Employee Benefits

All employees will be able to make benefit elections within the first 45 days of employment. Employees hired into a benefited staff position have a 60 day waiting period before most benefits become effective. New Faculty is the only class of employees without a waiting period and is eligible upon the date of hire.

Employees who do not enroll in insurance when they become eligible must wait until the next open enrollment to add new coverage.

No. The waiting period is for all new employees with this employment classification.

When an employee terminates his/her employment with Liberty, Human Resources will cancel all of the individual’s insurance and benefits and notify vendors of termination. Any formal notices of cancellation will be sent directly to the individual from the vendor.

Health insurance will be canceled effective the last day of the month in which the employee terminates. A COBRA notice will be sent by Health Equity Wage Works to the employee to provide the option of continuing health insurance at the full cost.

Employees may make changes to their existing health insurance coverage when a qualifying event occurs:

• Dependent losing other coverage
• Marriage
• Turning age 26 and losing coverage
• The birth of a child

Employees not currently enrolled in Liberty’s group health insurance may elect to enroll if the employee themselves loses other coverage. Without a qualifying event, you must wait until annual enrollment which takes place each May and is effective on July 1.

Benefited employees are eligible to take vacation and sick/personal time after 60 days of being hired into a benefited position. Holiday time off does not have waiting periods.

If an employee will be out of work for medical reasons for a period of time greater than 7 days, the employee, or HR absence partner can submit a leave request in Workday. The employee must contact Human Resources so that a determination can be made about Family and Medical Leave (FML). If the employee has disability insurance with The Hartford, the claim needs to be reported to The Hartford.

When the employee returns to work, the employee, the supervisor or HR absence partner can submit a return from leave request in Workday along with a doctor’s note releasing them to work. If maternity leave is going to extend beyond the time that the doctor has released the employee to work, the department and HR needs to be notified to determine whether this falls under FML protected leave.