Covid-19 Response

How We’re Handling The Impact Of Covid-19
Group Employee Benefits

Supporting Our Clients Through Uncertain Times

At Mutual of Omaha, we exist for our customers. That’s why we want you to know that we’re closely monitoring the global coronavirus (covid-19) outbreak and taking measures to promote the health and safety of our customers and associates.

We want to take this opportunity to share how we’re responding to this situation:

  • Mutual of Omaha has a multi-disciplinary team of subject matter experts meeting daily to closely monitor, assess and respond to the coronavirus situation as it develops.
  • Mutual of Omaha remains committed to providing superior service to our policyholders and we are taking active steps to prevent any interruption in our business processes.
  • If you have questions regarding your employee benefits plan, we encourage you to reach out to your dedicated customer service or claims representatives. For those currently registered on Employer Access, you can access billing, eligibility information and more through our secure online portal.
  • Note: If you would like to register to use Employer Access, contact your dedicated customer service representative or click the “sign up” link on the login page.
  • Please note that out of an abundance of caution, Mutual of Omaha is practicing social distancing and has asked all associates who are able, to work from home. We appreciate your patience and understanding as we take steps to protect the health and safety of our associates and ensure uninterrupted service to our customers.

Benefits Handling

Our team of subject matter experts are meeting daily, to closely monitor, assess and respond to the coronavirus situation as it develops. This team includes claims experts and clinical resources who are utilizing best practices for this quickly evolving pandemic. This includes monitoring and assessing trends for both employers and employees.

Q. HOW IS MUTUAL OF OMAHA RESPONDING TO CORONAVIRUS?
We have created a multi-disciplinary team of subject matter experts meeting daily, to closely monitor, assess and respond to the coronavirus situation as it develops. This team includes claims experts and clinical resources who are utilizing best practices for this quickly evolving pandemic. This includes monitoring and assessing trends for both employers and employees.

Q. HOW DOES MUTUAL OF OMAHA MANAGE CLAIMS RELATED TO THE COVID-19?
We will manage the claims pursuant to the policy that the employer has in place. If an individual is disabled due to a medical condition (i.e., confirmed Coronavirus or another illness), we will manage the claim pursuant to the policy as we do for other disabling conditions.

If the employee is symptomatic, then he/she may have a qualifying condition under FMLA (or even the ADA) which would require him/her to take leave. An important consideration is that the employee must be quarantined and not able to return to work. To the extent the quarantine is optional and the employee is symptomatic, the employee may also qualify for FMLA.

Q. ARE EMPLOYEES WHO WERE ACTIVELY AT WORK PRIOR TO A FURLOUGH OR LAYOFF, AND ENROLLED FOR COVERAGE, ELIGIBLE FOR COVERAGE WHILE ON FURLOUGH OR LAID OFF STATUS?
For any employee who is furloughed or laid off due to the Covid-19 pandemic from March 1, 2020 through August 31, 2020, coverage will continue as outlined below.

For Group Life/AD&D, STD, Vision, Dental, Critical Illness and Accident coverages, employees on furlough or layoff status beginning in:

  • March through May 2020, will be deemed Actively Working  from and after the initial date the furlough or layoff began through the end of the calendar month in which the 90th day after the furlough or layoff occurs, or in accordance with the continuation provisions in the policy, whichever is greater; for example, an employee furloughed on March 15, 2020 will be deemed Actively Working through June 30, 2020, as the 90th day of that status occurs in the month of June;
  • June, July or August will be deemed Actively Working through August 31, 2020, or in accordance with the continuation provisions in the policy, whichever is greater.

For Group LTD coverage, employees on furlough or layoff status beginning in:

  • March 2020, will be deemed Actively Working through May 31, 2020, or in accordance with the continuation provisions in the policy, whichever is greater;
  • April through July 2020, will be deemed Actively Working through the end of the calendar month following the initial month the furlough or layoff began, or in accordance with the continuation provisions in the policy, whichever is greater.
  • August will be deemed Actively Working through August 31, 2020, or in accordance with the continuation provisions of the policy, whichever is greater.

