For Employers

COVID-19 presents a range of challenges to you and the employees that depend on you. And we can help you see it through. Have questions? Here’s a good place to start.

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   My employees are worried their life insurance benefits will be impacted if they receive the COVID-19 vaccine. What information can I point them to?

  When paying claims on life insurance policies, Prudential does not consider whether a policyholder has received a COVID vaccine. While life insurance policy contracts may clearly note certain causes that might lead to the denial of a claim, vaccination for COVID-19 or a death that is deemed to be the result of COVID-19 is not one of them. Prudential policyholders should rest assured that their vaccination against the coronavirus will not impact an insured’s coverage eligibility determination during the claims-paying process for their life policy. If any of your employees have specific questions about their policy, they are encouraged to reach out to the Group Life Insurance contact center 800-778-3827 for further help.

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   How can I keep my remote workforce productive?

  Remote workforces are nothing new, but COVID-19 has made them a necessity to guarantee employee safety and help prevent the spread of the virus. So what are the challenges? Is there an upside? Click here to learn how you can promote a productive, focused workforce over this very stressful time.

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   Where can I find resources to help manage my retirement plan and participant needs?

  Click here to hear our weekly update on COVID-19 and download helpful tools you can use with your plan participants.

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   My organization partners with Prudential for group benefits. How are you ready to handle COVID-19?

  Like all of you, we are trying to navigate this rapidly changing, uncertain time.

  Prudential, working in close collaboration with its external affairs and trade associations, is actively monitoring the issuance of bulletins and orders, and has a team working to help ensure that we are meeting our customers’ needs while complying with regulatory guidance and directives. We are closely monitoring the impacts of COVID-19 projected by both Federal and State authorities to maintain an up to date capacity plan to ensure that we support our customers, insureds and claimants in this time of great need. We are currently building our resource support plans to manage the projected increases in volume related to the virus. Prudential remains committed to being there for our customers and beneficiaries and doing everything we can to make this difficult time a little easier.
  The wellbeing of our employees is our top priority. Prudential continues to evaluate the best approach to keep our employees safe while also keeping our businesses strong.
  We’ve implemented the following business continuity plans:

  • We have engaged our remote work policy and closed our buildings, except for essential personnel who are practicing social distancing
  • All systems have been tested; our technology has been enhanced to support an expanded virtual network
  • All travel has been restricted
  • Employees have been educated on how to protect themselves and their families against the virus
  • Employees are updated through daily communications regarding the virus and how best to support our customers
  • We’ve implemented Business Continuity Plans with all vendors

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   My organization partners with Prudential for group short-term and long-term disability insurance. What do I need to know about the impact of COVID-19?

  Will COVID-19 be considered a disability under the Disability Insurance coverages provided by Prudential?

  An employee would be considered disabled when they meet the Definition of Disability as indicated by their plan/Group Contract. If an employee becomes ill and cannot work due to COVID-19, we would adjudicate the claim as we would with any other diagnosis.

  Will an employee’s Short Term Disability (STD) claim be approved if he/she is not ill, but is quarantined?

  Prudential will continue to apply the claim policies and procedures consistent with our customers’ Group Contracts, service agreements, and applicable law. Under Prudential’s standard Short Term Disability certificates, covered employees must have an illness or injury to be eligible for benefits. Being quarantined, by itself, would not meet the criteria to be considered for STD benefits.

  Will an employee’s STD claim be approved if he/she is not ill, but is self-isolating or is unable to work from home?

  Self-isolation, quarantine or inability to work from home by itself would not meet the definition of disability under the STD insurance coverage. Employers may want to consider creating/implementing a pandemic policy (e.g. salary continuation) to care for these situations.

  What if an employer, the local government or law enforcement agency enforces a quarantine, but an employee is unable to work remotely?

  A quarantine alone does not meet the definition of disability under the STD insurance coverage regardless of who initiates the quarantine (employer, employee, law enforcement or government). We are closely monitoring the specifics of the health crisis and are guided by the facts of each situation and the guidance provided by appropriate health authorities who have jurisdiction.

  What if an employer wants to consider paying STD benefits for employees quarantined due to COVID-19 under their self-insured program?

