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How to enroll

Employees:

As a newly hired employee, if you enroll in the Vision Plan within 30 days of your start date, coverage begins the first day of employment. If you enroll between 31 and 60 days from your date of hire, coverage will be effective the first day of the month following completion of enrollment in EDA or receipt of the forms by Benefits Administration.

If you are eligible for the ExxonMobil Pre-Tax Spending Plan, you will be enrolled to pay your monthly contributions on a pre-tax basis unless you annually decline this feature. Your monthly pre-tax contributions and class of coverage must remain in effect for the entire plan year, unless you experience a change in status. (See the Annual enrollment and Changing your coverage sections.)

You can enroll eligible family members only if you are enrolled in this plan. You can enroll in the Plan using Employee Direct Access (EDA) available on the Employee Connect HR intranet site. Enrollment forms are also available from Benefits Administration for those who do not have access to EDA.

You may be requested to provide documents at some future date to prove that the family members you enrolled were eligible (e.g., marriage certificate, birth certificate). If you fail to provide such requested documents within 90 days of the request, coverage for the family members will be cancelled the first of the following month and you may be subject to discipline up to and including termination of employment for falsifying company records.

Under the Children's Health Insurance Program (CHIP) Reauthorization Act of 2009 you may change your Plan election for yourself and any eligible family members within 60 days of either (1) termination of Medicaid or CHIP coverage due to loss of eligibility, or (2) becoming eligible for a state premium assistance program under Medicaid or CHIP coverage.  In either case, coverage is effective the first of the month following receipt of the forms by Benefits Administration.

Retirees:

Effective January 1, 2019, retirees have three opportunities to enroll in the Vision Plan:

  1. At retirement, or
  2. Upon loss of other employer coverage, or
  3. When first eligible to be enrolled in Medicare as your primary plan.

There is no opportunity to enroll yourself in the Vision Plan at any other time, including during annual enrollment.

If you were enrolled in the Vision Plan as an employee, you and your eligible covered family members will continue to be enrolled in the Plan at retirement. However, as a retiree, you will pay your contributions on an after-tax basis via payroll deduction (if eligible), check, or bank draft.

Eligible family members may be added to your coverage at one of the three enrollment opportunities listed above or if you experience a change in status. Eligible family members cannot be added to your coverage at any other time, including during annual enrollment.

All enrollments must be completed within 60 days of the enrollment event. Coverage is effective the first of the month following receipt of your election by the ExxonMobil Benefits Service Center (EMBSC), except in the case of a birth or adoption of a child when changes will be effective on the date of the birth or adoption.

You can enroll either online or by phone. To enroll online go to www.exxonmobil.com/benefits. To enroll by phone contact the ExxonMobil Benefits Service Center at 800-682-2847. 

You may be requested to provide documents at some future date to prove that the family members you enrolled were eligible (e.g. marriage certificate, birth certificate). If you fail to provide such requested documents within the required time period, coverage for the family members will be cancelled the first of the following month. If you enroll family members who are not eligible for the Plan, for instance, by covering children who do not meet the eligibility requirements, you may lose eligibility for yourself and your family under all ExxonMobil health plans.

You may cancel your coverage at any time; however, you may not re-enroll unless you experience a corresponding change in status or you wait until one of the enrollment opportunities listed above. Coverage will be terminated at the end of the month in which your elected change has been received.

Eligible family members may also be removed from your coverage at any time; however, they may not be reinstated unless you experience a corresponding change in status or you wait until one of the enrollment opportunities listed above.

Note: You are required to remove family members who are no longer eligible for coverage at the time of loss of eligibility. To remove an ineligible family member (a divorced spouse for example) you must notify the Benefits Service Center within 60 days of the loss of eligibility or your ineligible family members will not be entitled to COBRA benefits continuation. If you fail to notify the Benefits Service Center, you may also lose eligibility for yourself and your family under all ExxonMobil health plans. In addition, you will be required to reimburse the Plans for any claims paid after the loss of eligibility for any ineligible person(s).

Annual enrollment

Note: Effective January 1, 2019, retirees cannot enroll in or make changes to their Vision Plan coverage during annual enrollment.

Each year, usually during the fall, ExxonMobil offers an annual enrollment period. During this time, employees can make changes to coverage by adding or removing family members. Family members may be added or removed for any reason during annual enrollment. However, family members must be removed as soon as they are no longer eligible. Changes elected during annual enrollment take effect the first of the following year.

