If you establish a domestic partnership for employee-benefit purposes, you are eligible to add your domestic partner and any newly eligible children (e.g. your partner’s children) to your current benefit plans. You may also be able to enroll in certain benefit plans that offer an open enrollment due to the establishment of a domestic partnership.

You must submit an application to add your domestic partner and any newly eligible children to your benefit plans and/or enroll in a benefit plan for the first time within 30 days of establishing a domestic partnership. All information below assumes you have established a domestic partnership. See UWSA’s Domestic Partnership page for more information about how to establish a domestic partnership for benefit purposes. You must include your domestic partnership affidavit with any applications submitted.

Reminder: It’s important to notify your institution’s benefits office of any changes in your name, address, emergency contacts, and domestic partner status.

Click on the benefit program below to see your options. Visit the Forms Page for all plan applications, forms and brochures.

 

You may take the following actions within 30 days of establishing your domestic partnership – Coverage is effective on the date your domestic partnership is established, as determined by the Department of Employee Trust Funds (ETF).

  • Add your domestic partner and any eligible children to your existing coverage
  • Enroll (can cover all eligible family members)
    • If enrolling in a High Deductible Health Plan, see HDHP/HSA.

You may also take the following actions within 30 days of establishing your domestic partnership for benefits purposes. The following changes are effective on the first of the month on or following the receipt of your application.

  • Change health plans
    • If you change health plans, your annual out-of-pocket limit will restart at $0.00. Prescription drug annual out-of-pocket limit will transfer to the new plan.
    • Note: If you are changing to/from a high deductible health plan (HDHP), ALL limits will restart.
  • Cancel coverage if you become eligible and enroll under your domestic partner’s health plan
  • If both employees are State of Wisconsin employees:
    • You may carry two Single plans; or
    • You may carry one Single plan and one Family plan (to avoid the tax implications listed below); or
    • You may carry one Family plan

 

Tax Implications

If your domestic partner or your partner's children are not considered your tax dependents for health insurance purposes under federal law, the fair market value of health insurance provided to them will be taxable earnings for you. This amount is considered "imputed income." Unless your domestic partner qualifies as a dependent under the Internal Revenue Code (IRC) §152, you will be taxed on the fair market value of the cost of coverage provided to your domestic partner.

See the Domestic Partner page (Tax Consequences tab) for more information.

You may take the following actions within 30 days of establishing your domestic partnership. Coverage is effective on the date the domestic partnership is established.

  • Add your domestic partner and any eligible children to your existing coverage
  • Enroll (can cover all eligible family members)

If both employees are State of Wisconsin employees:

    • You may carry two Single plans; or
    • You may carry one plan covering yourself and your dependent(s)
    • Note: AD&D benefit under this plan is greater for the subscriber

You should review your beneficiary designation for the EPIC Benefits+ Accidental Death and Dismemberment (AD&D) benefit and update, if necessary.

You may take the following actions within 30 days of establishing your domestic partnership. Coverage is effective on the date the domestic partnership is established.

  • Add your domestic partner and any eligible children to your existing coverage
  • Enroll (can cover all eligible family members)

If both employees are State of Wisconsin employees:

    • You may carry two Single plans; or
    • You may carry one plan covering yourself and your dependent(s)
    • If one domestic partner carries the Select Plan and the other carries the PPO plan, you may choose which plan to continue

You may take the following actions within 30 days of establishing your domestic partnership. Coverage is effective on the date your domestic partnership is established.

  • Add your domestic partner and any eligible children to your existing coverage
  • Enroll (can cover all eligible family members)

You may take the following actions within 30 days of establishing your domestic partnership. Coverage is effective on the first of the month on or following 30 days from the date your domestic partnership is established, as determined by the Department of Employee Trust Funds (ETF).

  • Enroll in Basic coverage (if not currently enrolled)
  • Add one unit of employee coverage (if not already enrolled in maximum number of units)
  • Enroll in one or two units of Spouse/Domestic Partner/Dependent coverage
    • If already enrolled, domestic partner and newly eligible children are automatically covered (does not require an application)

You should review your beneficiary designation and update, if necessary.

If enrolled in Employee coverage, you may take the following actions within 30 days of establishing your domestic partnership. Coverage is effective on the first of the month on or following 30 days from the date your domestic partnership is established.

  • Add Spouse/Domestic Partner coverage
  • Add Child coverage if this is the first time you have an eligible child to cover.

If already enrolled in Child coverage, newly eligible children are automatically covered (does not require an application).

You should review your beneficiary designation and update, if necessary.

This plan offers employee-only coverage and there is no enrollment opportunity due to establishing a domestic partnership.

You should review your beneficiary designation and update, if necessary.

This plan offers employee-only coverage and there is no enrollment opportunity due to establishing a domestic partnership.

You should review your beneficiary designation and update, if necessary.

You may enroll in Employee Only or Family coverage at any time. If enrolled in Family coverage, domestic partner and newly eligible children are automatically covered (does not require an application).

Changes to your coverage are effective on the first of the month on or following the receipt of your application.

You should review your beneficiary designation and update, if necessary.

This plan offers employee-only coverage and there is no enrollment opportunity due to establishing a domestic partnership.

You may take the following actions within 30 days of establishing your domestic partnership IF your domestic partner or domestic partner’s children qualify as your dependents under IRS rules.

  • Enroll in a Health Care and/or Dependent Day Care FSA
  • Increase, decrease or cancel your Health Care and/or Dependent Day Care FSA election (if already enrolled). Action must be consistent with the qualifying event.

You must submit a Change of Election form to your institution's benefits office to enroll in or change your election under one or both of the plans. Coverage or changes are effective on the first of the month on or following the date your domestic partnership is established.

If you enroll in a High Deductible Health Plan (for health insurance), or change your health plan to a High Deductible Health Plan due to establishing a domestic partnership, you are required to also enroll in the Health Savings Account. Submit the HSA enrollment form along with the State Group Health application to your benefits office within 30 days of the establishment of a domestic partnership, as determined by the Department of Employee Trust Funds (ETF).

You can make changes to your contributions at any time.

You should review your beneficiary designation and update, if necessary.

You can enroll in or make changes at any time.

You should review your beneficiary designation(s) and update, if necessary.

You can enroll in or make changes at any time.

You should review your beneficiary designation and update, if necessary.

You should review your beneficiary designation and update, if necessary.

You should review your tax withholding exemptions and update, if necessary.

Every effort has been made to ensure this information is current and correct. This page does not guarantee enrollment or the ability to make changes to your benefits.