  Employers may want to consider creating/implementing a pandemic policy (e.g. salary continuation) to care for these situations. Prudential is committed to working with our customers. Employees should discuss their personal circumstances with their employer. Employers should contact their Prudential Account Representative to discuss their specific request.

  In order to comply with social distancing, some employees are working staggered/reduced schedules. What if this causes employees to drop below the minimum hours required for coverage? — Updated 9/1/20

  We understand that organizations may need to modify, stagger, or reduce employee schedules during the COVID-19 Pandemic, to accommodate social distancing requirements. Consequently, employees may only be scheduled to work less than the minimum number of hours to be eligible for coverage under your Group Contract. Between March 1, 2020 and August 31, 2020, Prudential extended coverage upon request for an employee working less than the minimum number of hours for coverage under the Group Contract for reasons other than disability to the later of 1) August 31, 2020, or 2) the period set forth in the Group Contract, provided:

  1. the reduction in hours below the minimum required for coverage began between March 1, 2020 and August 31, 2020, and
  2. premiums for the original amount of coverage continued to be paid during this extension of coverage.

  During this accommodation, premiums paid were required to be based on the impacted employees’ earnings immediately prior to beginning to work less than the minimum number of hours to be eligible for coverage under your Group Contract. Further, any benefits that became payable during this accommodation were to be paid based on the impacted employee’s earnings immediately prior to beginning to work less than the minimum number of hours to be eligible for coverage under the Group Contract.

  This accommodation did not constitute an amendment to the Group Contract. We also stated that for any employee whose hours were reduced below the minimum for coverage beginning after August 31, 2020, this accommodation would cease and not be in effect. Therefore, a beginning September 1, 2020, this accommodation has ceased, and you should again follow the eligibility requirements specified in your Group Contract for any employee whose hours were reduced below the minimum for coverage on or after September 1, 2020. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements. Permanent layoffs will continue to follow the timelines in the Group Policy.

  What is Prudential doing to make it easier for individuals to provide medical forms and medical records from treatment providers during the COVID-19 pandemic? — Updated 6/29/20

  We understand that the healthcare system is strained in response to the COVID-19 pandemic. Further, individuals are being instructed to not seek treatment in some instances and may have difficulty obtaining the necessary forms and medical records during this time. Therefore, Prudential will be flexible and seek alternate means to obtain necessary medical details to substantiate disability claims. We will be flexible in accepting alternate sources of medical information, such as telehealth summaries, patient portal records and telephonic confirmation from treatment providers.

  Will Prudential waive the current elimination period relating to COVID-19 claims?

  Prudential will follow the Group Contract requirements inforce at the time of disability.

  Can an employer leverage its own customized form for managing COVID-19 claims?

  No custom forms are required. Employers and employees should use their standard claim submission process.

  When will an employee’s Disability Insurance coverage end if that employee is temporarily laid off, furloughed, or placed on an unpaid leave of absence due to COVID-19? — Updated 9/1/20

  We understand this is a challenging time for your business/organization and we’re committed to helping employers and employees maintain coverage. Upon request, Prudential extended Disability Insurance coverage for an employee on a temporary layoff, furlough, and unpaid leave of absence to the later of: 1) August 31, 2020, or 2) the period set forth in the Group Contract, provided:

  1. the temporary layoff, furlough, or unpaid leave of absence began between March 1, 2020 and August 31, 2020, and
  2. premiums for the original amount of coverage continued to be paid during this extension of coverage.

  During this accommodation, premiums paid were to be based on the impacted employees’ earnings immediately prior to temporary layoff, furlough, or unpaid leave of absence. Further, any benefits that became payable during this accommodation were to be based upon the impacted employee’s earnings immediately prior to temporary layoff, furlough, or unpaid leave of absence.

  This accommodation did not constitute an amendment to the Group Contract. We also stated that for any temporary layoff, furlough, and unpaid leave of absence that begins after August 31, 2020, this accommodation would cease and not be in effect. Therefore, beginning September 1, 2020, this accommodation has ceased and you should again follow the timelines and terms of the Group Contract for any employee on a temporary layoff, furlough, or unpaid leave of absence that begins on or after September 1, 2020. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements. Permanent layoffs will still follow the timelines in the Group Contract.

  Can Prudential share information with employers regarding individual claims for COVID-19?

