Frequently Asked Questions

Vacation time accumulates while an employee is in paid status. For a maternity leave, an employee will continue to accumulate vacation when using Parental Leave and Short-Term Income Replacement (ie, 10 of the 12 weeks for a normal delivery). That leaves 2 weeks during which the employee would not accrue vacation time while on FMLA for a normal delivery without complications.

Anthem covers services from a certified Doula during birth (not including the pre and postpartum periods).  Please see this knowledge base article for details.  Also, Summus can be a helpful tool in your search to find the right Doula for you!

You can find more information about the medical insurance plan options in this knowledge base article. Additionally, the benefit guidebook and comparison chart will provide further information about what is covered by each plan.

That's correct.  A breast pump is considered Durable Medical Equipment. As such, the cost is covered by most medical plans, including all of Notre Dame’s medical plans offered through Anthem (1 pump per pregnancy).  See the Lactation Support page for more information on how to request a breast pump.

Hospital indemnity insurance through Voya can only be elected during open enrollment.  If you know you will be giving birth in the following calendar year, you can consider electing this benefit during the open enrollment period.  If this will be your first child, you can elect invididual or individual plus one (spouse) coverage.  If this will be your second child (or beyond), you can elect family coverage (individual, spouse, child).  With family coverage, the new baby would be covered upon birth, just as another child would be. 

For example, if an employee is enrolled in individual coverage or individual plus one coverage, the mother would receive a benefit of $1000 for admission and $100 daily (starting on day 2) for the length of her confinement (up to 30 days).  The baby would receive a one-time benefit of $100.  If an employee is enrolled in family coverage, the mother would receive $1000 for admission and $100 daily (starting on day 2) and the baby would also receive $1000 for admission and $100 daily (starting on day 2) for the length of their confinement (up to 30 days).  

Please see the Knowledge Base article for further details about this benefit.

A dependent care flexible spending account (FSA), allows an employee to put aside dollars income tax-free for the care of children under 14 or for dependent adults who can't care for themselves. Each household can contribute up to the IRS-allowed maximum. Your account is funded by payroll deductions before taxes, thus reducing the amount of your income that is subject to taxes.  Check out this website for more information on dependent care FSAs.

Per the Anthem website, you must provide supporting documentation that includes the date of service, care recipient name, provider name and address, services rendered, and amount billed. Detailed provider statements and explanation of benefits are typically acceptable forms of documentation. Credit card receipts are not sufficient. If you are filing a claim against your dependent care flexible spending account, please remember to include the SSN or Tax ID of your provider on the documentation you are submitting. See this article for further details.