Note: You should not wait until annual enrollment to remove a family member who loses eligibility; they should be removed at the time eligibility is lost. For consequences for covering an ineligible family member, see Loss of Eligibility.

Employees are automatically enrolled in the Pre-Tax Spending Plan to pay monthly contributions on a pre-tax basis unless this feature is declined each time. This choice is only available during the annual enrollment period or with a change in status.

If you do not want to make any changes, you don’t have to do anything during annual enrollment to continue with your current plan selection for the following year. However, if as an employee you want to participate in a Flexible Spending Account (FSA), you must enroll each year, even if you are currently enrolled in an FSA.

If as an employee you pay your monthly contributions on an after-tax basis and would like to continue making contributions on an after-tax basis for the following year, you must elect to do so each year during annual enrollment and after each change in status. Otherwise, your contributions will be switched to a pre-tax basis beginning the first day of the following year.

Changing your coverage

Employees:

To make a change to your coverage after your initial enrollment you must wait until annual enrollment or until you experience one of the following Changes in status.

Note: Changes in coverage associated with a change in status are effective the first day of a month after enrollment is completed, except in the case of a birth or adoption of a child when changes will be effective on the date of the birth or adoption. If the change is made during annual enrollment, changes are effective the first day of the following year.

Retirees:

To make a change to your coverage after your retirement you must wait until you experience a Post-Retirement Change in Status.

Changes in Status during employment

Retirees and survivors please see Post-Retirement Changes in Status.

This section explains which events are considered changes in status during your employment and what changes you may make as a result. If you have a change in status, you are required to complete your change within 60 days. If you do not complete your change within 60 days, changes to your coverage may be limited. If you fail to remove an ineligible family member within 60 days of the event that causes the person to be no longer eligible, (e.g., divorce) you are required to continue to pay the same pre-tax contribution for coverage even though you have removed the ineligible person(s).  Your pre-tax contribution for coverage will remain the same until you have another change in status or the first of the plan year following the next annual enrollment period. The only exception is death of an eligible family member. In addition, you will be required to reimburse the Plans for any claims paid after the loss of eligibility for any ineligible person(s).

Important Note: Your election due to a change in status cannot be changed after the transaction is completed in EDA or the form is received by Benefits Administration. If you make a mistake in EDA, contact Benefits Administration at hr.health.welfare@exxonmobil.com immediately or no later than the first work day following the day on which the mistake was made.

The following is a quick reference guide to the Changes in Status during employment discussed in more detail after the table.

If this event occurs... As an employee you may...
Marriage Enroll yourself and spouse and any new eligible family members.
Divorce – Employee enrolled in the Vision Plan Change your level of coverage. You are required to remove coverage for your former spouse and stepchild(ren) but you may not remove coverage for yourself or other covered eligible family members.
Divorce – Employee loses coverage under Spouse’s vision plan Enroll yourself and other eligible family members who might have lost eligibility for Spouse’s vision plan.
Gain a family member through birth, adoption or placement for adoption or guardianship. Enroll yourself and any eligible family members.
Death of a spouse or other eligible family member. Change your level of coverage. You may not cancel coverage for yourself or other covered eligible family members.
Other loss of family member’s eligibility (e.g., sole managing conservatorship). Change your level of coverage. You may not cancel coverage for yourself or other eligible family members.
You lose eligibility because of a change in your employment status, e.g., regular to non-regular, lockout / strike. Your Vision Plan participation will automatically be termed at the end of the month.
You gain eligibility because of a change in your employment status, e.g. non-regular to regular. Enroll yourself or any eligible family members in the Vision Plan.
Termination of Employment by spouse or other family member or other change in their employment status (e.g., change from full-time to part-time) triggering loss of eligibility under spouse's or family member's plan in which you or they were enrolled. Enroll yourself and other family members who may have lost eligibility under the spouse's or family member's plan in the Vision Plan.
Your former spouse is ordered to provide coverage to your children through a QMSCO. End the family member's coverage, change level of coverage and terminate their participation in the Vision Plan.
Commencement of Employment by spouse or other family member or other change in their employment status (e.g., change from part-time to full-time) triggering eligibility under another employer’s plan. End other family member's coverage and terminate their participation in the Vision Plan if the employee represents that they have or will obtain coverage under the other employer plan. You may also cancel coverage for yourself, if health care coverage is obtained through your spouse’s employer plan.
Judgment, decree or other court order requiring you to cover a family member. (Begin a QMCSO) Change your level of coverage.
Termination or end of QMCSO You may remove affected family member.
Termination of employment and rehire within 30 days or retroactive reinstatement ordered by court. Vision coverage is reinstated.
Termination of employment and rehire after 30 days. Enroll in the Vision Plan as a new hire.
You are covered under your spouse’s vision plan and plan changes coverage to a lesser coverage level with a higher deductible mid-year. Enroll yourself and eligible family members in the Vision Plan.
You begin a leave of absence. Contact Benefits Administration
You return from a leave of absence of more than 30 days (paid or unpaid). Contact Benefits Administration 

