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Growing the family

An addition to the family is a qualified change in status, so employees may make certain changes to their health and insurance benefits coverage. They have 60 days from the birth or adoption of a child to change coverage. 

Here are the steps an employee can take before a birth or adoption:

Consider taking a leave of absence

Employees may want to take a leave of absence under Liberty Mutual’s Family Medical Leave policy or Liberty Mutual’s Parenting Leave policy. They should notify their manager as soon as possible and contact the HR Support Center at 1-877-564-4772 30 days prior to your leave. 

Review the Parenting Leave Guide

The Parenting Leave Guide is a step-by-step guide so employees know what to do and what they’ll need to think about to make sure leave goes smoothly. They may be eligible for paid time off under the policy. Read the guide for more information.

Learn more about the Adoption Assistance Program

Liberty Mutual also offers the Adoption Assistance Program which provides financial support to adoptive parents and allows for reimbursement of up to $20,000 of eligible expenses per child. Employees can log into the Portal for more information.

Review benefits

If an employee has questions about making a change to their coverage, they can call the Liberty Benefits Center at 1-800-758-4460.

Find support

Growing the family is an exciting time, and a time of change. The Work Life Solutions (EAP) Plan provides resources, immediate advice over the phone and referrals for online and face-to-face counseling for all ages. Employees can receive up to 10 free visits per family member, per issue, each year. Log into the Portal to view the Work Life Solutions website and phone number.

Here are the steps an employee can take after a birth or adoption:

Update coverage levels

Employees have 60 days from the date of the birth or adoption of a child to make changes to benefits. If they don’t make your changes within 60 days, they’ll have to wait until the next Annual Enrollment period unless they have another qualified status change. Employees can make eligible changes to their health and life insurance plans by visiting BenefitConnect.

Update beneficiaries

Employees must review and update beneficiary designations for retirement, life and AD&D insurance benefits. They can log into the Portal for a full list of direct links to the various beneficiary designations.

Change income tax withholding choice

Make sure tax withholding and exemptions are up-to-date. Employees can visit People at Liberty to update tax elections.

Create or update wills, trusts and related documents

Employees should make sure their important legal documents are up-to-date so they have a plan in place to provide for loved ones. Employees have access to self-help resources for financial documents as well as a no-cost 30 minute legal consultation through the Work Life Solutions (EAP) Plan. They can log into the Portal to view the Work Life Solutions website and phone number.

Contributing to a Dependent Care Flexible Spending Account (DCFSA)

The Liberty Mutual DCFSA lets employees set aside money on a pre-tax basis to pay for eligible dependent care expenses. Enrollment cannot take place until the employee returns to work. Learn more on the FSA page.

Complete information about the Liberty Mutual Health, Employee Assistance Program, Insurance and Retiree Benefits Programs is included in the legal documents for each plan. As always if there are discrepancies between this information and the legal documents, the legal documents will govern. The Company reserves the right to change or terminate any plan, the terms of any plans, or cost-sharing arrangement at any time.
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The Liberty Mutual Benefits Portal (the “Site”) is operated by Fidelity Investments, and site content is provided by Liberty Mutual. The site contains information and resources about the U.S. compensation and benefits plans and programs offered to eligible employees of Liberty Mutual and its affiliates (the “Company”) and is intended for the Company’s active, regular, U.S. based employees (and certain retirees) and their dependents. Throughout the site, the terms “we,” “us” and “our” refer to the Company. The information and resources provided on and through the Site, including the text, graphics, images, and other materials, are provided as general information. The information and resources are not intended to provide specific advice to you or anyone else on any particular matter, including, but not limited to, the following: investment, tax, legal, retirement planning, insurance, financial, health, or similar advice. The Site should not be used or relied upon by you as a substitute for your own independent research or for professional advice regarding your own specific situation.

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The Site contains summary information about your benefits and compensation. The Site is not intended to cover the detailed compensation and benefit plan rules and exceptions that may apply. More information about compensation and benefit plans can be found in the summary plan descriptions, the official benefit plan documents, human resource records, and other documents governing these plans and programs and the terms of your employment ("Compensation and Benefits Documents"). Your compensation and benefits at the Company are subject to the terms and conditions of these various documents. In the event of a discrepancy or inconsistency between the content described on the Site and the official benefit plan documents, the terms of the official benefit plan documents control.

The Site may not reflect changes in your employment status that you recently may have experienced. The information on the Site will change over time due to changes in your participation in and eligibility for the Company’s compensation and benefits plans and programs.

This Site contains links to unaffiliated third parties. When following a third party link you leave this Site. The Company is not responsible for the accuracy or content of any of the information provided by third party sites, nor is it liable for any direct or indirect technical or system issues arising out of your access to or use of third party technologies or programs. Your use of third party sites is governed by the terms and conditions and privacy policies of their respective owners. The terms, conditions and policies of the third party sites may differ from those described on this Site.

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