6.1
SECTION VI
Changes in Status It is important to notify Human Resources of any changes that may affect your benefits as soon as possible. This includes changes to your personal situation or your actual work hours (vs. Scheduled work hours). For most benefit plans, if you incur a ‘Qualifying Status Change’ (e.g., birth of a child, marriage, divorce, dependent becoming ineligible, your employment change, etc.), you must notify Continuation of Benefits Employees and their dependents covered under group benefit plans have certain individual rights to continue their coverage in the event of coverage loss. The rights for health plan coverage are governed by the Consolidated Omnibus Budget Reconciliation Act (COBRA). The rights for other benefits (life and voluntary benefits) are governed by the applicable policy documents. In order for your dependents to continue coverage, Privacy Rights This section applies to employees who participate in COPC’s group health plans. COPC’s group health plans (collectively referred to as the “Plan”) provide certain benefits to eligible COPC employees and their eligible dependents. The Plan uses protected health information (PHI) to provide your health benefits under the Plan. The Plan shares your information to carry out treatment, payment, and health care operations, as well as Overview COPC takes pride in providing a benefits package designed to help protect the health and financial well-being of its employees. We understand each employee’s situation is unique; therefore, we offer multiple plan options as well as voluntary benefits to fit the personal needs of our employees and their families. Eligible employees will receive a Benefits Guide that provides highlights of each benefit. Note that Plan Documents, Summary Plan Descriptions (SPD), and/or applicable policies and regulations will govern if there are any omissions or conflicts
Human Resources/Benefits within 31 days of the event date. These changes can impact eligibility, coverage, premium contributions, etc. Employees who do not make the applicable change to their benefits within 31 days (unless otherwise noted) of the event date, forfeit their rights to enroll in or change coverage and will need to wait until the next Open Enrollment period to change their benefits. you must update your dependents in the Human Resources/Benefits Portal and make a benefit election change to remove your dependents; this must be completed within 31 days of the “qualified event”; otherwise, your dependent(s) may lose their rights to continue coverage. Questions regarding continuation of coverage can be directed to Benefits@COPCP.com or by contacting the Human Resources Department. between this handbook, the Benefits Guide, and the plan documents. The employee’s portion of the costs of the plans elected will be deducted from the employee’s paycheck. These costs are deducted automatically from each pay, except during certain leaves of absence (LOA) during which the employee will be responsible to pay the costs during their LOA. Unless otherwise specified, if an employee fails to pay their share of the premium, coverage will be discontinued.
Benefits, Observed Holidays and Paid Vacation
6.2
6.1 Overview 6.2 Changes in Status 6.3 Continuation of Benefits 6.4 Privacy Rights 6.5 Holidays 6.6 Paid Time Off (PTO) Benefits
6.3
6.4
for other reasons allowed and required by law. The Plan has a duty to keep your health care information private. It is important to note that these rules apply to the Plan, not to COPC as an employer. Different rules may apply to other COPC programs or information unrelated to the Plan.
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Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813
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