Changes will only be allowed if the change is made in EDA within 60 days of the event or the medical/dental/vision enrollment form is received within 60 days of the event by the Benefits Administration Office. Unless otherwise noted, the effective date will be the first of the month after the transaction is completed in EDA or the forms are received.

Marriage

If you are enrolled in the Vision Plan, you can enroll your new spouse and his or her eligible family members (including your stepchildren) for coverage. If you are not already enrolled for coverage, you can sign up for vision coverage for yourself, your new spouse, and your stepchildren. If you gain coverage under your spouse's vision plan, you can cancel your coverage. You must make these changes within 60 days, following the date of your marriage or wait until annual enrollment or another change in status.

Divorce

In the case of divorce:

  • Your former spouse and any stepchildren are only eligible for coverage through the end of the month in which the divorce is final.
  • You are required to remove coverage for your former spouse and stepchild(ren) within 60 days of your divorce.
  • You must notify and provide any requested documents to Benefits Administration as soon as your divorce is final.
  • If you do not to notify and provide requested forms to Benefits Administration within 60 days will result in your former spouse and stepchild(ren) not being entitled to elect COBRA.
  • If you fail to remove your spouse and any stepchild(ren) within 60 days of the event you will continue to have pay the same pre-tax contribution for coverage even though you have removed your former spouse and stepchild(ren).
  • Your pre-tax contribution for coverage will remain the same until you have experienced another change in status or the first of the plan year following the next annual enrollment period.
  • You will be required to reimburse the Plans for any claims paid after the loss of eligibility for any ineligible person.

There may also be consequences for falsifying company records. Please see the Continuation coverage section of this SPD.

You may not make a change to your coverage if you and your spouse become legally separated because there is no impact on eligibility.

If you lose coverage under your spouse's health plan on account of divorce, you can sign up for vision coverage for yourself and your eligible family members. You must enroll within 60 days following the date you lose coverage under your spouse’s plan or wait until annual enrollment or another change in status.

Birth, adoption or placement for adoption

If you gain a family member through birth, adoption or placement for adoption, you may add the newly eligible family member to your current coverage. You may also enroll yourself, your spouse, and all eligible children. Coverage is effective on the date of birth, adoption or placement for adoption provided you complete the enrollment process within 60 days. You must add the new family member within 60 days even if you already have family coverage.

See the Changing your coverage section for additional circumstances in which changes can be made.

If you enroll your new family member between 31 and 60 days from the birth or adoption and your coverage level changes, you will pay the cost difference on a post-tax basis until the end of the month in which enrollment is completed in EDA or the forms are received by Benefits Administration. Beginning the first day of the following month your deduction will be on a pre-tax basis.

Death of a spouse

If you lose coverage under your spouse’s vision plan, you can sign up for vision coverage for yourself and your eligible family members. You must make these changes within 60 days following the date you lose coverage or wait until Annual Enrollment or another change in status. If you and your family members are enrolled in the Vision Plan, any stepchildren will cease to be eligible upon your spouse's death unless you are their court appointed guardian or sole managing conservator. 

Sole legal guardianship or sole managing conservatorship

If you (or your spouse, separately or together) become the sole court appointed legal guardian or sole managing conservator of a child and the child meets all other requirements of the definition of an eligible family member, you have 60 days from the date the judgment is signed to enroll the child for coverage. You must provide a copy of the court document signed by a judge appointing you (or your spouse separately or together) guardian or sole managing conservator. 

When a child is no longer eligible 

If an enrolled family member is no longer an eligible family member, coverage continues through the end of the month in which they cease to be eligible. In some cases, continuation coverage under COBRA may be available. You must notify and provide the appropriate forms to Benefits Administration as soon as a family member is no longer eligible. If you fail to notify and provide the appropriate forms to Benefits Administration within 60 days, the family member will not be entitled to elect COBRA. While we have an administrative process to remove dependent children reaching the maximum eligibility age, you remain responsible for ensuring that the child is removed from coverage. If you fail to ensure that a family member is removed in a timely manner, there may be consequences for falsifying company records.  

