Faculty & Staff

Benefits

• 2013 Open Enrollment
• Health Insurance 2013
  • Anthem Buy-Up
  • Anthem  Core
  • Anthem Lumenos CDHP/HSA
• Provider Contacts
• Health Reform
• Benefit Forms
• Other Insurance Benefits
  • Dental Insurance
  • Vision Insurance
  • Flexible Spending Accounts
  • Long-Term Disability
  • Short-Term Disability
  • Group Life Insurance
  • Voluntary Life Insurance
  • Provider Contacts
• Employee Wellness Programs
  • Time to Get Fit
  • Anthem Wellness
• Additional Benefits
  • Paid Time Off
  • Leaves of Absence (FMLA, Personal)
  • Worker's Compensation
  • Retirement Savings Plan
  • Employee Assistance Program
  • Work-Life Resources
  • Summer Flex
• Annual Notices

Resources

• Office of the ADA Coordinator
  • ADA Coordinator Home Page
  • ADA Coordinator FAQs
  • Faculty, Staff, & Student Worker Accommodation Process
 


Policies

University Handbook

Human Resources

Benefits Staff Contact Information Directions to HR

Changes in Health Benefits for 2013

The University held meetings for employees from October 19 through October 25, 2012, to explain the challenges of the current health renewal and related changes being made. Highlights of the changes affecting active employees include:

• Medical premiums are increasing significantly this year due to the plans’ high claims expense.     
• The effect of the medical plan increases on each employee will vary widely depending on the plan chosen, salary level, and coverage tier (single, employee/child(ren), employee/spouse, family). Keep in mind that higher medical contributions that are pre-tax are partly offset by tax savings.
• Some plan design features are changing, primarily to the Anthem Blue Access Core PPO Plan (“Core Plan”).
  • Urgent Care and Emergency Room copayments increase in both the Core and the Anthem Blue Access Buy-Up PPO plans (“Buy-Up Plan”).
  • In the Core Plan, there are also changes to the deductible, office visit copayment, and maximum out-of-pocket.
  • There are no changes to the prescription drug copayments in either plan.
  • There are no changes to the Lumenos Consumer-Driven Health Plan with Health Savings Account (“CDHP/HSA").
  • The University’s contribution method for medical premiums will change. Currently, the University pays 75% of the Buy-Up Plan premiums and then contributes that exact same amount to the other two plans. Beginning with premiums for January, 2013, the University will contribute 80% of the Core Plan and then contribute that same amount to the other two plans.
• The University will make an extra contribution for those employees who make under $38,000 a year ($3,166.67 per month or $19.49 per hour) and who choose either the Core PPO Plan or the Lumenos CDHP/HSA Plan. For these employees, their contribution from the University will be 83% of the Core Plan. This extra contribution will not apply if an employee making under $38,000 a year selects the Buy-Up PPO Plan.
• The University will also change its contribution to the dental plan – from the current 75% to 80% of the premium.
• The dental plan premiums decrease by 4% for 2013.
• The dental plan will be “unbundled” from medical. Until now, employees selecting medical had to also take dental coverage—and employees wanting dental coverage had to also take medical coverage. Now separate decisions can be made about these two benefits.
• There will not be a portion of the medical premium charged for post-retirement.
• Due to Welborn’s decision to leave the healthcare market, employees in Welborn plans will need to choose an Anthem plan for 2013.
• As required by the Affordable Care Act, the flexible spending account for medical has a lower annual maximum of $2,500 beginning in 2013. There is no change to the flexible spending account for dependent care which continues to have an annual maximum of $5,000.
• Based on IRS guidelines, the Health Savings Account maximums increase in 2013 to $3,250 for individuals and $6,450 for family coverage.

New Choices Affecting Retirees in 2013

Effective January 1, 2013, rates are increasing for all health plans but two changes will also give retirees more choice:

• Two medical plans are options for retirees: Anthem Blue Access Buy-Up Plan (“Buy-Up Plan”) and Anthem Blue Access Core Plan (“Core Plan”). Both plans’ coverage for prescription drugs is certified as an equivalent provider for Medicare Part D coverage. In the past, we encouraged retires to choose the Buy-Up Plan; now, with the same certification occurring for both plans, retirees, including those over age 65, are welcome to choose either the Buy-Up or Core Plan.
• Dental coverage will now be offered as a stand-alone plan. You may drop your dental coverage during the open enrollment period if you so desire.
• As always during open enrollment, you may also change your current medical insurance from the Buy-Up Plan to the Core Plan or vice versa and you may drop dependents from your medical or dental coverage.

Changes You Can Make at Open Enrollment

At Open Enrollment, eligible employees can make changes that will take effect January 1, 2013, including:

• Apply for medical or dental insurance coverage.        
• Change your current medical or dental insurance plan.
• Add or drop dependents on your medical or dental insurance coverage.
• Enroll in or make your annual election to your Health Savings Account (only available if you have the Lumenos Consumer-Driven High Deductible Health Plan or CDHP).
• Enroll in or make your annual election to the flexible benefit plan for health or dependent care.
• Enroll in, drop or change coverage in the voluntary supplemental life insurance program.
• Enroll in, drop or change coverage in the voluntary vision plan.
• Enroll in the voluntary short-term disability plan for partial income replacement when you have a disability. (Late enrollment penalties may apply.)

Health Reform Changes

Since 2011, all University Health Plans incorporated required and voluntary Health Reform changes including: (1) coverage for enrollees’ children to age 26, even if the young adult no longer lives with his or her parents, is not a dependent on a parent’s tax return, or is no longer a student, or is married; (2) no pre-existing condition exclusions for children under age 19; (3) no lifetime maximum benefit; (4) 100% coverage for preventative care for federally designated services.

Effective January 1, 2013, the University is amending its Flexible Benefit Plan (under Section 125) that allows for flexible spending accounts for health expenses to lower the maximum annual contribution to $2,500, as required by the Affordable Care Act.

Also in 2013, the University’s medical plan information for each Anthem plan is provided in the new format required by the Affordable Care Act. Called the Summary of Benefit Coverage (SBC), this common format will be especially helpful to those who compare medical coverage options between two spouse’s employers.

Flexible Spending Account Benefit Change

Effective January 1, 2013, the maximum annual contribution to a Flexible Spending Account for health expenses is lowered to $2,500 as required by the Affordable Care Act. Flexible Spending Accounts for dependent care expenses are unchanged and still have an annual maximum of $5,000.

Since January 1, 2011, the cost of over-the-counter medicines are not reimbursable through your Flexible Spending Account for medical expenses unless the medicine is prescribed by a physician. Some exceptions, like insulin, apply.

Changes to Health Savings Account Maximums

Effective in 2013, per IRS guidelines, Health Savings Account maximums increase to $3,250 for individuals and $6,450 for family coverage.