To continue coverage, premium must continue to be paid. Premium is based upon earnings prior to furlough or layoff. Pre-ex provisions will not apply to employees who regain Active Work status prior to coverage ending as outlined above.

Q. ARE EMPLOYEES WHO WERE ACTIVELY AT WORK PRIOR TO A FURLOUGH OR LAYOFF ON A PRIOR CARRIER’S POLICY, ELIGIBLE FOR COVERAGE AT TAKEOVER WHILE ON FURLOUGH OR LAID OFF STATUS?
For policies issued by United of Omaha with effective dates between March 1, 2020 and August 31, 2020, employees on furlough or laid off status due to the Covid-19 pandemic at the time of takeover will be deemed to be Actively Working as outlined below.

For Group Life/AD&D, STD, Vision, Dental, Critical Illness and Accident coverages , employees on furlough or layoff status beginning in:

  • March through May 2020, will be deemed Actively Working from and after the initial date the furlough or layoff began through the end of the calendar month in which the 90th day after the furlough or layoff occurs, or in accordance with the continuation provisions in the policy, whichever is greater; for example, an employee furloughed on March 15 2020, will be deemed Actively Working through June 30, 2020, as the 90th day of that status occurs in the month of June;
  • June, July or August will be deemed Actively Working through August 31, 2020, or in accordance with the continuation provisions in the policy, whichever is greater.

For Group LTD coverage, employees on furlough or layoff status beginning in:

  • March 2020, will be deemed Actively Working through May 31, 2020, or in accordance with the continuation provisions in the policy, whichever is greater;
  • April through July 2020, will be deemed Actively Working through the end of the calendar month following the initial month the furlough or layoff began, or in accordance with the continuation provisions in the policy, whichever is greater.
  • August will be deemed Actively Working through August 31, 2020, or in accordance with the continuation provisions of the policy, whichever is greater.

To continue coverage, premium must continue to be paid. Premium is based upon earnings prior to furlough or layoff. Pre-ex provisions will not apply to employees who regain Active Work status prior to coverage ending as outlined above.

Q. IF AN EMPLOYEE CHOOSES TO DROP VOLUNTARY COVERAGE DURING FURLOUGH OR LAY OFF AND WANTS TO REINSTATE COVERAGE WHEN THE FURLOUGH OR LAY OFF ENDS, HOW IS THIS ADMINISTERED?
If insurance ends because an employee is no longer working due to a furlough or layoff, the employee may be able to reinstate coverage when he/she returns to Active Work. Reinstated coverage is administered according to the policy.

Q. HOW WILL THE PRE-EXISTING CONDITION EXCLUSION BE ADMINISTERED FOR REHIRES AND REINSTATEMENTS FOR EMPLOYEES WHO LOSE COVERAGE DUE TO FURLOUGH OR LAYOFF?
Effective May 31, 2020, for disability coverages, employees will not be required to re-satisfy the pre-existing condition exclusion if rehired and coverage is reinstated per the reinstatement provision in the group’s certificate.  Credit will also be given towards satisfaction of the pre-existing condition provision when an employee is returning to work and the pre-ex was not satisfied prior to layoff/termination if rehired and coverage is reinstated per the reinstatement provision in the group’s certificate.

Q. ARE EMPLOYEES WHO ARE ENROLLED FOR LIFE, DISABILITY, CRITICAL ILLNESS, ACCIDENT, DENTAL OR VISION COVERAGE, AND WHOSE HOURS ARE REDUCED BELOW THE MINIMUM HOURS REQUIRED IN THE POLICY DEFINITION FOR ELIGIBILITY, ELIGIBLE FOR COVERAGE?
Employees whose hours are reduced at any time from March 1, 2020 through August 31, 2020 due to the Covid-19 pandemic, causing them to fall below the minimum hours required by the policy to achieve Active Work status, will be treated as Actively Working as outlined below.