  Prudential takes the privacy and confidentiality of personal health information seriously. For insured coverages, we are unable to share information regarding individual claims for COVID-19, including claims by division, department or location. For customers with self-insured benefit plans coverages, we may be able to provide more specific details, upon request, provided such information will be used for administration of the self-insured benefit plan. For both insured coverage and self-insured benefit plans, we may be able to provide aggregate, deidentified COVID-19 data for trending and analysis.

  What other programs or benefits are available for my employees due to COVID-19?

  If an employee is ill, an employer may need to provide paid sick leave, depending on the jurisdiction where the employee works. Employees may also be eligible for statutory paid disability or medical leave if they are ill and unable to work due to COVID-19.

  We recommend employers consult their legal counsel to determine the programs and laws that may apply for their employees.

  If an employee who applies for disability insurance is required to submit an Evidence of Insurability form (EOI) for Long-Term Disability (LTD) and/or Short-Term Disability coverage, and the EOI shows the employee was diagnosed with, treated for or experiencing symptoms related to COVID-19, will the employee have their coverage declined?

  Any applicant being diagnosed with, treated for or experiencing symptoms related to COVID-19 with no recovery date at the time of EOI will warrant a decline for LTD/STD coverage. This is due to the potentially disabling symptoms of the virus (respiratory, malaise/fatigue, etc.). Applicants may be reconsidered upon full recovery from all symptoms.

  What is Prudential doing to extend grace periods for the payment of premiums? — Updated 7/9/20

  Prudential extended the premium payment grace period on all Group Insurance coverages for up to 90 days beyond the existing grace period. This grace period extension applied to premiums due between March 1, 2020 and June 1, 2020. Premiums due after June 1, 2020 should be remitted within the existing grace period. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements.

  How will Prudential handle renewals for customers with 500 or fewer lives?

  For any case with 500 or fewer lives with a scheduled renewal effective date between May 1, 2020 and September 1, 2020, we will extend the current rate guarantee for one year. For example, if the scheduled renewal effective date is July 1, 2020, the current rates will be extended until July 1, 2021. This accommodation applies to group Life, group Disability, and group Voluntary (Accident, Critical Illness, and Hospital Indemnity) insurance products.

  Helpful definitions:

  Quarantine helps protect the public by preventing exposure to people who have or may have a contagious illness. Quarantine separates and restricts the movement of people who were exposed to a contagious illness to see if they become sick. A quarantined Employee is restricted from their worksite and may or may not be ill or symptomatic. A quarantine can be initiated by state healthcare regulators, appropriate authorities such as the Centers for Disease Control (CDC) or by authorized personnel at the Employer worksite. An employee who is under quarantine may or may not be ill or symptomatic.

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   My organization partners with Prudential for group absence and FMLA. What do I need to know about the impact of COVID-19?

  In the event of a temporary company shutdown by an employer, will employees qualify for benefits or leave under the FMLA?

  Employers need to care for their employees through internal employer policies. Furloughs are not considered a disability and will not meet criteria for FMLA. We are monitoring the regulatory environment by individual state health departments and/or the department of insurance in the event changes occur.

  Under what COVID-19 related circumstances can an employee take FMLA leave?

  Certification by a healthcare provider is needed for an employee’s leave for his/her own serious health condition or to care for a family member. Quarantine alone would not meet the criteria for FMLA leave.

  How will Prudential inform customers of the impact COVID-19 related legislation may have on Prudential’s products and services?

  We have resources available including a webpage with information specific to the COVID-19 pandemic, a legislative monitor blog and a statutory paid leave website. Additional questions from employees should be directed to their employers or customer service. Employers can contact their Prudential Account Representative.

  What benefits are provided under the Families First Coronavirus Defense Response Act?

  The Families First Coronavirus Response Act creates emergency paid sick leave, as well as paid family leave in the case of school closures, for working families impacted by COVID-19. It does so by requiring employers with up to 500 employees to provide paid sick leave and paid family leave, while providing a refundable payroll tax credit to employers to cover 100 percent of the cost of wages. There is also a refundable income tax credit for self-employed individuals.

