Your work and personal life are inseparable. The strength of your personal life supports your work, while success at work powers your personal life. At Evoque, we recognize that your total wellbeing depends on your ability to balance your priorities, responsibilities and all the demands on your time. That’s a full-time effort, but we are here to support you with benefits designed to help you achieve total wellbeing.
Live Well
Please carefully read this site to better understand how Brookfield can support all dimensions of your total wellbeing through the benefits we offer you and your family. The information contained here will help you select benefits for you and your family and serve as a useful reference throughout the year.
We have designed our program to empower and increase your peace of mind, with benefits like insurance for the unexpected, mental health programs and advocacy services to support you and your family to reduce stress.
Physical health is central to your wellbeing. We’re proud to offer affordable, high-quality health and wellness benefits for you and your family.
Our benefits can help shield you from unexpected expenses, save you money as you go and help you build up a nest egg for the future.
Eligibility
TEAM MEMBERS:
Unless otherwise indicated, the benefits program covers regular “full-time” team members. Full-time, as defined for purposes of benefits plan eligibility, is a standard work week of at least 30 hours. Part-time, interns, contract and temporary team members are not eligible for benefits other than those mandated by federal, state or local statute. Union team members have benefits as provided by their union’s collective bargaining agreement.
WHEN COVERAGE BEGINS
If you are a new hire or newly benefits-eligible team member, coverage for you and your eligible, enrolled dependents begins on the first day of your employment, or benefits eligibility date, except where otherwise noted.
DEPENDENTS
If you are an eligible team member, you may enroll the following dependents:
- Your spouse
- Same and opposite sex domestic partners
- Child under the age of 26: Coverage for adult children can be continued until the end of the month of the child’s 26th birthday.
- “Children” include your natural child, a legally adopted child, a step-child, a legal ward and/or a child for whom you are the proposed adoptive parent, and who is dependent upon you during the waiting period prior to the adoption period.
- Children of domestic partners are eligible for benefits under the same conditions as children of a team member’s legal spouse. (See “Domestic Partner Benefits” for additional information and requirements.)
- Your children need not be financially dependent upon you for support or claimed as a dependent on your tax return, a resident of your household, enrolled as a student or unmarried.
- Incapacitated child: Coverage for your child who is incapable of self-sustaining employment by reason of mental illness, developmental disability or physical handicap may be continued after reaching age 26 upon approval by the insurance company. The child must have been incapacitated prior to attaining age 26 and remain in such condition after reaching that age. Proof of your child’s incapacity must be submitted to the insurance company within 30 days of the child attaining age 26. The final decision for children under this provision rests with Aetna.
Dependents who lose eligibility due to reaching age 26 may elect to continue their coverage under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA). COBRA allows the insured and family to maintain coverage for up to 18 months (36 months for certain events, such as divorce or the death of the team member) after losing group coverage. For more information, see “Continuation Coverage Rights Under COBRA” in these notices.
New Hires
NEW HIRE ENROLLMENT
As a new team member, or newly benefits-eligible team member, you must enroll within 30 days of your eligibility date (e.g., date of hire or the effective date of a job change). For your medical, prescription, vision, dental, Flexible Spending and Voluntary Life insurance coverage, if you fail to enroll within that period, you’ll have to wait until the next annual Benefits Open Enrollment Period unless you have a “Qualifying Life Event Change.”
A Qualifying Life Event Change is defined by the Internal Revenue Service as:
- Change in your legal marital status (e.g., marriage, legal separation, divorce, or death of your spouse)
- Birth of a child or date you adopt a child, or placement for adoption
- Death or loss of eligibility of a dependent
- Change in employment status (for team member, spouse, or team member’s dependent) that affects eligibility for health insurance benefits
Any benefit changes resulting from a Qualified Life Event must be requested by the team member within 30 days of the Event via ADP.
Open Enrollment is typically held in the fall of each year for coverage effective January 1 of the following year. For detailed information on how to enroll and all required documentation, see How to Enroll.
New Hires
Take special note of the Wellness Premium Incentive deadlines.
Evoque reserves the right at any time, with or without advance notice, to change, modify or eliminate plans or benefits within the benefits program. Plan participants will be notified in accordance with the terms of the plans and applicable law. In the event of a discrepancy between the benefits outlined in this guide and the plan documents or insurance contracts, the plan documents and insurance contracts will govern. Any questions regarding team member benefits can be directed to hr@evoquedcs.com. Social Security, Workers’ Compensation, statutory disability benefits and unemployment insurance cover team members in the manner prescribed by law. For additional information about these benefits, please contact the HR Associate Services group.