For Group Life/AD&D, STD, Vision, Dental, Critical Illness and Accident coverages, employees whose hours are reduced beginning in:

  • March 2020 through May 2020, will be deemed Actively Working from and after the initial date the reduction in hours began through the end of the calendar month in which the 90th day after the initial reduction in hours occurs, or in accordance with the continuation provisions in the policy, whichever is greater; for example, an employee put on reduced hours on March 15, 2020, will be deemed Actively Working through June 30, 2020, as the 90th day of that status occurs in the month of June;
  • June, July or August, will be deemed Actively Working through August 31, 2020, or in accordance with the continuation provisions in the policy, whichever is greater.

For Group LTD coverage, employees whose hours are reduced beginning in:

  • March 2020, will be deemed Actively Working through May 31, 2020, or in accordance with the continuation provisions in the policy, whichever is greater;
  • April through July will be deemed Actively Working through the end of the calendar month following the initial month of the reduction, or in accordance with the continuation provisions in the policy, whichever is greater.
  • August will be deemed Actively Working through August 31, 2020, or in accordance with the continuation provisions of the policy, whichever is greater.

To continue coverage, premium must continue to be paid. Premium is based upon earnings prior to reduction in hours.

Q. ARE EMPLOYEES WHO ARE BELOW THE MINIMUM NUMBERS OF HOURS REQUIRED ON A PRIOR CARRIER’S POLICY, ELIGIBLE FOR COVERAGE AT TAKEOVER?
For policies issued by United of Omaha with effective dates between March 1, 2020 and August 31, 2020, employees who fall below the minimum number of hours required to achieve Active Work status due to the Covid-19 pandemic at the time of takeover will be treated as Actively Working as outlined below.

For Group Life/AD&D, STD, Vision, Dental, Critical Illness and Accident coverages, employees whose hours are reduced beginning in:

  • March through May 2020, will be deemed Actively Working from and after the initial date the reduction in hours began through the end of the calendar month in which the 90th day after the initial reduction in hours occurs, or in accordance with the continuation provisions in the policy, whichever is greater; for example, an employee put on reduced hours on March 15, 2020, will be deemed Actively Working through June 30, 2020, as the 90th day of that status occurs in the month of June;
  • June, July or August, will be deemed Actively Working through August 31, 2020, or in accordance with the continuation provisions in the policy, whichever is greater.

For Group LTD coverage, employees whose hours are reduced beginning in:

  • March 2020, will be deemed Actively Working through May 31, 2020, or in accordance with the continuation provisions in the policy, whichever is greater;
  • April through July will be deemed Actively Working through the end of the calendar month following the initial month of the reduction, or in accordance with the continuation provisions in the policy, whichever is greater.
  • August will be deemed Actively Working through August 31, 2020, or in accordance with the continuation provisions of the policy, whichever is greater.

To continue coverage, premium must continue to be paid. Premium is based on earnings prior to reduction in hours.

Q. IS AN EMPLOYEE WHO IS FURLOUGHED, LAID OFF OR WORKING REDUCED HOURS, ABLE TO SATISFY THEIR ELIGIBILITY WAITING PERIOD OR WILL THEY HAVE TO RESTART THEIR QUALIFICATION ONCE THEY ARE BACK ON ACTIVE WORK STATUS?
For employees who are furloughed, laid off or placed on reduced hour status due to the Covid-19 pandemic at any time from March 1, 2020 through August 31, 2020, the period of such furlough, layoff or reduced hours will be treated as days worked for purposes of the Waiting Period provision of any policy. The days eligible for qualification are outlined below.

For Group Life/AD&D, STD, Vision, Dental, Critical Illness and Accident coverages, employees on furlough, layoff or reduced hour status beginning in:

  • March through May 2020, the days an employee is on furlough, layoff or reduced hour status will count toward the Waiting Period from and after the initial date of furlough, layoff or reduced hour status through the end of the calendar month in which the 90th day after the furlough, layoff or reduction in hours occurs; for example, if an employee is put on furlough on March 15, 2020, days through June 30, 2020, will count toward the Waiting Period, as the 90th day of that status occurs in the month of June;
  • June, July or August the days an employee is on furlough, layoff or reduced hour status through August 31, 2020 will count toward the Waiting Period.

