Eligibility

  The newborn child of a covered employee will be covered immediately from birth for the first 31 days if the parent giving birth to the child was covered under the Plan on the child's date of birth. In order for the newborn to have coverage beyond the first 31 days, the employee must add the child to their existing coverage within 31 days after the child's birth (even if the employee is currently enrolled in Family or Employee/Child coverage).

   

• Adding or Removing Dependents Mid-Year

  Employee and/or dependent coverage can be changed only if the employee experiences a qualifying life event change or during the annual open enrollment period. Changes must be made in BenefitsU within 31 days of the date of the life event change or must wait until the next open enrollment period. The effective date of a life event coverage change will be the date that the life event occurred (for example, if a child is born on September 15, the effective date of coverage will be September 15).

  Please see the Life Event section for further details.

   

• Duty to Notify of Ineligibility

  The employee is responsible for making the appropriate benefit updates, for any change in their dependent’s eligibility under the plan (for example, marriage or divorce). An enrollee ceases to be a covered dependent of all employee benefit plans on the date the enrollee no longer meets the definition of a dependent, regardless of when notice is given to the University. In instances where the employee is required by the court to continue coverage for a person not eligible under the plan, they are responsible for paying the full COBRA premium or finding the non-eligible person other coverage, outside of the University plan. (for example, a court order to continue coverage for a newly divorced spouse does not make that person an eligible dependent under the plan).

   

• Dually Employed at Bucknell

  If you and your spouse are both employed at Bucknell and are currently covered under one spouse’s medical plan, your coverage election must be made by the higher-paid spouse. It is important to note that while you may remain covered under one medical plan of the higher-paid spouse, you do have the option to move to separate plans if you wish.