  Employers must offer two weeks (10 days) of paid sick leave for COVID-19-related reasons (existing leave offered can count towards the 10 days). If the sick leave is for an employee who is themselves sick or seeking a diagnosis, the benefit must replace all of the employee’s wages up to a maximum benefit of $511 per day. If an employee is caring for another individual who is sick, the benefit must replace at least two-thirds of the employee’s wages up to a maximum benefit of $200 per day. Our paid sick leave credit offsets 100% of employer costs for providing mandated paid sick leave. The credit also offsets, uncapped, the employer contribution for health insurance premiums for the employee for the period of leave.

  Employers must offer 12 weeks of paid family leave for an employee with a minor child in the event of the closure of the child’s school or place of care. The first 10 days are unpaid, but the employee can overlap this with the 10 days of paid sick leave. This benefit must replace at least two-thirds of the employee’s wages up to a maximum of $200 per day. Our paid family leave credit offsets 100% of employer costs for providing mandated paid family leave. The credit also offsets, uncapped, the employer contribution for health insurance premiums for the employee for the period of leave.

  What is Prudential doing to extend grace periods for the payment of premiums? Updated 7/9/20

  Prudential extended the premium payment grace period on all Group Insurance coverages for up to 90 days beyond the existing grace period. This grace period extension applied to premiums due between March 1, 2020 and June 1, 2020. Premiums due after June 1, 2020 should be remitted within the existing grace period. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements.

  Helpful definitions:

  Quarantine helps protect the public by preventing exposure to people who have or may have a contagious illness. Quarantine separates and restricts the movement of people who were exposed to a contagious illness to see if they become sick. A quarantined Employee is restricted from their worksite and may or may not be ill or symptomatic. A quarantine can be initiated by state healthcare regulators, appropriate authorities such as the Centers for Disease Control (CDC) or by authorized personnel at the Employer worksite. An employee who is under quarantine may or may not be ill or symptomatic.

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   My organization partners with Prudential for supplemental health benefits. How will COVID-19 affect these benefits?

  Are claims for COVID-19 eligible for benefits within Hospital Indemnity, Accident, or Critical Illness Coverage?

  Hospital Indemnity: If an insured is admitted or confined to a hospital due to COVID-19 and all other certificate requirements are met, the insured should submit a Hospital Indemnity claim for consideration by Prudential.

  Accident: Prudential’s group Accident contract does not provide a benefit for sickness or sickness-related losses, therefore any loss related to a sickness such as COVID-19 would not be covered under our Accident Contract.

  Critical Illness: COVID-19 is not listed as a covered condition under Prudential’s group Critical Illness contract, as such a loss related to COVID-19 would not be covered under our Critical Illness contract.

  If the Health Screening Benefit is included in a Critical Illness, Accident or Hospital Indemnity Insurance certificate, would the Health Screening Benefit be payable if someone received a laboratory screening test for COVID-19?

  The test for COVID-19 is not a covered screening for our Health Screening Benefit. We may provide benefits for COVID-19 testing, as necessary, to comply with any state or federal requirements.

  Will a quarantine be considered a confinement for the purposes of the Hospital Indemnity benefits?

  In order to have a payable claim for Hospital Indemnity coverage, the insured must be confined to the hospital as an inpatient, as defined in the contract.

  In order to comply with social distancing, some employees are working staggered/reduced schedules. What if this causes employees to drop below the minimum hours required for coverage? — Updated 2/10/21

  We understand that organizations may need to modify, stagger, or reduce employee schedules during the COVID-19 Pandemic, to accommodate social distancing requirements. Consequently, employees may only be scheduled to work less than the minimum number of hours to be eligible for coverage under your Group Contract. Between March 1, 2020 and December 31, 2020, Prudential extended coverage upon request for an employee working less than the minimum number of hours for coverage under the Group Contract for reasons other than sickness or injury to the later of: 1) December 31, 2020, or 2) the period set forth in the Group Contract, provided:

  1. the reduction in hours below the minimum required for coverage began between March 1, 2020 and December 31, 2020, and
  2. premiums for the original amount of coverage continued to be paid during this extension of coverage.

  During this accommodation, premiums paid were required to be based on the impacted employees’ earnings immediately prior to beginning to work less than the minimum number of hours to be eligible for coverage under the Group Contract. Further, any benefits that become payable during this accommodation were to be paid based on the impacted employee’s earnings immediately prior to beginning to work less than the minimum number of hours to be eligible for coverage under the Group Contract.

