All regular full-time active associates are eligible to elect benefits during their 90 day probationary period.
Covered Dependents and Dependent Verification
Eligible dependents that may be covered under benefits are legal spouses and children up to age 26 (subject to approval of documentation provided by the associate).  

Note:  During the year, when a dependent turns age 26, benefits coverage ends on their 26th birthday.
Below is the documentation required to cover each type of dependent:

Relationship                       Documentation
Legal Spouse                     Marriage Certificate is required
Common-law                      Only available in states that recognize (see HR for details)
Natural Child                      Birth Certificate listing the associate as the parent
Adopted Child                    Documentation of Legal Adoption placement letter/order
Step-Child                          Birth Certificate and Marriage Certificate listing child’s parent and the              
Foster Child                       Birth Certificate and Legal Placement letter/order
Other Child                        Copy of custody order signed by judge and birth certificate
Note: Other children that the associate and/or spouse have legal custody or guardianship will require an active Legal Custody or Guardianship Order signed by a judge.
Note:  You are required to enter a valid Social Security Number in ShawAndMe for any dependent that you wish to have benefits coverage.

Dependents will not be added to coverage(s) if documentation is not provided and/or a valid Social Security number is not entered in ShawAndMe by the associate prior to their probationary period end date.

Tobacco Use
 In order to receive the Non-Tobacco rates, the associate and all covered dependents must be tobacco free for more than 12 months prior to the coverage effective date. Requests for non-tobacco rates may only be submitted during the Open Enrollment period following 12 months of non-tobacco use by the associate or any covered dependent. 
Spousal Rule
If the associate’s spouse is employed (other than with Shaw) and is eligible for medical coverage with their employer, they must be enrolled in their employer’s plan in order to be eligible for coverage with the Shaw Plan.  The Shaw Plan will act as a Secondary payer for medical claims on the spouse and their employer plan will be the Primary payer. If the spouse is not enrolled in their employer plan, they should contact their employer to do so prior to the Shaw Plan effective date of coverage to prevent claims issues.  
 Note:  No Prescription Drug benefits are provided to dependents with Secondary Only coverage.

Medicare Participants
The Shaw Plan will be considered the Primary payer for associates and/or their covered dependents who are enrolled in Medicare A or B.  Medicare will act as the Secondary payer until the associate terminates or Retires. At that time, Medicare will become the Primary payer.
Important:  Shaw Plan participants (associates or dependents) who elect Medicare D prescription coverage will be considered ineligible for coverage with the Shaw Plan.
Mid-Year Benefits Changes
Associates may make mid-year changes to their benefits if they have a “Qualifying Event for a Family Status Change”.  All Family Status Change (FSC) requests must be received in Corporate Benefits within 31 days of that event. Events include: 
  • Loss of or beginning of spouse’s employment   
  • Associate’s Marriage or Divorce
  • the death of a spouse or dependent
  • the birth or adoption of a dependent child 
  • Medicare or Medicaid (CHIP) entitlement for associate, spouse or dependent  (60 days to submit on these events) 
  • Change that causes a dependent to become ineligible for coverage or lose eligibility under the Shaw Plan
  • Qualified medical child support order
  • When a spouse participates in a cafeteria plan which maintains a different Open Enrollment period (effective date) than the associate's plan.
Changes are effective the date that all completed forms and required documentation are received in Corporate Benefits.

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