For Group LTD coverage, employees on furlough, layoff or reduced hour status beginning in:

  • March 2020, the days an employee is on furlough, layoff or reduced hour status through May 31, 2020 will count toward the Waiting Period;
  • April through July, the days an employee is on furlough, layoff or reduced hour status through the end of the calendar month following the initial month of furlough, layoff or reduction in hours will count toward the Waiting Period.
  • August 2020, the days an employee is on furlough, layoff or reduced hour status through August 31, 2020 will count toward the Waiting Period.

If an employee does not satisfy the Waiting Period as outlined above and does not return to Active Work status as defined by the policy, the employee will have to restart his/her Waiting Period upon return to Active Work status. This also pertains to new hires, who have been furloughed, laid off or given reduced hours and are in their Waiting Period.

Q. IS AN INDIVIDUAL THAT IS QUARANTINED CONSIDERED DISABLED?
If an employee is quarantined, we will work with the employer to determine if it is able to allow the employee to work remotely. If an employee is voluntary quarantined without a confirmed medical condition, that person most likely will not meet the definition of disability in the policy.

Given the uniqueness of this pandemic, if an individual is placed in quarantine as recommended by a medical professional or governmental health association, and the individual is later diagnosed with Covid-19, and there is no break between quarantine and diagnosis, we will consider the first date of quarantine as the date of disability.

Q. “ACTIVELY WORKING” DURING QUARANTINE – DOES COVERAGE CONTINUE?
Every situation must be evaluated on the specific facts presented. If an employee is quarantined or requested to “self-isolate,” but is able to continue working, the employee is still Actively Working and coverage will continue as normal. Generally, if an employee is requested to voluntarily quarantine by a medical provider, a governmental health department or his/her employer, and the employee is not able to work as he/she normally would, we would consider such an individual in quarantine to be Actively Working under the policy, provided the employee was Actively Working prior to the quarantine. Premiums would need to continue to be paid.

If the employee is quarantined, the duration of Actively Working would fall within the guidelines of the Centers for Disease Control, which is two weeks. If the quarantine is required by a treating medical provider or governmental health association, their guidance will be taken into consideration to determine the duration of Actively Working.

Q. IF A BUSINESS IS REQUIRED TO TEMPORARILY CLOSE DUE TO SHELTER IN PLACE OR OTHER SIMILAR GOVERNMENTAL MANDATES, ARE EMPLOYEES STILL COVERED?
Provided premiums are paid, employees who are unable to work because of a governmental mandated business closure will be considered Actively Working under the policy through May 31, 2020. Groups impacted by governmental mandates that extend beyond May 31, 2020 should contact us directly to evaluate options.

Q. IF THE NUMBER OF ELIGIBLE EMPLOYEES FALLS BELOW 10 LIVES DUE TO FURLOUGHS, LAYOFFS OR TERMINATIONS, WILL THE POLICYHOLDER STILL BE ALLOWED TO KEEP THEIR COVERAGE?
We will follow and administer to specific state mandates on non-cancellation and non-renewal of coverage, as a result of Covid-19, provided premium is paid. If the state a policyholder is sitused in does not have a specific mandate, we will review on a case by case basis.

Q. CAN CLAIMS HANDLING CHANGES BE MADE TO ADMINISTRATIVE SERVICES ONLY (ASO) POLICIES AS A RESULT OF COVID-19?
ASO policies can be modified provided a legal addendum is executed under the original contract after underwriting and rate review.

Q. IF AN EMPLOYEE’S SURGERY, MEDICAL PROCEDURE OR OFFICE VISIT IS POSTPONED OR RESCHEDULED DUE TO COVID-19 ARE STILL PAYABLE UNDER THE POLICY?
Each situation will be evaluated based upon the facts of the claim and restrictions the employee had at the time of their last visit. The projected timing of the next visit, surgery or procedure after the cancellation will also be taken into consideration. A claim may or may not be supported for ongoing disability benefits depending on the facts of the individual situation.