  This accommodation did not constitute an amendment to the Group Contract. We also stated that for any employee whose hours were reduced below the minimum for coverage beginning after December 31, 2020, this accommodation would cease and not be in effect. Therefore, beginning January 1, 2021, this accommodation has ceased, and you should again follow the eligibility requirements specified in your Group Contract for any employee whose hours were reduced below the minimum for coverage on or after January 1, 2021. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements. Permanent layoffs will continue to follow the timelines in the Group Policy.

  When will an employee’s Accident, Critical Illness, or Hospital Indemnity coverage end if that employee is temporarily laid off, furloughed, or placed on an unpaid leave of absence due to COVID-19? — Updated 2/10/21

  We understand this is a challenging time for your business/organization and we’re committed to helping employers and employees maintain coverage. Upon request, Prudential extended Accident, Critical Illness or Hospital Indemnity Insurance coverage for an employee on a temporary layoff, furlough, and unpaid leave of absence to the later of: 1) December 31, 2020, or 2) the period set forth in the Group Contract, provided:

  1. the temporary layoff, furlough, or unpaid leave of absence began between March 1, 2020 and December 31, 2020, and
  2. premiums for the original amount of coverage continued to be paid during this extension of coverage.

  During this accommodation, premiums paid were to be based on the impacted employees’ earnings immediately prior to temporary layoff, furlough, or unpaid leave of absence. Further, any benefits that became payable during this accommodation were to be based upon the impacted employee’s earnings immediately prior to temporary layoff, furlough, or unpaid leave of absence.

  This accommodation did not constitute an amendment to the Group Contract. We also stated that for any temporary layoff, furlough, and unpaid leave of absence that begins after December 31, 2020, this accommodation would cease and not be in effect. Therefore, beginning January 1, 2021, this accommodation has ceased, and you should again follow the timelines and terms of the Group Contract for any employee on a temporary layoff, furlough, or unpaid leave of absence that begins on or after January 1, 2021. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements. Permanent layoffs will still follow the timelines in the Group Contract.

  What is Prudential doing to extend grace periods for the payment of premiums? Updated 7/9/20

  Prudential extended the premium payment grace period on all Group Insurance coverages for up to 90 days beyond the existing grace period. This grace period extension applied to premiums due between March 1, 2020 and June 1, 2020. Premiums due after June 1, 2020 should be remitted within the existing grace period. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements.

  How will Prudential handle renewals for customers with 500 or fewer lives?

  For any case with 500 or fewer lives with a scheduled renewal effective date between May 1, 2020 and September 1, 2020, we will extend the current rate guarantee for one year. For example, if the scheduled renewal effective date is July 1, 2020, the current rates will be extended until July 1, 2021. This accommodation applies to group Life, group Disability, and group Voluntary (Accident, Critical Illness, and Hospital Indemnity) insurance products.

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   My organization partners with Prudential for group life insurance. What is the impact on how these benefits will be handled?

  Are there any exclusions in our Life Insurance Contracts for a pandemic or specifically an illness like COVID-19?

  No, there is no exclusion for a pandemic or paying a Life Insurance claim on a loss due to COVID-19. For AD&D, each claim will be considered, and benefits provided in accordance with the terms of the applicable Group Contract provision.

  What impact will a person being quarantined have on the Actively at Work Requirement under our Life Insurance Contract?

  Prudential will consider an eligible employee Actively at Work if the employee is:

  • Performing the employee’s job at their regular place of business; or
  • Quarantined and performing their job at the quarantine location; or
  • Quarantined and physically able to perform their job functions but can’t because their job can only be completed at work and they are still considered benefit-eligible.

  When will an employee’s Life Insurance coverage end if that employee is temporarily laid off, furloughed or placed on an unpaid leave of absence due to COVID-19? — Updated 2/10/2021

  We understand this is a challenging time for your business/organization and we’re committed to helping employers and employees maintain coverage. Upon request, Prudential extended Life Insurance coverage for an employee on a temporary layoff, furlough and unpaid leave of absence to the later of 1) December 31, 2020, or 2) the period set forth in the Group Contract, provided:

  1. the temporary layoff, furlough, or unpaid leave of absence began between March 1, 2020 and December 31, 2020, and
  2. premiums for the original amount of coverage continued to be paid during this extension of coverage.

