Scenario: Change in Employment Status FT- PT

• An employee is in their stability period and measured as full-time at their agency.
• The employee then chooses to take a part-time position within the agency, only working 18 hours a week.

The Agency must continue to offer Tier 1 insurance for the employee because they are still in the stability period from working full-time.

• The employee must remain at Tier 1 insurance for the duration of the stability period (and possibly the next stability period).
• Note: This employee is no longer eligible for retirement, leave or holiday pay.

 
Scenario:  Hiring a Previous State Employee

• An employee who is in their stability period and measured as full-time for Agency 'A' quits.
• They are then hired 2 weeks later at Agency 'B' working 15 hours a week.

Agency 'B' must now offer Tier 1 insurance for the employee because they are still in the stability period from working at Agency 'A'.

The employee must remain at Tier 1 insurance for the duration of the stability period (and possibly the next stability period).

Note:  This employee is no longer eligible for retirement, leave, or holiday pay.

Scenario: Returning Retirees

• An employee who in their stability period and measures as full-time at their agency decides to retire.
• They are then hired back within 14 weeks, on a part-time basis for a project.

• Agency must continue to offer Tier 1 insurance for the employee because they are still in the stability period from when they measured as full-time.
• The employee must remain at Tier 1 insurance for the duration of the stability period.

Note: This employee is not eligible for retirement, leave or holiday pay.
 
Scenario: Dual Employment

• An employee is in their stability period and measured as part-time for Agency 210 (15 hours a week).
• Employee also measured as part-time with Agency 185 (15 hours a week)

• Average hours for the employee is 30 hours per week.
• BOTH agencies must offer Tier 1 insurance
• BOTH agencies will have the sweep deduction taken for insurance

***This scenario also applies to Board Members
 
Scenario:  Employees with extended leave without pay

• An employee in their stability period measures as full-time at their agency has to take an extended FMLA leave of absence.
•  The employee is out for 6 months.

• The employee is no longer covered under FMLA.
• When the employee returns to work they will begin an initial look-back period, and will be considered a new employee.

The employee should still be offered Tier 1 insurance if they are expected to work full-time hours.

Scenario: Change in Employment Status PT-FT

• An employee is in their stability period and measures as part-time at their agency.
•  The employee chooses to take a full-time position within the agency.
• The Agency must immediately offer Tier 1 insurance

 
Scenario: 8-Month Temp Employees

• An employee is considered an "8-Month Temp" employee. They will be measured the same as every other type of employee in the state.
• If the employee measures as full-time during the measurement period, the agency MUST offer Tier 1 insurance.
•  Even if the employee does not measure as full-time under ACA definitions, the Office of Group Insurance rules could possibly require insurance to be offered.

Note:​ ACA's policy states 13 weeks. However, due to biweekly payroll processing, a 14-week break is required in order to be considered a new employee. 

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