Wanted to confirm the best way to manage these events in benefits.
We want to enforce employee to choose a med plan, even it it's waive and they provide proof of coverage. I was going to create a new med plan called 'End Term', or similar and have this be the default plan w the life events termination/resignation. Will have to do this w Medical, Dental, Vision and Life. These are the only plan types in the program.
Is there a better way to 'unenroll' a person from all benefits when managing termination/resignation?