What happens when you….

have a college age dependent on your dental plan?

Steps you need to take:

  • Notify the Benefits Office at X2231 that your dependent will be attending college full-time.
  • If there is a change in student status, contact the Benefits Coordinator in Human Resources at X2231. This must be done within 30 days of that status change.
  • Once COBRA notification is received, please be sure that your dependent responds promptly to Crosby Benefit Systems if they wish to elect continuation of coverage and have their coverage reinstated.
  • If your child is a full-time student between the ages of 19 and 23, they must complete section 19 on the dental insurance form.
  • If you have questions, you may call Delta Dental at 1-800-872-0500.

 

Eligibility and Benefit Description (Link to Administrative Handbook, Dean of College, and Union Contract)

 

In general, membership of a dependent child ends as of the child’s 19th birthday.  However, continued coverage as a dependent is available to a dependent over the age of 19, but under the age of 23, who is enrolled as a full-time student at an accredited educational institution.

 

Benefit Description: Full-time student dependents will continue to be covered until the age of 23.  As of the age of 23 the student dependent is no longer eligible for coverage, regardless of student status.  COBRA notification will be sent to the dependent.    

 

Other Things to Consider:

 

If you are currently enrolled in HPHC through the College, please refer to the college age dependent information pertaining to health insurance for your student dependent.

 

COBRA, The Consolidated Omnibus Budget Reconciliation Act, is a federal law that requires most employers sponsoring group health plans to offer temporary extension of health coverage at 102% of full group rates under certain circumstances in which the coverage would otherwise end. This is called continuation coverage.

Note:  This summary is designed to acquaint you with some of the features of the Wellesley College benefit plans and every attempt has been made to summarize these plans and policies accurately.  However, this summary is not designed to serve as your sole reference for the details of these benefits.  There is additional information for administrative staff available in the Administrative Handbook, for faculty in the Faculty Handbook on the Dean of the College website and for union employees in their collective bargaining agreement , as well as in the Human Resources Office.  This summary does not constitute a contract for any benefit; Wellesley College reserves the right to modify or terminate any of its benefit plans.