Eligibility
Employer groups must have two or more full-time employees enrolled. 

Benefit Selections
Benefits are selected by the group and not the employee.  For Example: Orthodontia benefits are available to all employees of the group and cannot be individually selected.

Contribution/Participation
The Employer must contribute a minimum of 50% of the employee premium.  75% of the eligible employees must participate, 100% must participate if the employer contribution is 100% of the employee premium.  Employees covered by a spouse's group plan do not have to participate.

Employees
All employees of the employer who are performing active work on a full time basis (20 hours a week or over) are eligible for benefits including corporate officers, owners, or partners.

Dependents
All eligible dependents can enroll on the original effective date.  Dependents can also be added for a later effective date if they are newly eligible or as part of an open enrollment process. 
Eligible dependents include legal spouse or domestic partner and children to age 26. 
The employer is responsible to report any changes to a dependents eligibility to Wolfpack Insurance Services, Inc.
Newborn children do not need to enroll until just before the first appointment, usually before age 4. 
Domestic partners are defined as same-sex and opposite-sex couples registered with any government agency authorizing such registrations. Your domestic partner is subject to the same terms and conditions as any other Dependent enrolled in this plan. 

Open Enrollment
Any employee who waived off the plan at initial enrollment may elect coverage on the anniversary date of the groups enrollment.  We can also set the Open Enrollment date to be the same as the renewal date (see below) or the Open Enrollment date of the group health plan.  Please contact us if you wish to make this change.
Any dependent who did not elect coverage when the plan was established may elect coverage on the Open Enrollment date.
If an employee who had coverage through their spouse looses that coverage, they may be added the first of the month after the loss of the other coverage.

Effective date
When a firm joins the Plan, the coverage of its current employees will be effective on the first day of the month following approval of the firms application to participate.   Additions to your plan will be effective the first of the month after the elected probationary period from their date of hire. 

We have two renewal periods: 
     Groups that enroll from January 1st through June 1st renew on January 1st. 
     Groups that enroll from July 1st through December 1st renew on July 1st.

A note about waiting periods for Dental Plans
For groups of less than 10 enrolled members Delta Dental applies a 12 month waiting period for Major Services.  If your group has the optional Orthodontic Benefit a 12 month waiting period also applies to the Orthodontic services.

We can waive these waiting periods with proof of continuous prior group coverage for the past 12 months.  For the Orthodontic benefit waiting period to be waived the proof must also show that Orthodontia was a covered benefit with the prior coverage.  Mandated pediatric coverage, under the medical plan, does not count towards waiving the dental waiting periods.

Proof can consist of a Creditable Coverage form from the prior carrier or an internet screen print-out from the prior carrier showing the dates of coverage and benefits.

The proof must be submitted with the enrollment form and will not be accepted at a later date. 

Retroactive Member Termination
Member terminations must be received by the 14th of the month to be terminated retroactive to the first of the previous month.

Group Termination
Group termination information must be received by the 14th of the month to be terminated retroactive to the first of the current month.

Cal-COBRA & Federal COBRA
Cal-COBRA groups will give us the members address upon termination of coverage and we will generate the Cal-COBRA election form and invoice the member directly for the coverage. 

Please follow this link for a definition of Federal COBRA vs. Cal-COBRA and to notify us which COBRA regulations apply to your group.