Choose Well : Live Well

» New Addition Checklist

  • Contact the PSC within 60 days of birth to add your baby to medical coverage.
  • PSC must receive a copy of the official long form birth certificate or the hospital record that contains the date of birth, child’s name and parents’ names within 60 days of birth. The baby is not officially added until the documents are received by the PSC. Benefits are retroactive to date of birth.
  • When a life event due to the birth or adoption of a child is processed with the Personnel Service Center (PSC), the following options are available:
    • Enroll or Change Coverage Level (Employee Only, Employee + Children, Family, etc.) in the following:
      • Medical and Prescription Drug Coverage
      • Dental
      • Supplemental Vision
    • Any changes in the following:
      • Spouse/Domestic Partner Medical Coverage Surcharge
      • Optional Employee-paid AD&D
      • Dependent Term Life- Child
      • Critical Illness
      • Dependent Care Flexible Spending Account (DCFSA)
    • Enroll or increase contributions in Health Care Flexible Spending Account (FSA)

    • NOTE: November & December Births:

    If your baby is born late in the year and is officially added to coverage after January 1 of the following year with coverage retroactive to their birth, you may need to contact the PSC to request that the prior year coverage be sent manually to UHC.

  • Health Care FSA
    • Breastfeeding supplies, such as collection and storage bottles, storage bags, membranes, valves, tubes, nursing pads, hands-free pumping bras, lanolin cream, etc. are FSA-eligible expenses.
    • A good reference is www,drugstore.com, which labels all FSA eligible items.
    • No prescription is required for FSA-eligible supplies.
    • Ordering a Breast Pump (Healthy Options medical plan members): A personal double-electric pump is available at no cost to you. Go to

      • You are eligible for two weeks of paid parental leave following the birth of your child or placement of a child through adoption. The leave must be completed within the first three months following the birth or placement. Leave is concurrent with FMLA leave. Refer to HR Guide on the PSC website (section 608).

      • If you plan take Family Medical Leave after your Medical Leave of Absence and Parental Leave (maximum of 12 weeks total leave), you have the option to utilize available vacation time to continue your pay, but your manager must submit the FMLA Usage Form to Payroll. Refer to the Summary Plan Description (SPD) on the PSC website: www.PersonnelServiceCenter.com for coverage details.

      • The MELS website has articles on breastfeeding, postpartum exercise, having multiples, postpartum depression, etc.
      • MELS can assist you in locating childcare options.
      • No cost legal assistance is available for updating or creating wills, powers of attorney, or medical powers of attorney.
      • Trained confidential counseling is available to help you cope with adjusting to parenthood, postpartum depression, financial concerns, coping with a special needs baby, etc. through the Employee Assistance Program (EAP) within MELS.
      • MELS offers Free Kits on request:
        • Child Safety (First Aid book, travel first aid kit, sensor night light and other information)
        • Financial Fitness for Families (Books and tips sheets on budgeting and financial planning)
        • Stress Management (Stress ball; books, CD and tip sheets on stress and resiliency).

          • Call (555) 537-5221 to obtain the kits.

      • You have access to medical support 24 hours a day, 7 days a week at no cost to you through the Nurse Hotline at (555) 747-7133.

      • Many free or low-cost apps (such as WebMD Baby, Baby Shusher, Similac Baby Journal, What to Expect- Baby, Babycenter- My Baby, The Wonder Weeks, etc.) are available for smartphones and tablets that may be helpful as you as a new parent. Visit the Apple AppStore or Amazon Marketplace to find available options for your device.
      • Check postings in your pediatrician’s office, local newspapers and online for support groups for breastfeeding, new moms, working parents, etc., as well as the La Leche League.

      • Preventure Fitness Reimbursement (Healthy Options Medical Plan Members)
        • Choose an eligible fitness center or club, and you and your covered spouse or domestic partner could each get reimbursed up to $250 per person, per year ($500 total) for your fitness club membership fees.
      • Weight Watchers® (Healthy Options Medical Plan Members)
        • subsidizes the Weight Watchers® program for you and your covered spouse or domestic partner. You can join or exit at any time based on your goals.
      • Health Coaching (Healthy Options Medical Plan Members)
        • You or your spouse or domestic partner can work with a health coach on healthy eating, physical activity, healthy living or tobacco cessation. Enroll by calling (555) 623-3802 and select option 2 or log on to www.choosewell-livewell.com and click the My Coach link.

      • Integrated Mechanical Care (IMC) for Back, Neck and Joint Pain can help. If you are a Healthy Options plan member and complete your course of treatment, your visits with the orthopedic specialist will be provided at no cost to you.

      • The Future Scholar 529 College Savings Plan (sponsored by the state of South Carolina with investment options provided by Bank of America) offers employees these incentives to invest in this plan:
        • No brokerage fees
        • No minimum initial deposit or annual maintenance fee (provided participants contribute at least $50 per month into their account)
        • In addition, residents of South Carolina enjoy a deduction from South Carolina state income for all contributions made into their Future Scholar 529 account.
        • For more information on the Future Scholar plan or to create an account, call 1-555-244-5674. Be sure to mention that you are an employee and want to enroll in the no-load share class “A” program.
      • The Vanguard 529 College Savings Plan (sponsored by the state of Nevada with investment options provided by the Vanguard Group) offers employees these incentives to invest in this plan:
        • Low-cost investment options
        • No minimum initial deposit
        • No annual maintenance fee (provided participants have an account balance of at least $3,000)
        • Residents of states that do not provide a significant deduction from state income for some/all contributions made into a 529 account may want to consider Vanguard’s 529 plan.
        • For more information on the Vanguard plan, call (555) 734-4530 or go to www.vanguard.com.
      • Prior to deciding to participate in any 529 plan, you should learn about that plan and its investment options, as well as investigate other 529 plans available, especially any other 529 plan that may be offered by the state in which you live. In addition, please refer to the PSC website www.PersonnelServiceCenter.com for more information and answers to commonly asked questions regarding 529 plans.

New Addition