Insurance

Employee Eligibility

All full-time employees of the University who are regularly scheduled to work at least 1,511 hours per calendar year (or 75% time) are eligible to participate.

Dependent Eligibility

You may enroll the following members of your family in the Plan (“Eligible Dependents”):

Spouse: the individual to whom you are legally married under the law. You may be required to provide proof that an individual is your spouse from time to time.

Children:

  • “Child” or “children” includes the following: your biological children, your stepchildren, your legally adopted children, your foster children, any children placed with you for adoption, any children for whom you are responsible under court order, and children for whom you are appointed legal guardianship, and any children for whom you are responsible to provide medical coverage under a Qualified Medical Child Support Order.
  • Unless your eligibility ends earlier, your children will generally be covered under the Medical Plan, Dental Plan, Vision Plan, and Medical FSA until the end of the year in which they attain age 26.
    • Please note that for Voluntary Life Insurance, children are defined as unmarried, 14 days old until the end of the year the child attains age 26.
  • Through the end of the year in which they turn 26, your child is eligible regardless of whether they are married or unmarried, regardless of their student or employment status, regardless of whether your home is their principal place of abode, and regardless of whether you support them financially; and
  • Each of your children who (i) is age 26 or more, (ii) was physically or mentally disabled prior to attaining age 26, (iii) is unmarried, (iv) was covered under the Plan immediately prior to attaining age 26, (v) is incapable of self-sustaining employment by reason of a mental or physical disability, (vi) is primarily supported by you, and (vii) is allowed to be claimed by you as an exemption for federal income tax purposes.

Evidence of Eligibility

Evidence of eligibility is the proof of relationship documentation to establish a dependent’s eligibility for insurance coverage. Dependents include spouses and children. If you are adding a dependent to a medical, vision, or dental insurance plan because you are a new employee or have experienced a qualifying life event, documentation proving eligibility will be required.

Acceptable Documents for Dependent Verification

Enrollment in the insurance plans will not be processed without required documentation. Please note that international documents without an official English translation will not be accepted.

The following is acceptable documentation for dependent verification.

Relationship

Eligibility Requirement

Documentation to Submit

Legal Spouse

Legal spouse of the Employee

The following document:

  • Employee's 2022 or 2023 filed federal income tax return Form 1040 – the first page only (social security numbers and financial information should be blacked out).

Children UNDER age 26
  • Biological child(ren);
  • Stepchild(ren);
  • Legally adopted child(ren) or child(ren) placed in your home for final adoption;
  • Foster child(ren);
  • Child(ren) under legal guardianship;
  • Child(ren) covered under a Qualified Medical Child Support Order.

ONE of the following documents:

  • Birth certificate listing parents or adoption paperwork; issued by a State or County; or
  • Employee's 2022 or 2023 filed federal income tax return Form 1040 – the first page only listing the dependent children (social security numbers and financial information should be blacked out); or
  • Qualified Medical Child Support Order (QMCSO) which requires child support for benefit coverage; or
  • Court paperwork for legal guardianship.

Disabled Children OVER age 26

An unmarried child who became disabled before reaching age 26 and is incapable of self-sustaining employment by reason of mental or physical handicap.

BOTH of the following documents:

  • The required documentation for a child UNDER age 26 listed above; AND
  • Any documentation verifying a permanent disability that began before the child attained age 26.

Deadline for Dependent Verification

Documents must be provided no later than 30 days after hiring or after the qualifying life event occurs.

Spousal Surcharge

The University charges a $100 per month surcharge ($50 biweekly, 24 pays) to employees that elect to cover spouses who are eligible for group medical coverage through their own employer, or to spouses that are retired and have access to a health plan through their previous employer or retirement plan.

The surcharge does not affect spouses who are not working or who are not offered group health insurance by their employers.

The spousal surcharge will be waived if:

  • You do not enroll your spouse in the University of Richmond medical plan
  • Your spouse is not employed and not eligible for an employer retiree health plan
  • Your spouse is employed, but is not eligible for medical coverage through their employer
  • Your spouse is eligible for and/or enrolled in Medicare/Medicaid and not offered a supplement through a retiree health plan.
  • You and your spouse both work full-time at the University of Richmond

You will annually be required to attest that the above information is true and correct. Falsification of any information may lead to disciplinary action, up to and including employment termination. UR reserves the right to request supporting documentation and any proof as it, in its sole discretion, deems necessary in order to verify the representations. If your spouse’s group medical insurance status changes, it is your responsibility to notify Human Resources within 30 days of such change. The spouse surcharge may be terminated at the first of the month following timely notification to Human Resources. Spouse surcharge refunds for late notification are not permitted.

We encourage individuals with access to other employer-sponsored group insurance to review all medical plan options and helps the University keep our program more affordable. You should compare coverage and total costs both ways to see what makes the most sense for your family from a cost and benefit perspective.