ADD OR REMOVE DEPENDENTS

To download the form you’ll need to give to your employer to add or remove dependents to your plan.

ADD OR REMOVE DEPENDENTS

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UPDATE YOUR PROFILE

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BENEFIT SUMMARIES

Find all the carriers’ Benefit Summaries.

ACCESS DOCUMENTS

PHBP Benefits for Staff Employees

As a Staff employee, your benefits are not just across medical (and possibly dental and vision), but also in just having coverage with PHBP.

Option 1: Medical and Prescription Drug Coverage

PHBP provides medical and pharmaceutical coverage in a “Cadillac” PPO by Anthem Blue Cross, the nation’s largest network of providers. For detailed information on Anthem’s Medical and Pharmaceutical benefits, click HERE.

Option 2: Medical, Prescription Drug, Dental and Vision Coverage

PHBP provides medical and pharmaceutical coverage in a “Cadillac” PPO by Anthem Blue Cross, the nation’s largest network of providers. Anthem Dental provides Dental coverage, and VSP provides Vision coverage. For detailed information on Anthem Medical, Pharmaceutical and Dental benefits, and VSP Vision benefits, click HERE.

COST TO THE EMPLOYEE

  • Your employer may require you to share up to 25% of the cost of insuring you.
  • Your employer may require you to share up to 100% of the cost of your dependents.


See your employer for details on the cost of your particular benefits.

ADD DEPENDENTS:

You may add dependents at specific times:

  • During your initial enrollment.
  • Within 30 days of a “special enrollment event” such as a wedding, birth, or loss of a spouse’s employer provided benefits.
  • During open enrollment in December for coverage effective Jan. 1

COBRA:

  • If your PHBP coverage is terminated because you are laid off, you may qualify for COBRA continuation coverage
  • You may pay the cost of your insurance premium plus a small administration fee and continue your PHBP coverage for up to 18 months. Generally, the PHBP premiums are likely to be much less than a similar policy would cost on the individual market.
  • Click here to contact the Plan Administrator to get current costs for COBRA continuation coverage.
  • Click here to get more information about COBRA continuation coverage.

CHANGING YOUR EMPLOYMENT FROM FREELANCE TO STAFF

  • Freelance coverage continues through the end of the month in which a Freelancer becomes staff.
  • Staff coverage begins the first of the following month (the day after the last day of Freelance coverage).
  • All unused months of the Freelancer’s current annual coverage period can be “banked” for up to 18 months and can be used immediately to reinstate coverage if the staff employment ends within the 18 month banking period.

CHANGING YOUR EMPLOYMENT FROM STAFF TO FREELANCE

  • The former staff employee gets 2 days credit per month worked for a participating employer, for up to 36 total days credit (18 months of staff coverage).
  • The credited days will apply towards the 100 days needed to qualify for freelance coverage.
  • Standard Freelance eligibility rules apply. See “Eligibility Requirements” above.

Example: If a staff employee worked for 10 months at a participating employer, s/he would get 20 days credited towards the needed 100 days. The former staff employee would therefore need to either earn $35,000 or work (only) 80 days in the first year in order to qualify for freelance coverage.

CHANGING YOUR EMPLOYMENT FROM STAFF TO STAFF

If a covered staff employee leaves the employ of one participating employer to work at a different participating employer, the transfer of coverage is immediate and without interruption.

QUESTIONS ABOUT PLAN POLICIES OR PROCEDURES?

  • Click here for the Summary Plan Description and amendments.
  • Click here to contact the Plan’s Administrator.