A dependent is any one of the following persons:
- A covered employee’s spouse, same gender domestic partner, and married or unmarried child(ren) from birth to 26, or to 23, for dental and vision insurance,
- A covered employee’s spouse, same gender domestic partner, and married or unmarried child(ren) from birth to 26 years of age, for health insurance,
- A covered employee's child who is either: biological, step-child, adopted or foster child, up to the ages indicated above,
- Children connected to a same gender domestic partnership will be eligible for health benefits if they fulfill the same eligibility requirement of children of married couples.
• Coverage ends on the last day of the month of the child’s 23rd birthday for dental and or vision.
• Coverage ends on the last day of the month of the child's 26th birthday, for health insurance.
• Dependent child(ren) coverage for life and AD&D insurance continues until age 26.
When coverage ends at age 23 under dental/vision, or age 26 under the health insurance, children will be offered COBRA continuation of their health care. The entire monthly cost must be paid by the continuing person, and the insurance may be kept up to 36 months. Review information about COBRA continuation or visit the Department of Labor website .
If a covered dependent child is incapable of self-sustaining employment by reason of mental or physical disability, is primarily dependent upon the covered employee for support and maintenance, is unmarried and covered under the plan when reaching the limiting age, the child may remain on the health plan as long as the employee remains an active member of the health plan. At reasonable intervals during the two years following the dependent’s reaching the age limit, the Plan Administrator may require subsequent proof of the child’s disability and dependency. After such two-year period, the Plan Administrator may require subsequent proof not more than once each year. The Plan Administrator reserves the right to have such dependent examined by a physician of the Plan Administrator’s choice, at the Plan’s expense, to determine the existence of such incapacity.
If both husband and wife or same gender domestic partners are employees, their child(ren) will be covered as dependents under one employee, not both.
At any time, the Plan may require proof that a spouse/partner or a child qualifies or continue to qualify as a dependent as defined by the Plan.
The college holds the right to change the definition of “Dependent” at any time.