Division of Labor Relations & Employment Services » Benefits Information

Benefits Information

Please access the information below to find out more about the benefits of working at East Orange School District. Benefits become active 30 days after start date (after a full month of deductions have been received).

 

The District offers the following benefits:

  • Medical
  • Prescription
  • Vision Enhancement (voluntary)
  • Dental (Buy-up options available for certain bargaining units)
 

Supplemental Benefits:

  • Aflac
  • Colonial Life
  • The Hartford
  • Prudential
 
OPEN ENROLLMENT INFORMATION JANUARY 2025
 
All changes made during your open enrollment period will take effect February 1, 2025
 

Benefit Changes - Qualifying Life Events*

Under certain circumstances, employees may be allowed to make changes to benefit elections during the plan year, if the event affects the employee, spouse or dependent(s) coverage eligibility. Premiums for medical, dental, vision insurance and/or certain supplemental policies and contributions to Flexible Spending Accounts (FSA) are deducted through a Cafeteria Plan established under Section 125 of the Internal Revenue Code (IRC) and are pre-tax to the extent permitted. Under Section 125, changes to an employee’s pre-tax benefits can be made ONLY during the Open Enrollment period, unless the employee or qualified dependents experience a life event and the request to make a change is made within 30 days of the life event. An “eligible” life event is determined by the Internal Revenue Service (IRS) Code, Section 125. And any requested changes must be consistent with and on account of that life event.

 

 Examples of eligible Qualifying Life Events*:

  • Employee gets married or divorced
  • Birth of a child
  • Employee gains legal custody or adopts a child
  • Employee’s spouse and/or other dependent(s) die(s)
  • An increase or decrease in employee's work hours causes eligibility or ineligibility
  • A covered dependent no longer meets eligibility criteria for coverage
  • A child gains or loses coverage with an ex-spouse
  • Change of coverage under a spouse’s or dependent child’s employer’s group plan
  • Gain or loss of Medicare coverage
 

Required Documentation (due within 30 days of the event):

  1. Must provide copies of marriage certificate within 60 days of the date of marriage
  2. Dependent’s SSN and a copy of the birth certificate required
  3. Affidavit of Dependency and/or legal court documents required

Benefit Changes - Job Transfers/Change in Work Status (part-time to full-time)

Some job changes or bargaining unit changes result in gain, loss or change in insurance eligibility. It is the employee’s responsibility to contact the Benefits Department if they experience a job transfer or change in work status to discuss how this may impact benefit eligibility. Be sure to check your employee payroll stub following a job change to ensure payroll deductions continue without interruption. The employee is responsible for any missed deductions.

Cobra

What is COBRA coverage?

COBRA coverage is a continuation of Plan coverage required under Federal law.

COBRA coverage allows same coverage, in the same Plan, where employees/retirees and other eligible participants/dependents are losing eligibility of coverage.  Each qualified beneficiary who elects COBRA will have the same rights under the Plan as other participants or beneficiaries covered under the component or components of the Plan elected by the qualified beneficiary, including open enrollment and special enrollment rights.

COBRA (and the description of COBRA coverage contained in this notice) applies only to the group health benefits offered under the Plan (the Medical, Dental, Vision, EAP and Health FSA components, as applicable) and not to any other benefits offered under the Plan or by Plan Sponsor.

 

Termination/Separation

If an employee separates employment from EOSD, insurance will continue for 30 days from the effective date of the separation. COBRA continuation of coverage may be available as applicable by law. Cobra-eligible employees will receive a Cobra information packet from the District's third-party administrator.