  During this accommodation, premiums paid were to be based on the impacted employees’ earnings immediately prior to temporary layoff, furlough, or unpaid leave of absence. Further, any benefits that became payable during this accommodation were to be based upon the impacted employee’s earnings immediately prior to temporary layoff, furlough, or unpaid leave of absence.

  This accommodation did not constitute an amendment to the Group Contract. We also stated that for any temporary layoff, furlough, and unpaid leave of absence that begins after December 31, 2020, this accommodation would cease and not be in effect. Therefore, beginning January 1, 2021, this accommodation has ceased, and you should again follow the timelines and terms of the Group Contract for any employee on a temporary layoff, furlough, or unpaid leave of absence that begins on or after January 1, 2021. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements. Permanent layoffs will still follow the timelines in the Group Contract.

  In order to comply with social distancing, some employees are working staggered/reduced schedules. What if this causes employees to drop below the minimum hours required for coverage? — Updated 2/10/21

  We understand that organizations may need to modify, stagger, or reduce employee schedules during the COVID-19 Pandemic, to accommodate social distancing requirements. Consequently, employees may only be scheduled to work less than the minimum number of hours to be eligible for coverage under your Group Contract. Between March 1, 2020 and December 31, 2020, Prudential extended coverage upon request for an employee working less than the minimum number of hours for coverage under the Group Contract for reasons other than sickness or injury to the later of 1) December 31, 2020, or 2) the period set forth in the Group Contract, provided:

  1. the reduction in hours below the minimum required for coverage began between March 1, 2020 and December 31, 2020, and
  2. premiums for the original amount of coverage continued to be paid during this extension of coverage.

  During this accommodation, premiums paid were required to be based on the impacted employees’ earnings immediately prior to beginning to work less than the minimum number of hours to be eligible for coverage under the Group Contract. Further, any benefits that become payable during this accommodation were to be paid based on the impacted employee’s earnings immediately prior to beginning to work less than the minimum number of hours to be eligible for coverage under the Group Contract.

  This accommodation did not constitute an amendment to the Group Contract. We also stated that for any employee whose hours were reduced below the minimum for coverage beginning after December 31, 2020, this accommodation would cease and not be in effect. Therefore, beginning January 1, 2021, this accommodation has ceased, and you should again follow the eligibility requirements specified in your Group Contract for any employee whose hours were reduced below the minimum for coverage on or after January 1, 2021. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements. Permanent layoffs will continue to follow the timelines in the Group Policy.

  Will an employee who submits an EOI form for Life Insurance while diagnosed, treated or experiencing symptoms related to COVID-19 have their form declined?

  Being diagnosed, treated or experiencing symptoms related to COVID-19 alone will not cause declination of an EOI form to enroll for or increase Group Life Insurance coverage.

  When will any enrollment for or increase in the amount of employee Life Insurance coverage become effective if that employee is at home sick?

  If the employee is considered Actively at Work, the employee’s enrollment in Life Insurance coverage or increase in that coverage will become effective in accordance with the terms of the applicable Group Contract. If the employee is not Actively at Work, the effective date of coverage or the increase in coverage will be postponed until the employee returns to Actively at Work status.

  What if an employee is required to submit to a paramedical examination for Life Insurance coverage or an increase in that coverage, and is unable to complete that examination due to restrictions related to the COVID-19 pandemic?

  Employees generally have 60 days from notification that a paramedical examination is required to submit to that examination. If an employee is unable to complete the paramedical examination, Prudential will give the employee up to an additional 90 days to submit to that examination. Coverage will not become effective until the employee has satisfied the evidence of insurability requirements.

  What if Prudential requires medical records or other information from an employee’s doctor that cannot be obtained due to restrictions related to the COVID-19 pandemic?

  Health care providers are requested to provide medical records or other information within 60 days of Prudential’s request. If a health care provider is unable to provide the requested records or information, Prudential will give the health care provider up to an additional 90 days to provide the requested medical records or other information. Coverage will not become effective until the evidence of insurability requirements has been satisfied.

  Will an Accelerated Benefit Option claim be paid if an insured if diagnosed as suffering from COVID-19?

