Clients with 500 employees or less who have renewal dates between May 1st and August 1st, 2020, will renew existing plans at inforce rates for twelve additional months.  If your clients have already received an increase for a renewal date between May 1st through August 1st, they will receive a revised letter, communicating this information.

To process ACH payments, a client must be registered on EB360^®.  This will enable them to access our billing tool. The billing tool will give the group the option to make payments via ACH. They can make a one-time payment or select an automatic monthly payment equal to their outstanding balance, they can select from 4 different days of the month (1st; 10th, 15th and the 25th). For the first recurring payment, they should allow at least 24 hours before the date they select for the process to be set up in time.

To request access to EB360^® for either you or your clients, contact your Equitable Sales Executive or Account Manager, or call Customer Service at 866-274-9887, Monday through Thursday, 8:00 AM to 6:30 PM ET; Friday, 8:00 AM to 5:30 PM ET.

Commission statements will no longer be mailed. Brokers can view their commission statements anytime on our integrated platform, EB360^®. Commission statements will be emailed to Brokerage Firms, please contact us at [EBAppointments@equitable.com] if you have not received your commission statement.

Across our product portfolio, continuation of coverage from a prior plan is available.  Individuals who are not actively at work due to furlough, lay off and leave of absence will be considered covered if they had previous coverage through a group contract as of the day before the Equitable effective date, premiums continue to be paid, and they are not eligible for benefits under the prior plan. Benefits may be limited to those inforce under the prior plan, and they are not considered eligible if they are out of work due to sickness or injury.  The duration of this continuation of coverage (while not actively at work) may vary by product.

Across our products, voluntary coverage can be cancelled at any time during the year, so long as the coverage is not through a Section 125 plan. We will require that the employee request this termination in writing.  The employee may re-elect coverage at annual enrollment, and Evidence of Insurability may apply.

If an employee receives both Federal Emergency Sick Leave and our Disability coverage concurrently, the Federal Sick Leave will be offset from our Disability benefits if the Federal leave is being taken for their own illness.

Standardly, unemployment benefits received as a result of one’s job with their employer are considered an offset to Short- and Long-Term Disability plans. 

Yes, and we are following the state’s guidance as additional information becomes available.

Claims related to COVID-19 will be reviewed in the same manner as all other claims. Eligibility for benefits is dependent on whether the employee meets all contractual requirements. 

If an employee is unable to work due to sickness or injury and meets all other contractual requirements, the employee may be eligible for benefits. We are monitoring statutory and federal program development and will update for any changes as that information becomes available. 

Here are three scenarios and how coverage would apply:

1. If the insured has tested positive for COVID-19 and is quarantined by a medical professional and unable to work, they may be considered totally or partially disabled during the period of medically required quarantine, pending review of medical information.
2. If the insured has tested positive for COVID-19 and is quarantined by their employer or self-quarantines, he or she is generally NOT considered disabled.
3. If the insured has tested positive for COVID-19 and is unable to perform the duties of their job due to sickness, he or she is generally considered disabled, if the insured meets all other contractual requirements.

Across our Group Life/AD&D, Dental, Vision, Critical Illness and Accident products, coverage for current insureds may be extended for three months beyond the last day worked for non-FMLA leaves of absence, furlough, layoffs and reductions in hours. This practice will continue through leave start dates of July 31, 2020. Across our non-statutory Short- and Long-term Disabilitiy products, provided the leave starts by 5/31/2020, employees can be covered for up to three months or through 7/31/2020, whichever is earlier. If the leave starts in June or July, employees can be covered through 8/31/2020.

For all products, FMLA absences will continue to follow existing FMLA timeframes.

Assumes existing coverage; changes apply for Leaves, Furloughs and Layoffs that occur 3/1/2020 or after with continued premium payments. Premium will be based on the salary/volume at the time the leave starts.

For all Life/AD&D, Dental, Vision, and Disability coverages, employees who had prior coverage and are re-hired and return to active work within 12 months of their termination date are eligible for the same level of coverage and benefits with no new waiting period, and no Evidence of Insurability requirements.  For Disability insurance, if the plan includes a pre-ex provision, a new pre-ex period will apply for any new conditions that first arise while the employee was not covered.  For Critical Illness and Accident coverages, employees who had prior coverage and are re-hired within 6 months of their termination date are eligible for the same level of coverage and benefits with no new waiting period, and no Evidence of Insurability requirements.   Re-hired employees who were satisfying their waiting periods when employment was terminated will receive credit for the time they were actively at work before termination. The above elections for all products should be made within 31 days of return to active work.

We will be flexible and review the claim as appropriate.  Please see the table for more details by product.                                              

If an employee is rehired within the same policy year, benefits will be reinstated. If the rehire falls within a different policy year, the employee would restart the deductible and annual maximums.

The rates will need to be reevaluated.

Yes, Employers can offer coverage continuation across some but not all products.

Yes, employees can call our toll-free line and request a counselor. If virtual visits are the preferred mode, they will be connected with a counselor that fits their availability and preferred method of access. This also applies to CISM services.

When more than a few employees elect more life or disability insurance than the guaranteed issue amount offered, EB360^® can help you keep track of them. Here’s how:

• You’ll see an EOI Status summary view button on your dashboard — letting you know how many EOIs are pending and how many are closed.
• Click “Go to EOI Dashboard” to see details, such as group and employee names, requested amounts, status, date received, and underwriting decision for each group.
• Changes to these charts happen immediately!

Our Life EOI's can be completed and submitted online. Just direct employees to this web page and click the "Evidence of insurability forms" tab.

EB360^® is set up to help your clients handle issues and questions virtually, from their computer or tablet.

From the employer’s personalized dashboard, they can:

• View or download key policy documents and ID cards – Employers won’t need to call you to get what they need for new or newly enrolled employees.
• See their current invoice – So they always know when they need to pay and how much.
• Access claims status.

From the self-service enrollment and administration platform, they can easily:

• Add new hires, individually or in bulk .
• View and update existing employee information and coverage.