During Annual Enrollment each year, you have the opportunity to review and elect new benefits for the upcoming year. The coverages you choose during that period are in effect for the entire year unless you have a qualifying life event that changes your, your spouse’s, or your dependent’s eligibility for benefits.
Newly hired employees have 30 days from your first day of work to elect your benefits coverage.
The information below is what you need to know to select the coverages that are right for you.
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.
If your dependent was covered by Oncor benefits before age 26 and is permanently disabled, coverage may continue beyond age 26. You just need to submit a disability form as described below. Make sure you obtain approval for continuation of coverage before your dependent turns 26 to avoid a lapse in coverage. (If your only coverage is child life insurance, just submit the MetLife form.) Forms must be completed by you (the Oncor employee) and your child’s physician.
You have three easy options for enrolling in health and welfare benefits:
When you enroll during Annual Enrollment in the fall, your benefits are effective January 1 through December 31 of the upcoming plan year — unless you have a qualifying life event.
As a new employee, your benefits start immediately and continue through the end of the current plan year.
Some coverages stay in place year over year unless you make changes; others require an annual election. Log on to myhrconnection.oncor.com for details.
Whenever you experience a life event, be sure to report it within 30 days (or 60 days for birth, adoption, or Medicaid changes) by:
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.
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 work at Oncor:
If your child or dependent grandchild also works at Oncor, they can be covered either as an employee or as a dependent, but not both.
You may waive health care coverage through Oncor under certain conditions.
To qualify, you confirm that:
Waiving Medicare Part B
You may waive Medicare Part B if you or your dependents are still covered by an Oncor medical option, because the Oncor option is the primary payer of your benefits. You will need to prove you had other medical coverage when you later enroll in Medicare, so you do not incur a late enrollment charge.
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.
Visit myhrconnection.oncor.com to view your coverage costs and options.
If you or your spouse uses tobacco and you are enrolled in an Oncor medical option, a surcharge applies to your medical premiums: $600 per person, per year ($50/month).
How to Waive the Surcharge
Tobacco Cessation Programs
Once approved, the surcharge will be removed within up to three pay periods. No retroactive refunds.
Note: The surcharge for Critical Illness and Life Insurance does not change.
Need an Alternative Option?
If you can’t participate in one of Oncor’s tobacco cessation programs, contact HR advocacy at oncres@oncor.com to request a reasonable alternative standard, such as a provider recommendation.
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 right away to remove the working spouse surcharge. There are no retroactive refunds, so report the change in a timely manner if this applies to you.
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.
Qualified Medical Child Support Order