  Any claim for the Accelerated Benefits will be considered and a determination made in accordance with the terms of the applicable Group Contract.

  Will former employees have additional time to port or convert their Life Insurance coverage under the Group Contract?

  Regardless of when a former employee receives their notice of port or conversion rights, we will extend the time period to submit a port or conversion application along with the initial premium up to the later of: (1) the 92nd day from date coverage terminated; and (2) the time period in your Certificate Booklet. This accommodation does not constitute an amendment to the Group Contract and will cease as of August 31, 2020. For additional consideration please contact your Prudential Group Insurance Account Representative.

  Are there any exclusions in our Life coverage for a pandemic or specifically an illness like COVID-19 for dependents?

  No, there is no exclusion in the Life coverage for a loss due to a pandemic or an illness like COVID-19. Each AD&D claim will be considered, and benefits provided in accordance with the terms of the applicable Group Contract.

  Will the effective date of Life coverage on a dependent be postponed if the dependent is being quarantined?

  Prudential will not delay the effective date of coverage or an increase in coverage on a dependent, who is quarantined but not confined for medical care or treatment. However, if the dependent is quarantined or confined for medical care or treatment, including being diagnosed, treated or experiencing symptoms related to COVID-19, coverage or any increase in coverage will be postponed consistent with the Delay of Effective Date provision of the applicable Group Contract.

  Will a dependent who submits an EOI form for Life Insurance while diagnosed, treated or experiencing symptoms related to COVID-19 have their form declined?

  Being diagnosed, treated or experiencing symptoms related to COVID-19 alone will not cause declination of an EOI form to enroll for or increase Group Life Insurance coverage.

  What is Prudential doing to extend grace periods for the payment of premiums? Updated 7/9/20

  Prudential extended the premium payment grace period on all Group Insurance coverages for up to 90 days beyond the existing grace period. This grace period extension applied to premiums due between March 1, 2020 and June 1, 2020. Premiums due after June 1, 2020 should be remitted within the existing grace period. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements.

  How is Prudential handling Business Travel Accident (BTA) premium during the travel bans?

  BTA rates are established at time of sale and/or renewal. These rates are generally valid for one year. At this time, Prudential is not offering a refund of premium on BTA policies. We will adjust time frames or requirements, as necessary, to comply with any state or federal requirements.

  How will Prudential handle renewals for customers with 500 or fewer lives?

  For any case with 500 or fewer lives with a scheduled renewal effective date between May 1, 2020 and September 1, 2020, we will extend the current rate guarantee for one year. For example, if the scheduled renewal effective date is July 1, 2020, the current rates will be extended until July 1, 2021. This accommodation applies to group life, group disability, and group voluntary (Accident, Critical Illness, and Hospital Indemnity) insurance products.

  Helpful definitions:

  Actively at Work Requirement for Life Insurance Contract: A requirement that you be Actively at Work on a full-time basis at the Employer's place of business or at any other place that the Employer's business requires you to go. You are considered Actively at Work during a normal vacation if you were actively at work on your last regularly scheduled workday. If you are actively working from a remote location, such as a home, this is considered Actively at Work, as long as you are performing the function of your job.
  
  Delay of Effective Date for Life Insurance Contract: Insurance under a Coverage will be delayed if the person being covered does not meet any Active Work Requirement on the day such Insurance would otherwise begin. Instead, such Insurance coverage will begin on the first day the person being covered meets the Active Work Requirement and the other requirements for the insurance. The same delay rule will apply to any increase in Insurance coverage that is subject to this section. If the person being covered does not meet the Active Work Requirement on the day that an increase would take effect, the increase in Insurance coverage will take effect on the day the person being covered meets that requirement.
  
  For Dependent Term Life Coverage: A Qualified Dependent may be confined for medical care or treatment, at home or elsewhere. If a Qualified Dependent is so confined on the day that your Dependent’s Insurance under a Coverage for that Qualified Dependent, or any increase in that insurance that is subject to this section, would take effect, it will not then take effect. The insurance or increase will take effect upon the Qualified Dependent's final medical release from all such confinement. The other requirements for the insurance or increase must also be met.

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   Does Prudential have other resources to help my workforce?

