Ongoing Eligibility
Standard Measurement Period
For each plan year (January 1 through December 31) there will be a 12-month standard measurement period before the year begins. The standard measurement period for each plan year will end on October 3 immediately preceding the first day of the plan year. For example, for the 2018 plan year, the standard measurement period will begin on October 4, 2016 and end on October 3, 2017.
If you are a regular part-time employee working at least 20 hours per week or a regular full-time employee working at least 40 hours per week, you will remain eligible for benefits as described in the Eligibility section of the SPD.
If you are a regular employee working less than 20 hours and are credited with at least 40 hours per week during the standard measurement period, you will be eligible for medical and prescription coverage as a regular full-time employee for the immediately following plan year. Similarly, if you are a regular employee working less than 20 hours per week who is credited with at least 30 hours per week during the standard measurement period, you will be eligible for medical and prescription coverage as a regular part-time employee for the immediately following plan year.
If you are a direct temporary employee, variable hours employee, or seasonal employee and are credited with an average of at least 30 hours per week during the standard measurement period, you will be eligible for medical and prescription drug coverage for the immediately following plan year and your contribution rate will be based upon whether you are full-time or part-time during the standard measurement period. If you satisfy the minimum hour requirement during the standard period measurement period, you will be notified after the measurement period ends and will be provided with the opportunity to enroll in coverage for the immediately following plan year.
Transfers
If you transfer to a position that causes you to become eligible for additional plan benefits or qualifies you for a lower medical contribution rate, you will be offered the additional coverage and the more favorable contribution rate immediately upon your status change. Conversely, if you transfer to a position that would ordinarily no longer qualify you for certain benefits, you will continue to be eligible for medical benefits based on your status before the transfer for the balance of the stability period or plan year if you are an eligible employee. However, your employee contributions will adjust to part-time amounts if you drop below 40 hours.
Breaks in Service
If you have a break in service (for example, due to termination of employment or the taking of a non-FMLA leave) during which you are not credited with any hours of service for at least 13 weeks, you will be treated as a new hire upon resumption of service. If the break in service is less than 13 weeks and you were enrolled in coverage and return during the same stability period or plan year, the coverage will be offered as soon as administratively practicable upon resumption of service. Further, you will be treated as a continuing employee upon resumption of service for purposes of any applicable measurement period.
The applicable service area is described in the "Definitions" section of the Evidence of Coverage for your plan. Special rules apply if you live or move outside of the service area after you enroll as described in the "Premiums, Eligibility and Enrollment" section of the applicable Evidence of Coverage.
Dependents
Eligible dependents include:
  • Your spouse
  • Your domestic partner. Note: registered domestic partnerships are not subject to any requirements for proof of relationship or waiting periods applied to domestic partnerships that are not also applied to marriages. For purposes of Stryker's benefit plans, a domestic partnership is defined as:
    • A same-sex or different-sex couple who has registered with any state or local governmental domestic partner registry.
OR
    • A domestic partnership that meets all of the following requirements for the immediately preceding 12 months:
      • Is at least age 18 and mentally competent to enter into a legal contract when the domestic partnership began.
      • Is your sole domestic partner in a committed relationship and intends to remain so indefinitely.
      • Has not had another domestic partner within the prior 12 months.
      • Has not been a party to a divorce or annulment proceeding in at least 12 months.
      • Is not related to you in a way that would prohibit a legal marriage.
      • Is not legally married to anyone else, and any prior marriages have been dissolved through death, divorce or nullity.
      • Shares a household with you that is the primary residence of both of you (although you may live apart for reasons of education, healthcare, work, or military service).
      • Shares joint responsibility with you for each other's basic living expenses incurred during the domestic partnership.