Q. IF AN EMPLOYEE’S OFFICE VISIT TO GET A RELEASE TO RETURN TO WORK IS POSTPONED OR CANCELLED AS THE OFFICE IS CLOSED OR NOT SEEING PATIENTS DUE TO COVID-19, WHAT DOES THAT MEAN FOR THE EMPLOYEE?
Each situation will be evaluated based upon the facts of the claim and restrictions the employee had at the time of their last visit. The projected timing of the next visit after the cancellation will also be taken into consideration. A claim may or may not be supported for ongoing disability benefits depending on the facts of the individual situation.

Q. ARE SERVICES PERFORMED VIA TELEDENTISTRY COVERED DURING THE COVID-19 PANDEMIC?
Teledentistry refers to a broad variety of technologies and tactics to deliver virtual dentistry and education services. There are two types of services that can be delivered through teledentistry:

  • Real-Time Encounter
    • The scope of services will generally be limited in one-on-one direct communications between the dental office and the patient to some form of exam/consultation.
  • Information stored and forward to dentist for subsequent review
    • The scope of services are generally limited to triage, exam, and diagnostics. Traditionally, this is used either for oversight mobile field teams or consultation support and involves additional mobile treatment and diagnostic capabilities.

Standard cost sharing for teledentistry services will be applied.

Q. HOW IS MUTUAL OF OMAHA ADDRESSING THE ADDED COSTS ASSOCIATED WITH PERSONAL PROTECTIVE EQUIPMENT(PPE)?

As dental offices continue to re-open throughout the country, providers are dealing with additional costs related to required PPE as a result of the continued Covid-19 health pandemic. Mutual of Omaha wants to help remove some of the burden placed on our provider community.

Effective immediately, Mutual of Omaha will pay up to $10 when an in-network provider bills D1999—Miscellaneous Code, along with a covered service, as recommended by American Dental Association (ADA). This payment applies only to in-network providers when utilized by a PPO member with dates of service between May 1, 2020 thru September 30, 2020.

The PPE amount paid will not be applied to the members benefit maximum. This temporary PPE benefit excludes tele-dentistry claims and ortho monthly payments, however, the initial ortho banding would be included.

Mutual of Omaha will continue to monitor the situation and will provide additional updates as needed.

Q. ARE SERVICES PERFORMED VIA TELEMEDICINE COVERED UNDER THE ACCIDENT POLICY?
Due to the Covid-19 pandemic, services performed from March 1, 2020 through May 31, 2020 via telemedicine will be a covered benefit under the Accident policy. Telemedicine can cover quick treatment for minor injuries, including:

  • Cuts, scrapes, and bruises
  • Sprains and strains
  • Rashes and burns

Serious injuries or injuries that need hands-on care (like stitches) will likely still need to be seen in-person at a clinic, however a telemed technician can make that recommendation at time of consultation.

Grace Periods

Mutual of Omaha intends to follow the direction of each individual state and the Department of Insurance on making decisions regarding extending policy grace periods for non-payment of premium during the Covid-19 pandemic. Our Premium and billing area will manage these changes in accordance with state mandates and ensure all policies sitused in the applicable states are given the appropriate grace period.

We realize there may be some ambiguity in the state regulations and mandates that have passed. In order to provide clarity in our grace period handling, we have outlined our handling below.

  • If a state mandate has been given, and a specific time period indicated, we will extend the grace period accordingly
  • If a state mandate has been given and the direction is vague, where no specific time period is indicated, or recommends we work with customers, we will add 30 days to their existing grace period, regardless of the policy’s current grace period
  • If no state mandate has been given, the policy will fall under their current grace period as defined in the policy

We understand this pandemic has impacted many and will work in good faith with all our clients to understand their situation and ability to remit premium. As new state regulations and mandates are passed, we’ll update you.

Dental Services

Max Rollover for Dental

The Maximum Rollover provision includes two requirements in order for a member to rollover 25% of their annual max:  1)  the member must use less than 50% of the Plan’s annual maximum; and 2) the member must also have at least 1 exam and 1 cleaning during the Calendar Year.  Due to Covid 19, Mutual of Omaha will be waiving the exam and cleaning requirement for the 2020 year only.  To qualify for the rollover, the member must still meet the requirement to incur less than half of the annual maximum.

Note:  This waiver applies to maximum rollover accumulation periods ending on or before December 31, 2020.

