MyEnroll360’s New Hire Waiting Period controls are setup at three (3) levels to provide superior granularity in defining and managing new hire waiting period rules.
At the top level (level 1), MyEnroll360 can define specific, new hire waiting period rules for each client location/division. Alternatively, the new hire waiting period rules can be applied as a standard across some or all locations/divisions.
At the second level (level 2), each location/division can define its new hire waiting periods by employee benefits classes. This is useful since MyEnroll360 benefits classes provide clients and their locations/divisions with the capability to group employees into “homogenous groups” where the homogeneity is based on the uniqueness of rules combined for: (a) new hire waiting period, (b) termination date and COBRA processing, (c) offer of benefit plans (e.g., grandfathered, core, and optional default-level benefits), etc.
At the third level (level 3), within each benefit class (level 2), each division/location may define specific new hire waiting periods for each benefit plan. Thus, new hire waiting periods within a single benefit class can differ, for example, between medical plans, dental plans, vision plans, and flexible spending account plans.
MyEnroll360’s new hire waiting period controls even allow clients to define if and how new hires who are transferred from one benefit class to another can receive credits for days in the original benefit class and apply those days credits to the new hire waiting periods in the new/target benefit class.
Importantly with respect to automation and precise application of new hire waiting periods, once an employee is assigned a benefits class, MyEnroll360 will automatically and instantly apply the grandfathered, core, and optional default benefit level effective dates, based on the schema of class and individual benefit plan new hire waiting period rules.
MyEnroll360 offers remarkably flexible, granular, and logical constructs for setting new hire benefit plan waiting periods.