  • Your or your spouse's (or domestic partner's) unmarried children through the end of the month in which they turn age 26
  • Other unmarried dependent persons (but not including foster children) who meet all of the following requirements:
    • They are under age 26
    • They receive all of their support and maintenance from you, your spouse or your domestic partner
    • They permanently reside with you
    • You or your spouse (or domestic partner) is the court-appointed guardian (or was before the person reached age 18) or the person's parent is an enrolled dependent under your family coverage
Dependents who meet the dependent eligibility requirements except for the age limit may be eligible if they meet all the following requirements:
  • They are incapable of self-sustaining employment because of a physically or mentally disabling injury, illness or condition that occurred prior to reaching the age limit for dependents;
  • They receive 50% or more of their support and maintenance from you, your spouse or your domestic partner; and
  • You provide proof of their incapacity and dependency within 60 days after such proof is requested.
For purposes of determining eligibility under the Kaiser HMO option, the term "child" includes your (or your spouse's or domestic partner's) biological child, legally adopted child, a child placed for adoption, a stepchild or a child who is required to be covered under the Stryker Corporation Welfare Benefits Plan by a qualified medical child support order (QMCSO). See Your Rights and Responsibilities in this Stryker Benefits Summary for more information regarding QMCSOs.
If both you and your spouse or domestic partner work for Stryker, you may not be covered under the plan both as an employee and a dependent nor may you be covered under any other Stryker-sponsored plan if you are enrolled in this plan. Any eligible children of two Stryker employees may be covered as dependents by only one parent.
Note: The dependent eligibility requirements and age limitations discussed here apply only to the Kaiser HMO option. Other options may have other requirements. Please see "Dependents" in the Participating in Healthcare Benefits section for those requirements.
When Coverage Begins
If you enroll when you are first eligible, your coverage under the plan begins immediately as of your date of hire. If you are re-hired after a break in service, coverage begins immediately on your date of hire.
A newly eligible child, spouse or domestic partner will be covered immediately if you contact your Benefits representative and complete necessary paperwork to enroll him or her within 30 days of the date of birth or marriage or the date the child joined the family.
For a newborn child, coverage is effective from the moment of birth. However, if you do not enroll the newborn child within 30 days, the newborn is covered for only 31 days (including the date of birth).
When Coverage Ends
Coverage for you and your dependents under the Stryker Corporation's Welfare Benefits Plan ends on the following dates:
  • The date you leave Stryker, fail to pay required coverage contributions or otherwise become an ineligible employee.
  • The date you drop coverage due to a qualifying life event
  • If you elect to drop healthcare benefits during annual enrollment, coverage ends on the December 31 following the annual enrollment period
Dependent coverage ends:
  • On the date your coverage ends
  • On the last day of the month in which the dependent child turns age 26
  • On the date your dependent ceases to qualify as a dependent under the plan
  • In the case of your spouse, the date of divorce
  • In the case of your domestic partner, the date you submit an affidavit terminating the partnership
If coverage under the plan ends, you or your dependents may be able to choose COBRA continuation coverage. For more information, see "COBRA: Continuing Healthcare Coverage" in the Participating in Healthcare Benefits section of this Stryker Benefits Summary.
COBRA Coverage for Domestic Partners
Although not required by COBRA law, under the Stryker Plan, a covered domestic partner has the same COBRA rights as a spouse under the Kaiser Permanente HMO option. Termination of the domestic partner relationship is treated in the same manner as divorce. For more information about COBRA coverage, see "COBRA: Continuing Healthcare Coverage" in the Participating in Healthcare Benefits section of this Stryker Benefits Summary.
Medical Benefits
For specific and detailed information about the medical benefits offered under the Kaiser Permanente HMO option, refer to the Evidence of Coverage for your plan.
You may also refer to a Benefit Summary for an overview of your plan's benefits:
Prescription Drug Benefits
The Kaiser Permanente HMO option provides benefits for covered prescription drugs, including contraceptives, insulin and diabetic supplies. Specific information is set out in the "Outpatient Prescription Drugs, Supplies and Supplements" section of the Evidence of Coverage for your plan.
Claim Procedures
Information about filing claims for benefits is set out in the "Requests for Payment or Services" section of the Evidence of Coverage for your plan. Kaiser Permanente is the fiduciary for purposes of deciding claims for benefits under this healthcare option.