Leave Services

Quarantined employees who are asymptomatic

Quarantined employees who are asymptomatic (or not feeling ill or showing any physical signs of illness) and can work remotely are not in need of leave. As a result, the FMLA and other laws governing job-protected leave generally should not be applied to those employees, even if working remotely is a change in how they normally perform their work.

Employees whose jobs do not allow for remote work may require a leave of absence. However, such leaves generally do not qualify as leave under the FMLA or the Americans with Disabilities Act (ADA) because those employees do not have either of the following:

  • a serious health condition that makes them unable to perform the essential functions of their job or
  • a disability for which leave is an accommodation

Quarantined employees who are symptomatic

Symptomatic employees likely would have a qualifying condition under the FMLA which would require them to take leave. If the employees are ineligible for the FMLA or have exhausted their 12 weeks, they may still have time under an analogous state leave law or under the ADA. With regard to the ADA, even though this virus does not seem to manifest in long-term symptoms, the Americans with Disabilities Act Amendments Act (ADAAA) and subsequent case law have generally held that severe illnesses such as Covid-19 would qualify as a disability under the law.

Please Note: Congress is currently considering legislation that may impact the above analysis and we will provide updates as needed.

The American Rescue Plan Act (ARPA)

The American Rescue Plan Act (ARPA), which was enacted on March 11, 2021, contained an 100% COBRA premium subsidy for certain “assistance eligible individuals” covering the period beginning April 1, 2021 through September 30, 2021. ARPA also provides for a Special Enrollment Period for qualified individuals not currently on continuation, along with new notice obligations for plan sponsors. Please reference the attached summary document below for a full description of the ARPA COBRA Subsidy as it relates to Mutual’s group employee benefits.

Q. WILL RECEIPT OF A STIMULUS REBATE REDUCE THE AMOUNT PAYABLE ON ANY DISABILITY OR OTHER CLAIM?
Because the stimulus payment are made to all eligible, regardless of health status, that payment will not reduce the amount payable on a disability or any other claim.

Extension of ERISA and COBRA Timeframes for Employee Benefit Plans, Participants, and Beneficiaries Affected by the Covid-19 Outbreak

The Employee Benefits Security Administration of the federal Department of Labor, in conjunction with the Internal Revenue Service, issued a Final Rule on May 4, 2020, extending certain claims and appeals deadlines for benefit plans subject to ERISA and certain election, notification, and premium payment deadlines for COBRA continuation, in response to the ongoing COVID-19 outbreak. Please reference the attached summary document below for a full description of the Rule as it relates to Mutual’s group employee benefits.

Effect of Rules on ERISA Claims and Appeals 
For ERISA plans, any claim filing deadlines or appeal deadlines that would have fallen after March 1, 2020, are currently suspended until 60 days after the declared end of the National Emergency.  Any claims or appeals that were due to be filed on or after March 1, 2020 will be accepted as timely until further notice.

Effect of Rule on COBRA 
If a member is eligible to elect COBRA or is currently on COBRA, certain deadlines that would have fallen after March 1, 2020, are currently suspended until 60 days after the declared end of the National Emergency.

UPDATE (3/1/2021): The DOL has issued EBSA Disaster Relief Notice 2021-01, which provides specific guidance and recommendations to employers and plan sponsors in connection with the above Final Rule extending ERISA and COBRA timeframes. Specifically, the guidance clarifies that the timeframe extension authorized by the CARES Act is limited by statute to one year. Moving forward, the deadline for plans or individuals to submit ERISA claims or appeals or COBRA notices, premium payments, or elections subject to the emergency relief will disregard the time period that ends on the earlier of (a) one year from the date the plan or individual was eligible for relief or (b) 60 days after the end of the COVID-19 National Emergency. Furthermore, the updated guidance confirms that the relief must be applied on an individual, person-by-person basis. The above linked notice contains several examples to illustrate this guidance.

