First of all, if you are pregnant and expecting soon, make sure the necessary “phone calls” have been made for pre-authorizing your hospital stay for the birth of the child.  This may be taken care of for you, but it never hurts to ask your doctor’s office if this has been or will be done. 

Also, make sure you get your new child added on to your insurance coverage as soon as possible – you may even want to start the process prior to the birth or adoption placement.  You have 31 days from the date of birth or adoption date to get your new dependent added for coverage.

If you are participating in the Flexible Spending Account/Dependent Care Account, you may also now choose to increase your contribution to this account due to your change in status with the addition of a new child.

Also, you may wish to review and consider the number of exemptions you are claiming on your W-4.

Find the necessary forms to be completed at the bottom of this page to be submitted to the appropriate insurance companies and/or administrators.

One other note, if your employer has 50 or more employees, and if you have worked for this company for at least twelve continuous months and have logged more than 1250 hours during that time, you may be eligible to take advantage of the Family and Medical Leave Act (FMLA).  This federal law provides up to 12 weeks of unpaid, job-protected leave if you are either the mother or the father of the newborn.  Although it is unpaid leave, your benefits would continue at the same costs and contribution levels from your employer as if you were actively at work.  Contact your Benefits Department for more information on this topic.