Leave of absence

If you are on an approved leave of absence, you can continue coverage by making required contributions directly to the Plan by check or, if applicable, pre-pay your benefits. If you choose not to continue your coverage while on leave, your coverage ends on the last day of the month in which your cancelation form is received by Benefits Administration and you will be required to pay for the entire month’s contributions.  If you fail to make required contributions while on leave, your coverage will end.

If the company should make any payment on your behalf to continue your coverage while you are on leave and you decide not to return to work, you will be required to reimburse the company for required contributions.

If you were on a leave that meets the requirements of the Family and Medical Leave Act of 1993 (FMLA) or the Uniformed Services Employment and Reemployment Rights Act (USERRA), and your coverage ended, re-enrollment is subject to FMLA or USERRA requirements.

For more information, contact Benefits Administration. 

Post-Retirement Changes in Status

Employees please see Changes in Status during employment.

If this event occurs... As a retiree you may...
Marriage Add your spouse and any new eligible family members. 
Divorce – Retiree and spouse enrolled in ExxonMobil health plans. You are required to remove coverage for your former spouse and any stepchild(ren).
Divorce – Retiree loses coverage under spouse’s health plans. Enroll yourself and add other eligible family members who might have lost eligibility for spouse’s plan.
Gain a family member through birth, adoption or placement for adoption or guardianship. Add new eligible family members.
Death of a spouse. You must remove coverage for any stepchild(ren) unless you are their court appointed guardian or sole managing conservator.
You or a family member loses eligibility under another employer's group health plan. Enroll yourself and add eligible family members.
You become entitled to enroll in Medicare as your primary medical plan whether or not you enroll in Medicare. Enroll yourself and add eligible family members.
Your disabled child becomes entitled to enroll in Medicare as their primary medical plan whether or not they enroll in Medicare. You must remove coverage for your child.
Judgment, decree or other court order requiring you to cover a family member. (Begin a QMCSO) Add new eligible family members.


Other changes that may affect your coverage

Change in coverage costs or significant curtailment

If the cost for coverage charged to you significantly increases or decreases during a plan year, you may be able to make a corresponding prospective change in your election, including cancellation of your election. This provision also applies to a significant increase in the vision deductible or copayment.

If the cost for coverage under your spouse’s vision plan significantly increases or there is a significant curtailment of coverage that permits revocation of coverage during a plan year and you cancel that coverage, you will be able to sign up for vision coverage for yourself and your eligible family members.

If you are an extended part-time employee

If you terminate employment as an extended part-time employee, you are not eligible to continue to participate in the Plan. You may be eligible to elect continuation coverage for yourself and your eligible family members under COBRA provisions. (See Continuation coverage for details.)

If you die

If you die while enrolled, your covered eligible family members can continue coverage. Their eligibility continues under the Plan with the payment of required contributions for a specified amount of time:

  • If you have 15 or more years of benefit service at the time of your death, eligibility continues until your spouse remarries or dies.
  • If you have less than 15 years of benefit service, eligibility continues for twice your length of Benefit Service or until the spouse remarries or dies, whichever occurs first.

Children of deceased employees or retirees may continue participation as long as they are an eligible family member and are not eligible to be enrolled in Medicare as their primary medical plan. If your surviving spouse remarries, eligibility for your stepchildren also ends. Special rules may apply to family members of individuals who become retirees due to disability. (See If you become a suspended retiree section below.)

Eligible family members of deceased extended part-time employees are not eligible to continue to participate in the Plan. These family members may be eligible to elect continuation coverage under COBRA provisions. (See Continuation coverage for details.)

If you become a suspended retiree

If you are a retiree and you would otherwise lose coverage because you have become a suspended retiree under the ExxonMobil Disability Plan, you may continue coverage for yourself and all your family members who were eligible for plan participation before you became a suspended retiree for either 12 or 18 months..

Coverage continues for 12 months from the date coverage would otherwise end if you received transition benefits under the ExxonMobil Disability Plan. However, if you did not receive transition benefits under the ExxonMobil Disability Plan, coverage continues for 18 months from the date coverage would otherwise end. The cost of this continued coverage is 102% of the participant contributions.

You can search this SPD section by section or click here to create a single searchable document.