New York DBL/PFL Law

In response to Covid-19 New York amended the NY DBL/PFL law to enhance benefits for the Covid-19 pandemic. The expanded coverage is in the event you or your child is under a mandatory or precautionary order of quarantine. This applies only if the employee or the employee’s child is under a mandatory or precautionary order of quarantine or isolation issued by the state of New York, the department of health, local board of health, or any governmental entity duly authorized to issue such order due to Covid-19. To learn more, please click on the link below. Updates will continue to be published based on regulation guidance or changes.

Updated 4/7/2020: Groups Over 99 Employees
If a group has over 99 employees as of January 1, 2020 the employees are not eligible for enhanced DBL/PFL benefits under the NY Covid-19 enhanced program for their own order of quarantine. These employers have an obligation to continue to pay their employees for qualifying leaves as salary continuation. The employer should discuss their obligations under the new law with their own legal counsel.

New Jersey FLI/TDI Law

In response to Covid-19 New Jersey amended the FLI/TDI Law on March 25, 2020 to assure that workers impacted by epidemics of communicable diseases have access to leave needed to care for themselves or for effected members of their families. Workers may obtain TDI benefits due to the expanded definition of “disability” for their own illness or exposure to Covid-19, or a worker may obtain benefits under FLI to care for a family member for events related to Covid-19. The 7-day waiting period for disability has been waived for a serious health condition surrounding Covid-19. Updates will continue to be published based on state guidance or changes.

Evidence of Insurability/Paramedical Examinations

If an applicant has concerns relative to Covid-19 and an Examiner is scheduled to visit their home/place of employment, they have the option to delay the exam. Mutual of Omaha will allow up to 90-days from the signature date on the submitted EOI application for the exam to be completed.

  • The applicant is responsible for rescheduling with the Examiner
  • If the file closes before the exam reschedule date, we will reopen

If the applicant not interested in participating in the exam at this time, due to health concerns, we will allow consideration of an amount that would not require the examination.

  • We require a written notification of the newly elected coverage amount, directly from the applicant

If the applicant chooses to increase their amount in the future, they may need to complete an exam at that time.

Employee Assistance Program (EAP)

Customers who have EAP services with us have access to a broad range of resources and services. Employees who have been furloughed, laid off, given a leave of absence, experienced a reduction of hours or have terminated as a result of the Covid-19 health crisis will continue to have access to EAP services until August 31, 2020. This includes:

  • Access to EAP Professionals 24 hours a day, seven days a week (Toll-free Number: 800-316-2796)
  • Face-to-face sessions with a counselor, if eligible
  • Due to current Covid-19 limitations and restrictions that discourage in-person visits with a health care provider, our EAP customers with face-to-face EAP services will now have the option to utilize telehealth EAP counseling services, via their phone, laptop or other electronic device.
  • Note: Availability of telehealth EAP services may be limited by applicable state law, EAP provider availability and telehealth capability, and EAP plan design.
  • A comprehensive online legal and financial resource library

Current customers of Mutual of Omaha’s EAP program can visit mutualofomaha.com/eap to access helpful tools and resources.

Resources

For the latest information regarding symptoms, treatment and other related covid-19 details.

For Human Resources Professionals

Mutual of Omaha Resources

Contact Us

If you have questions regarding your employee benefits plan, please reach out to your regional customer service or claims representative.

Group Customer Service

East Region: 800-769-7159

Central Region: 800-369-3809

West Region: 800-655-5142

Dental: 800-927-9197

Group Claims: 800-877-5176

When you call, press:
1 – If you know your party’s extension
2 – If you are a broker or employer
3 – For disability questions
4 – For accident, critical illness or life questions
5 – For all other questions

 

Insurance products and services are offered by Mutual of Omaha Insurance Company or one of its affiliates. Home Office: 3300 Mutual of Omaha Plaza, Omaha, NE 68175. Mutual of Omaha Insurance Company is licensed nationwide. United of Omaha Life Insurance Company is licensed nationwide, except in New York. Companion Life Insurance Company, 888 Veterans Memorial Highway, Hauppauge, NY 11788-2934, is licensed in New York. Each company is solely responsible for its own financial and contract obligations. Mutual of Omaha and its representatives do not offer tax or legal advice. Always consult a qualified professional regarding your specific situation.