  Vocational rehabilitation services for group disability customers

  Our Vocational Services team continues to provide critical resources to help customers adapt to the changing environment. While the current health situation has significantly altered the employment landscape in obvious ways and in those yet to be anticipated, we continue to be focused on the well-being of our claimants both now and in the future.

  We are here to help ensure claimants—who are engaged in a return-to-work effort—are able to leverage our services to help prepare for returning to their workplace or starting new in a similar industry. Our team can help workers navigate the new virtual hiring experience as well as the more traditional experience when the job market opens more broadly. This includes those helping those workers who are unable to participate in a return-to-work plan due to having a compromised immune system or other risk factors. By staying current on the labor market and impact of COVID-19 across industries, we are well positioned to collaborate on effective strategies that adapt to the changing environment.

  Our Case Management services include:

  • Vocational Counseling, with:
    • Telephonic job placement if possible, depending on claimant’s skills set relative to the active labor market
    • Support for online training and skill development
    • Focusing on job seeking skills in preparation for labor markets opening back up, including Mock Interviewing, Resume development, and Upgrading computer skills
  • Return-to-Work services that help ensure:
    • Accommodations adhere to the organization’s workplace policies
    • Any appropriate COVID-19-related policies are in place
    • OSHA guidelines and standards https://www.osha.gov/Publications/OSHA3990.pdf are applied

  Information on Federal Return to Work Guidance for a workforce impacted by COVID-19

  Many employers question what return to work protocol they should be using for employees impacted by COVID-19. The Centers for Disease Controls (CDC) advises that there are two strategies employers can consider. Which strategy to use is based on the organization’s needs, their workforce population and business circumstances. The decision whether to apply CDC guidelines is solely that of the organization.

  Current guidelines recommended by the CDC for healthcare providers include:

  • Resolution of fever without the use of fever-reducing medications and
  • Improvement in respiratory symptoms (e.g., cough, shortness of breath), and
  • Negative results of an FDA Emergency Use Authorized molecular assay for COVID-19 from at least two consecutive nasopharyngeal swab specimens collected ≥24 hours apart (total of two negative specimens) Non-test-based strategy. Exclude from work until:
  • At least 3 days (72 hours) have passed since recovery defined as resolution of fever without the use of fever-reducing medications and improvement in respiratory symptoms (e.g., cough, shortness of breath); and,
  • At least 7 days have passed since symptoms first appeared

  If healthcare providers were never tested for COVID-19 but have an alternate diagnosis (e.g., tested positive for influenza), criteria for return to work should be based on that diagnosis.

  Information on Guidelines is based on information from the Centers of Disease Control and are subject to change as information is updated by the CDC and OSHA.

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   How can I stay on top of legislative changes that might have an impact on my benefits program?

  Our Legislative Monitor provides the latest info you need to know.

  • View our Coronavirus (COVID-19) Legislative Updates Webinar to hear more about the recent changes.
  • View our COVID-19: Federal & State Paid Leaves Series Recorded Webinar, April 15, 2020 Edition – Legislative Updates & Employee Wellness to hear more on the recent changes and impacts to employee well-being.
  • View a Legislative Summary PDF opens in new window for updated Federal FMLA legislation, NY PFL/DBL/PFL law, and NJ FLA/FLI/TDB law.

  How does the Department of Labor’s Employee Benefits Security Administration’s (EBSA) Rule (the “Rule”), extending certain timeframes for employee benefit plans, participants, and beneficiaries affected by the COVID-19 outbreak, impact my coverage with Prudential? Updated 5/17/21

  In light of the presidentially-declared National Emergency due to COVID-19, and consistent with regulatory guidance, Prudential will disregard the period beginning when the claimant is first eligible for relief (as early as March 1, 2020) until the end date described below as part of the period an individual would have to submit their claim or appeal. In effect, this extends the time period allowed to submit a claim or appeal by not counting the days in the disregarded period towards the submission timeframe.

  Recent guidance clarifies the claimant’s disregarded period ends on the earlier of (1) 60 days following the announced end of the National Emergency (the end of the “Outbreak Period”) or (2) one year from the date of the claimant’s eligibility for relief. In no case will a disregarded period exceed 1 year.

  We will apply the Final Rule to all Group Disability, Life, Accidental Death and Dismemberment, Business Travel Accident, Accident, Critical Illness, and Hospital Indemnity plans.

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