Welcoming a new staff member to your company?
You surely have some interesting fringe benefits to offer. For example, group insurance, death benefit coverage or hospitalisation insurance. Or maybe even outpatient care or occupational incapacity insurance? To minimise the administrative hassle on your end, just follow these 5 steps:
The different steps:
Step 1: Determine your new staff member's entitlements
Pension plans
Consult your pension plan(s) and check the category and plan applicable to your new staff member.
For pension plans, death benefit coverage and occupational incapacity insurance, enrolment will be subject to meeting the eligibility requirements specified in the regulations.
Healthcare insurance
For the hospitalisation and outpatient care plans, everything will depend on the agreement, which may specify mandatory or optional enrolment.
Tip: If stipulated in the agreement, the new hire's family members can also enrol in the healthcare plan. In this case, you'll need to send us information about the composition of your new staff member's household.
If enrolment is mandatory for family members but they already have hospitalisation insurance with another insurer, we'll need an attestation of enrolment from the other insurer.
You'll find all of the plans for your company at AG EB Online.
Step 2: Collect the data and send in all the legally required information
Collect all the information for the enrolment
By clicking on the "Forms" button, you'll find a form per type of plan that you and your staff member can use to fill out the information required for enrolment.You can then easily send us all the details electronically via AG EB Online.
Provide your staff member with all the legally required and useful information
Include the "Designation/Change of Beneficiary(ies)" form if the plan participant wants to change the standard order of beneficiaries specified in the regulations in the event of death.
The Verwilghen Act (healthcare)
This legislation requires you to comply with certain obligations. For example, you must inform your employees of their right to continue their corporate-sponsored coverage on individual basis as well as the option to pre-finance this coverage:
- Give your staff member enrolled in a group hospitalisation and/or occupational incapacity and/or outpatient care plan the "pre-financing" document about the option to continue these covers on an individual basis. Get your staff member to sign this document as acknowledgement of receipt.
- If your employee is only enrolled in a group hospital plan, also provide the "Benefits of AG Care Vision" summary sheet. With this insurance, your staff members can neutralise the sting of higher premiums if they opt to continue their group hospital plan on an individual basis.
You can find out more about AG Care Vision on our Retail website.
Where can you find these documents? All documents are available on AG EB Online.
Step 3: Inform AG Employee Benefits & Health Care.
You need to notify AG EB/HC as soon as possible of every new enrolment.
The quickest way? AG EB Online.
Select the "New enrolment" task in the "Plan participants" > "Enrolment" menu and follow the steps.
Step 4: Inform your employee of the enrolment
Once the enrolment process has been finalised, you can give your staff members access to a secure online platform where they can find all the details about the fringe benefits they have with AG EB/HC.
Your staff member will receive an e-mail with an invitation to log in to MyAG Employee Benefits. This secure access ensures that all of the information about your employee will be specific to this individual. It's also where they can download their benefits statements.
Want to find out more about MyAG Employee Benefits? Go to product page.
Step 5: Start of coverage
As soon as the new enrolment has been recorded in our systems, you can check the premiums on your statements or invoices on AG EB Online.
If the staff member has to pay (a portion of) the premium for one or more insurance plans (e.g. for outpatient care insurance), a request for payment will be sent directly to the employee or deducted from their salary (i.e. the employer pays AG directly).
