Employee eligibility dates in Take Command are influenced by hire dates, waiting periods, and HRA start dates. This article explains how these factors interact and provides guidance on managing eligibility effectively.

Eligibility dates determine when employees can begin receiving HRA reimbursements. These dates are calculated based on the hire date and any employer-defined waiting period. The HRA start date specifies when reimbursements can begin, which may differ from the hire date.

Additionally, eligibility is applied retroactively to the entire month that includes the eligibility date. For instance, if an employee becomes eligible on the 15th of a month, they are considered eligible for benefits for the entire month.

Waiting periods are the time employees must wait after their hire date before becoming eligible for HRA benefits. Common waiting period options include 0, 30, 60, or 90 days. Here’s how waiting periods affect eligibility:

It is important to note that the waiting period determines when employees can start receiving reimbursements, not how long they have to sign up for the plan.

If an employee’s hire date is corrected, their eligibility date will adjust accordingly. For example, with no waiting period, eligibility begins on the first day of the month tied to the corrected hire date. Employees can shop for coverage 30 days before the eligibility date and have a 60-day enrollment window after the eligibility date.

This 60-day enrollment window is also referred to as a Special Enrollment Period (SEP), providing employees with flexibility to enroll in a health plan.

To align eligibility with a specific date, adjust the HRA start date rather than the hire date. For example, if you want reimbursements to begin on 12/1/2025, leave the hire date unchanged and set the HRA start date to 12/1/2025.

For employees transitioning from part-time to full-time, the waiting period begins on the full-time start date, not the original part-time hire date. Eligibility typically starts on the first day of the month following the end of the waiting period.

SC class eligibility start dates cannot be set retroactively. If an employee’s eligibility start date has passed, they must adhere to the standard start date for their class.

Outside of Open Enrollment, individual market plans often use mid-month enrollment cutoffs. For example, enrolling before the 15th of a month results in coverage starting on the 1st of the following month.

Furthermore, if an employee becomes eligible mid-month, eligibility applies to the entire month, ensuring no gaps in coverage.

This question determines whether an employee qualifies for HRA benefits under your company’s rules. For immediate eligibility (no waiting period), mark “Yes.” For classes with waiting periods, mark “No” until the waiting period is met.

Eligibility begins on the first day of the month following the waiting period. For example, with a 90-day waiting period starting on 5/1, eligibility begins on 8/1. By understanding these rules and scenarios, you can effectively manage employee eligibility dates in Take Command.

Eligibility applies to the entire month, ensuring no gaps in coverage.

Employees have a 60-day Special Enrollment Period (SEP) to enroll in a health plan.