Newly hired employees have 30 days from the first day of work to elect benefits coverage.
The coverages you choose during your enrollment window are in effect for the calendar year unless you have a qualifying life event that changes your, your spouse’s, or your dependent’s eligibility for benefits.
You can enroll in health and welfare coverage if you’re:
You can cover:
Coverage for children ends the last day of the month they turn 26, unless they are approved as disabled dependents.
Coverage can continue beyond age 26 for your permanently disabled dependent if they were enrolled in Oncor benefits before turning 26.
Critical Timing: Submit at least 30 days before your dependent turns age 26 to avoid coverage gaps. Approval must be obtained before their 26th birthday.
You have three easy options for enrolling in health and welfare benefits.
You have 30 days from your first day of work to enroll. If you’re a first-time enrollee, you’ll find step-by-step instructions, plan details, and premium costs at myhrconnection.oncor.com.
Your benefits start as soon as you enroll and continue through December 31 of the current plan year.
What Happens After Your First Year: You’ll participate in Annual Enrollment each fall to make changes for the following year.
Enroll each fall during the Annual Enrollment period. Your benefit elections are effective January 1 through December 31 of the upcoming plan year.
Tip: Even if your coverage rolls over, Annual Enrollment is your chance to make changes, review rates, and adjust your benefits to fit your current needs.
Whenever you experience a life event, be sure to report it within 30 days (or 60 days for birth, adoption, placement, or Medicaid changes).
Your change must be consistent with the type of life event (e.g., adding a child after a birth). If you don’t make changes within the permitted period, your next opportunity will be during Annual Enrollment.
Examples of a qualifying life event:
If your employment status changes, you have 30 days from the date of the event to update your benefits. If you don’t make changes within 30 days, your next opportunity will be during Annual Enrollment.
Examples of Status Change
Note: If you move from full-time to eligible part-time, you may keep some of your existing benefits.
Call the Oncor Benefits Center at 1.833.253.4927 to:
Important: Dependent coverage remains in pending status until you submit the required documentation. You’re responsible for notifying the Oncor Benefits Center when you have a dependent who no longer meets eligibility criteria.
Required Documentation Deadlines
If both you and your spouse/dependents work at Oncor:
If your child or dependent grandchild also works at Oncor, your child or dependent grandchild can be covered either as an employee or as a dependent, but not both.
You may waive medical coverage should you choose to do so.
Requirements to Waive Coverage
If you’re still working and covered by an Oncor medical plan, you may delay enrolling in Medicare Part B. Oncor’s plan will be your primary coverage.
Important: Request a Certificate of Creditable Coverage (Form CMS-L564) from HR before you retire. You’ll need this to prove you had other coverage when enrolling in Medicare later, avoiding late enrollment penalties.
Some benefits are fully paid by Oncor, while others — like medical, dental, and vision — are shared between you and the company. The amount you contribute is called your premium, and it’s automatically deducted from your paycheck. You’ll find options, details, and premium costs at myhrconnection.oncor.com.
If your spouse has access to medical coverage through another employer (not Oncor), while enrolled in an Oncor medical option, a $100/month surcharge applies.
If that coverage ends, contact the Oncor Benefits Center immediately to remove the working spouse surcharge. There are no retroactive refunds, so report the change in a timely manner if this applies to you.
If you or your spouse uses tobacco and you’re enrolled in an Oncor medical option, a $600 per person, per year ($50/month) surcharge applies to your medical premiums. Tobacco products include: cigarettes, cigars, e-cigarettes, vaping, pipes, chewing tobacco, snuff, dip, and hookah.
How to Waive the Surcharge
Complete one of Oncor’s Tobacco Cessation Programs (no cost to you):
OR
Submit a Tobacco Cessation/Physician Affidavit confirming you’ve been tobacco-free for six months. Download the form and submit online to Navigate at oncorlivewell.com. You can also call 1.888.596.6750.
Processing Time: Once approved, the surcharge will be removed within three pay periods. No retroactive refunds.
Can’t participate in a cessation program? Contact HR Advocacy at oncres1@oncor.com to request a reasonable alternative standard.
Note: The tobacco surcharge for Critical Illness and Life Insurance premiums will not change.
Refer to the Summary Plan Description for the Oncor Electric Delivery Company LLC Employee Welfare Benefit Plan and other documents in the Resource Library. You may obtain a copy of the required legal notices at no cost by opening a case through myhrconnection.oncor.com. Go to HR Help and submit a case to the benefits team.
Options and programs described in this website, as well as other communication materials, are intended only to be summaries of certain provisions of Oncor’s employee benefit plan(s) (the “Plan”). Benefits communication materials from the Oncor Benefits Department update and modify certain provisions of the Plan and, as such, constitutes a summary of material modifications under the law. The programs are governed by formal plan documents, and, in the event of a discrepancy, the formal plan documents will prevail. Oncor reserves the right to amend and/or terminate any or all of its benefit programs, in whole or in part, from time to time. The employee benefits offered through the Plan are optional. Any recommendations of any of the third-party administrators or insurers, or in-network/out-of- network designations are made solely by the applicable third-party administrators and/or insurance carriers, not by Oncor or the Plan.