If you’re a full-time employee working 30 hours or more each week, you’re eligible to participate in the benefits program. Coverage is effective on your date of hire or the date of your qualified life event.
Day 1 health care!
You're eligible for health care coverage on your first day of employment with CSL.
Eligible Family Members
If you’re enrolled in the CSL benefits program, you can also enroll eligible dependents for medical and prescription drug coverage, vision coverage, dental coverage, life insurance and accidental death and dismemberment coverage. Eligible dependents include the following:
- Your legal spouse or domestic partner (same or opposite sex).
- Your children (including natural, step, foster, legal dependents and adopted children or children placed with you for adoption) up to age 26, even if they’re married or not full-time students. However, coverage does not extend to your adult child’s spouse or children. For dependent life insurance, children must be at least 14 days old before coverage begins.
- Children of your domestic partner who are otherwise eligible for coverage.
- Children who are physically or mentally incapable of self-support are eligible for extended coverage if deemed disabled by the medical carrier.
If both you and your spouse or domestic partner are employed by one of the CSL business units in the United States, only one of you may cover your child(ren) as dependents under the benefits program. Note: If both you and your spouse/domestic partner work for CSL, you can only cover yourself for life insurance (you can’t elect coverage for your spouse/domestic partner).
If you enroll a dependent in coverage, you will be required to submit documentation verifying your dependent's eligibility for coverage. You will receive a notification from the CSL Behring Benefits Center in the weeks following enrollment with information on how, where and by when you need to submit your documentation.
To qualify as a domestic partner, you must affirm that you and your partner:
- Are engaged in a committed relationship, have been each other’s domestic partner for at least six months, and intend to remain so indefinitely.
- Have lived together for at least six months and intend to do so indefinitely.
- Are at least 18 years old and mentally competent to consent to a contract.
- Are not married to or legally separated from anyone else.
- Are not related by blood to a degree of closeness that would prohibit legal marriage in the state in which you legally reside.
- Are not in this relationship solely for the purpose of obtaining benefits coverage.
- Are jointly responsible for your common welfare and living expenses as demonstrated in at least three of the following ways:
- Common ownership of lease or real property;
- Common ownership of a motor vehicle;
- Driver’s licenses listing common address;
- Proof of joint bank or credit accounts;
- Proof of designation as primary beneficiary for life insurance or retirement benefits or primary beneficiary designation under a partner’s will; or
- Assignment of power of attorney (for property or health care).
Currently the IRS says that if an employee receives employer-paid benefits for anyone who is not the employee's tax dependent, the value of the coverage is imputed income and is taxable. The additional coverage for your same- or opposite-sex domestic partner and/or your partner's children becomes a taxable benefit. Unlike medical coverage for other enrolled family members, imputed income is separate from, and in addition to, your payroll deduction.
The amount of your imputed income depends on the plan(s) you choose and the level of your coverage. Imputed income is taxable. It increases your taxable gross income as well as your FICA (Social Security and Medicare) taxes withheld from your paycheck. Imputed income is reported on your annual W-2 that you file with the IRS each year.