What to do when you experience a life event


A life event can sometimes be a confusing and stressful time - especially when there are benefit plan considerations that need to be addressed within 30 days! In this article, we provide high level information on what a life event is and what should be considered when you experience one. We also have a dedicated webpage where all this information lives. If you have any questions, or would like to discuss a particular event unique to you, please reach out to the benefits team and we will be happy to assist.  

A life event includes: 

  • Marriage or divorce of the employee
  • Death of the employee’s spouse or a dependent
  • Birth or adoption of a child by the employee
  • Termination of employment (or the commencement of employment) of the employee’s spouse
  • Moving from a temporary to regular position (or vice versa)
  • Taking of an unpaid leave of absence by the employee or the employee’s spouse
  • A significant change in the health coverage of the employee or the employee’s spouse attributable to the spouse’s employment
  • Gain or involuntary loss of health care coverage of a dependent


30 Days - Major Life Event
A form must be submitted within 30 days of the life event. Forms submitted after the 30-day window will not be accepted. 

60 Days - Adding Newborn / Finalized Adoption
A form must be submitted within 60 days birth or adoption. If a form is submitted after the day of the event, arrears will be collected for the child's coverage. Forms submitted after the 60-day window will not be accepted. Carefully review the "Welcoming a newborn" drop down on our life event webpage.

Benefit Considerations (all but Corestream are provided directly in the Life Event form):

Leave Considerations:

  • Family Medical Leave (FML) - provides job protected leave for eligible employees. 
  • Parental Leave - employees on approved FML for the birth of their child receive up to 5 paid days of leave that is separate from all other paid leaves. This leave balance is provided automatically by UA HR and must be used in the first 6 months.
  • Short-term Disability (STD) - helps replace income for eligible employees who are absent from work up to 11 weeks due to their own disability.  

Employee Support:

  • TouchCare - assists employees with questions about their medical, dental, and vision coverage including helping families decide what coverages work best for them.
  • Employee Assistance Program (EAP) - an employee support system that is available to help with finding childcare, short-term counseling, legal and financial advice, and more.


Now is a great time to make sure beneficiaries are up to date. Below is a list of accounts that require a beneficiary and how to update.

Non-benefit considerations:

Additionally, the Benefits department has put together a list of a few other items that may need to be reviewed during this time. Many of these require assistance outside the Benefits department. 


Emailed via benefits newsletter on 2/6/2024, 2/20/2024.
Contact Benefits:  (907) 450-8242  | ua-benefits@alaska.edu | schedule one-on-one time