As part of the Affordable Care Act, institutions that employ more than 50 people became required to report on the health coverage offered to its full-time employees. SPU produces and distributes the 1095-C form each year to employees in order to comply with this requirement. For more information on this, please see the Healthcare Tax Reporting Requirements page.

The funds in both the Health Savings Account (HSA) and the Health Reimbursement Account (HRA) can be used to pay for qualified health expenses (i.e. medical bills, prescriptions, dental, vision, etc). For more information on how those accounts are funded, please see the HSA and the HRA pages. Please note that the HSA allows qualified expenses for any tax-dependent while the HRA requires that the dependent actually be enrolled on the SPU medical plan as a dependent in order for their expenses to be reimbursable. 

You can make changes to your benefits if you experience any of the following situations:

1. An Initial Enrollment Period
   1. New Hires: the enrollment period for new hires is 30 days from the date of hire (the first day with official working hours). Coverage will be effective on the first on the month following the date of hire. However, if the date of hire is on the first of a month then coverage will be effective on that date. In the case where the first of the month falls on the weekend and the first day with official working hours is the Monday following the first of the month, coverage will be effective on the first date of that same month.
   2. Newly Eligible Employees: An employee that becomes eligible due to a position change or FTE change will have a date assigned that will function like the date of hire as described above.
   3. Rehires: the first day with official working hours is treated as the date of hire as described above for a rehire. However, if a rehire has a break in coverage of less than 30 days, the prior benefits package will be continued and there is no opportunity to make changes. If the break is equal to or greater than 30 calendar days, then the rehire is treated like a new hire and must actively enroll in all benefits anew.
2. After a "Qualified Life Event," such as:
   1. Loss of Other Coverage: If you or your dependents lose eligibility for other coverage or if the employer stops contributing towards your or your dependents’ other coverage. Ex., spouse loses a job and the corresponding insurance coverage with that job. Enrollment must be requested within 30 days after your coverage ends (or after the employer stops contributing toward the other coverage).
   2. Family Status Change: If you have a new dependent as a result of marriage, birth, adoption, or placement for adoption; you may be able to enroll yourself and your dependents. Enrollment must be requested in most cases within 31 days after the marriage, and 60 days after the birth/adoption or placement for adoption. Likewise, in the case of a divorce, legal separation, annulment, or dependent becoming independent; you must request changes within 31 days of such an event.
   3. Change in Job Status: In addition to the above special enrollments, you may also enroll if you previously waived benefits when initially eligible because your position was part-time (.50 -.79 FTE for staff, .50 -.74 FTE for faculty) but recently experienced an increase in FTE (expected to continue for three months or longer). Changes must be requested within 30 days of such an event.
3. During Open Enrollment: SPU's annual Open Enrollment period is generally held in October/November. All changes made during that time will be effective on January 1st. Once the Open Enrollment period is closed, no changes may be made for the purpose of Open Enrollment.