Does the accommodation for extending the premium grace period for group life, group long term disability and voluntary plans apply to our TDI policies too?
No. This accommodation does not apply to Temporary Disability Insurance (TDI) and TDI-like insurance products. The accommodation for extending the premium grace period only applies to your group premium. Please note that your group premium must be paid through January 31, 2020 to qualify for the extended grace period.
Are all back premiums due by the extended grace period for group life, group long term disability, and voluntary plans?
Yes, this accommodation does not waive your premiums due. All premiums to bring your account policy in good standing must be paid by the end of this grace period extension of June 1, 2020.
What options do we have to send payment electronically if we are unable to mail a check due to our office closure?
Pacific Guardian Life offers ACH electronic payments for premium remittance for your group, voluntary benefits and temporary disability insurance products. If you would like to setup ACH electronic payments, please contact us at:
Group Department at 808-942-1306 or email us at [email protected]
For PGL’s group policies: Can an employer choose to continue paying for group life, long term disability, or voluntary plans for employees no longer meeting the “Actively At Work” definition due to a temporary layoff or reduction in hours?
Yes, policyholders can elect to continue paying for coverage for employees who are on the existing plan, who would have otherwise lost their eligibility due to furlough, temporary lay-off, or temporary reduction in hours or pay as follows:
- For a furlough, temporary layoff, or reduction in hours or salaries beginning in:
- March, April, or May 2020 – policyholder may elect to continue coverage for those employees through June 30, 2020.
- June 2020 – policyholder may elect to continue coverage for those employees through July 31, 2020.
- Premiums must continue to be paid at pre-reduction levels (both employer-paid and employee paid-premiums, including voluntary coverages).
- Additional considerations may apply. Please contact Group Department at 808-942-1306 or email [email protected] for further details.
For Group Life, Long Term Disability, and Voluntary insurance policies: Are employees eligible to reinstate coverage when rehired after being furloughed, laid off or had a reduction in hours as a result of COVID-19?
For employees whose insurance coverage has ended due to furlough, layoff, or a reduction in hours through July 31, 2020 due to the COVID-19 pandemic, we will reinstate coverage for such employees who meet all of the following criteria:
- The employee returns to active employment with the employer in an eligible class within 12 months of the termination of coverage under the group policy; and
- The employee has not converted or ported the coverage, or the converted or ported coverage has been canceled; and
- If a coverage election is required under a policy, the employee requests reinstatement and premium payments resume within 31 days of returning to active employment.
If all of the above criteria are met, coverage may be reinstated as follows:
- The employee will receive credit for time previously insured toward any waiting periods or limitations in the policy;
- Reinstated coverage will not be subject to a new eligibility waiting period or evidence of insurability requirement;
- The reinstated coverage will be the lesser of the coverage amount in force on the date the coverage ended, or the amount of coverage based on the employee's new earnings/eligible class;
- Reinstated coverage includes dependent coverage, if applicable.
In addition, reinstated Long Term Disability coverage will be subject to the pre-existing condition limitation in the policy for new conditions first arising during the period of time the employee was not covered.
For Group Life, Long Term Disability, and Voluntary insurance policies: What happens if an employee decides to voluntarily drop their coverage due to inability to pay premium?
If the policyholder permits employees to drop or decrease coverage mid-year for COVID-19 related hardship, it will be considered a voluntary termination of coverage. For employees who later want to rejoin the plan, the contractual provisions around the enrollment window and Evidence of Insurability will apply.