Benefits FAQs
Human Resources Frequently Asked Questions
The employee must enroll within 31 days of the hire date. Coverage will begin on the first of the following month after enrollment.
Employees who fail to enroll during the 31-day period may enroll during the next Open Enrollment for coverage effective the following January.
Congratulations! Submit a completed enrollment form within 31 days of union. MCHCP reserves the right to request a copy of the marriage license.
If an enrollment request is received before the union, coverage becomes effective on the union date. Otherwise, coverage becomes effective the first of the month following the enrollment request. Premium is due the month coverage goes into effect and will not be prorated.
If both spouses are employees covered by MCHCP, each spouse must enroll separately.
Congratulations on the new arrival! Submit completed enrollment form within 31 days of birth date. Coverage becomes effective on a newborn’s birth date. MCHCP reserves the right to request proof of eligibility.
If more than one medical plan is offered by your employer, medical plans may be changed when adding dependents due to this life event. If changing medical plans, any amounts paid toward the deductible and out-of-pocket maximum will transfer to the new plan.
Advise MCHCP of newborn child's Social Security number verbally, in writing, or through myMCHCP as soon as it is received. Failure to provide proof of dependent's Social Security number in a timely manner may result in loss of coverage.
Active subscribers who fail to enroll during the 31-day period may enroll during the next Open Enrollment for coverage effective the following January.
You can set up a payroll deduction at the time of enrollment to put pre-tax deductions into your health savings account (HSA). You can use that money to pay for your share of care costs, like your deductible or coinsurance. Must be enrolled in the HSA healthcare plan.
Only PPO plan members can enroll in options 1 and 2.
- Health care FSA for qualified medical, dental, vision or other health care costs, including insurance deductibles, co-payments, and co-insurance.
- Dependent care FSA for child, elder or other dependent care.
- Limited purpose FSA for qualified dental and vision care costs only when combined with a Health Savings Account (HSA)
Yes, you will need to elect to participate in an FSA each plan year during open enrollment.
Yes, it is Strive Employee Life and Family (SELF). You can get up to ten counseling sessions per problem, per year, per person. There is no limit on the number of different problems. Additional counseling sessions may be covered by an MCHCP medical plan.
MCHCP open enrollment is October 1-31 each year.
Log into your myMCHCP account to update your address.
Yes. COBRA continuation coverage provides you the option of continuing your medical, dental and/or vision plans for up to eighteen (18) months. You would be responsible for paying the full premium amount.
Staff members – Visit the MOSERS (Missouri State Employees Retirement System) website
Faculty members – Visit the TIAA/CURP (The College and Universities Retirement Plan) website
Still have questions? Email Human Resources at hrs@lincolnu.edu.