Eligibility Criteria

• Spouses

  University-sponsored benefits are extended to spouses of full-time, benefits-eligible employees. Part-time, benefits-eligible employees may cover a spouse by paying the full premium for the selected plan.

  Your spouse remains eligible for the Bucknell University health plan even if they can get health care through their own employer. However, you will incur a surcharge for this coverage.

  For details, visit the Spousal Surcharge page.

   

• Spousal Equivalents

  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.

  University-sponsored benefits are extended to spousal equivalents of full-time, benefits-eligible employees. Part-time, benefits-eligible employees may cover a spousal equivalent by paying the full premium for the selected plan.

  Your spousal equivalent remains eligible for the Bucknell University health plan even if they can get health care through their own employer. However, you will incur a surcharge for this coverage.

  For details, visit the Spousal Surcharge page.

  Spousal Equivalency Certification

  To become eligible for spousal equivalent benefits, you must complete the required certification and review important planning recommendations.

  Submit the Spousal Equivalency Certification form along with all necessary supporting documentation to Talent, Culture & Human Resources. For the purpose of a Qualifying Life Event (QLE) status change, the University treats the signing of the Spousal Equivalency Certification as a status change event for benefits, similar to a legal marriage.

  Planning Recommendations

  When enrolling a spousal equivalent in Bucknell University's benefits plans, we recommend you review the following:

  • Review the effect your partnership has on your current benefit options.
  • Compare benefit plans and contribution costs with those offered through your partner's employer (if applicable).
  • Research how adding your partner may affect your tax liability. Under most circumstances, medical, dental, and tuition benefits for a spousal equivalent are considered taxable income to the employee, as regulated by the IRS.
  • Review and update your beneficiary designations for any survivor benefits (i.e. life insurance).
  • Update your personal information (address, phone number) and emergency contact information in Workday, if necessary.

  Related Forms

  Spousal Equivalency Certification

  Termination of Spousal Equivalency

   

   

• Dependent Children

  A dependent child is generally defined as any of the following:

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

  Coverage for Newborn Children 

  A newborn child is automatically covered for the first 31 days from the date of birth, provided the parent giving birth was covered under the plan on the child's date of birth. To ensure the newborn's coverage continues beyond the initial 31 days, you must officially add the child to your existing coverage. This enrollment action must be completed within 31 days after the child's birth. You must complete this enrollment action even if you are currently enrolled in Employee + Child or Family coverage, as the child is not automatically added to the roster after the initial 31-day period.

  Eligibility for Health Plans (Medical, Dental, Vision, etc.)

  • Age Limit: A dependent child is eligible for coverage under the medical, dental, vision, accidental injury and hospital care plans through the end of the month in which they turn age 26.
  • Conditions: Eligibility up to age 26 is regardless of whether the child is:
    • The employee's tax dependent.
    • A full-time student.
    • Married (Note: If the dependent child is married, their spouse is not eligible for coverage).
  • Dual-Employee Rule: If both parents are employed by the University and are eligible for benefits, the dependent child can only be enrolled under one parent's plan.
  • Loss of Eligibility: When a covered child becomes ineligible (i.e. ages out), they will receive information regarding the continuation of benefits under COBRA.

  Eligibility for Optional Life and Optional AD&D Insurance

  Faculty and staff may purchase Optional Life Insurance and/or Optional AD&D Insurance for unmarried children who meet one of the following criteria:

  • Age six months to 18 years;
  • Age 19 to 23, enrolled as a full-time student, and primarily supported by the employee;
  • A child who is age 19 or older, 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 (this includes a child during any waiting period prior to the finalization of the child's adoption).
  • A stepchild, including a spousal equivalent's child, who is living with and financially dependent upon the employee.