Benefits at a glance
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Some benefits are expanding (dental), some co-pays are going down (medical), and some providers are changing (Employee Assistance Plan and hospital indemnity). This, even as costs to the college are rising.
During the first six months of the plan year (July 1-Dec. 31, 2009), employees wanting to keep the discounted rates must:|
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> Assess Your Health with Simple Steps To A Healthier Life® |
Either complete a second online Healthy Living program or earn a minimum number of individual points (450) in the fall Wellness Challenge (slated to start in October).
Want discounted insurance rates? Read this update
As most employees know by now, one of the wellness activities needed for those wanting the discounted medical rates is to take the online Health Risk Assessment and complete at least one recommended Healthy Living program.
Please note that Aetna is making some changes to the Healthy Living programs in mid-August. You may want to wait until then to start your online Healthy Living program.
However, do NOT delay taking your confidential Health Risk Assessment.
Here are the details and your options:
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Aetna is updating the current online Healthy Living programs as of August 15. Any work on a Healthy Living program must be started at least six weeks before August 15 – otherwise, it will be lost when the new system comes online (and you won’t be given credit for completing it).
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That means you must start your Healthy Living program no later than July 6.
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Another option: Delay starting a Healthy Living program until after August 15.
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Either way, the program will rely on answers given via the confidential Health Risk Assessment (which must be done soon, as summarized below).
And now, a recap of what’s NOT changing:
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The confidential Health Risk Assessment (HRA) is not affected by the August 15 deadline.
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The confidential HRA only needs to be done once (by June 30 if you already have Aetna, by July 31 if you’re joining Aetna as of July 1).
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During the first six months of the plan year (July 1-Dec. 31, 2009), employees wanting to keep the discounted rates must: 1) complete one online Healthy Living program recommended as a result of the confidential HRA; and 2) either complete a second online Healthy Living program or earn a minimum number of individual points (450) in the fall Wellness Challenge.
Healthy Living programs are tailored for every employee, according to that employee’s needs and physical abilities. Healthy Living programs cover a variety of subjects, ranging from Alcohol Awareness to Stress-Relief to Healthy Heart.
If you already have Aetna coverage, don’t delay taking your Health Risk Assessment. To get started, click here: Health Risk Assessment.
Medical coverage
Although medical claims continue to rise, SPC is doing its best to minimize the impact on employees. Here are some key details:
- No change in co-pays for doctor visits;
- No change in co-pays for prescriptions;
- NEW! reduction in co-pay for short-term rehabilitation such as physical, speech and occupational therapy -- from $45 per visit to $30;
- NEW! reduction in co-pay for chiropractic visits, from $45 per visit to $30;
- NEW! Quit Tobacco program added at no cost to employees (includes one-on-one assistance) through Aetna;
- The drug Chantix, an aid for smoking cessation, can be reimbursed with your Flexible Spending Account (FSA) funds if you have an FSA account — even though it is not an approved drug with Aetna at this time; and
- NEW! increasing (from 20 to unlimited) the number of visits related to mental health and substance abuse.
Get the details on SPC's Aetna Health Benefits.
Dental coverage
Since the college added this group dental benefit in 2008-09, employees and their families have benefited. The self-funded dental plan, modeled after SPC’s self-insured medical plan, gives employees access to a PPO (Preferred Provider Organization) plan.
Employees have a wide range of choices, including the ability to see licensed dentists in or out of the Aetna network. In addition:
- The PPO plan includes orthodontic coverage;
- Employee-only coverage (for full-time employees) is paid for by the college
- Employee-only dental coverage for full-time employees will continue to be paid for by the college (for part-time employees, the college pays half the cost of the employee-only coverage).
- Employee+1 and employee+family rates for the PPO will continue to be the same as those paid under the 2007-08 DMO plan;
- NEW! dental implants will be covered;
- NEW! white fillings will be covered; and
- NEW! an increase from 2 to 4 routine teeth cleanings per year.
Get the details on SPC's dental insurance. (pdf)
On campus information sessions June 8-18. Enroll online June 8-19. |
Employee Assistance Plan
NEW! SPC's Employee Assistance Plan (EAP) will be administered by a new provider, Corporate Care Works (CCW), which also serves employees of Pinellas County Schools, the City of Largo and Bayfront Medical Center, offers programs that are tailored to the needs of employees and their eligible family members, including:
- Free in-person counseling sessions (up to six per problem situation per year);
- Helping employees and their families coping with stress, family problems, conflicts, alcohol/drug problems, and any other personal concern that can adversely affect productivity; and
- Referrals to appropriate childcare, eldercare, legal, financial and community services for each employee and eligible family members requesting such assistance.
SPC reimbursement benefits
Vision reimbursement
NEW! Higher vision reimbursement rate – going from $100 to $175. This reimbursement is offered to all budgeted employees and their dependents, regardless of whether the employee has medical coverage through the college. Covered expenses include vision exam, frames, repair of frames, lenses, and contact lenses. The reimbursements are based on years of budgeted service. For employees with less than 10 years of budgeted service, the reimbursement is every 24 months; for employees with 10 or more years of budgeted service, the reimbursement is every 12 months. The $175 is the combined total reimbursement allowed for the employee and all dependents.
Cancer/dread disease reimbursement
Designed for SPC budgeted employees, dependents, and surviving spouses who are covered by one of the college’s health insurance plans, this offers reimbursements for out-of-pocket expenses related to a cancer or dread disease. The plan annually covers 100% of covered medical co-pays, up to the $1,500 annual out-of-pocket maximum under the Aetna health insurance plans (because anything beyond that is paid by the college through Aetna). It also covers 100% of covered prescriptions, up to the maximum lifetime reimbursement of $25,000 for both medical and prescription expenses. Get the details on SPC's cancer/dread disease reimbursement plan. (pdf)
Term life insurance
Offered by Aetna, the college provides budgeted employees with life insurance valued at the employee’s base salary. Employees may pay for increased coverage as well as coverage for spouses and eligible children. A medical questionnaire may be required for underwriting purposes.
Get details on SPC's term life insurance. (pdf)
Cancer insurance
A voluntary benefit through Allstate Workplace Division. Benefits are paid directly to the employee or covered dependent with a diagnosis of cancer or other specified dread disease(s). Coverage is portable if you leave SPC.
Get details on SPC's cancer insurance. (pdf)
Hospital indemnity insurance
A voluntary benefit from Continental Insurance that is offered through Custom Benefit Services, it provides benefits directly to the hospitalized employee or covered dependent. Enrollment for this cannot be done online through e-benefits. To download the enrollment form, click on hospital indemnity insurance. Send the completed for to Human Resources.
Get details on SPC's hospital indemnity insurance. (pdf)
Accident indemnity insurance
A voluntary benefit from Allstate Workplace Division (offered through Custom Benefit Services), this provides a cushion to help cover medical expenses and living costs when one is hurt unexpectedly.
Enrollment for this cannot be done online through e-benefits. To download the enrollment form, click on accident indemnity insurance. Send the completed for to Human Resources.
Get details on SPC's accident insurance. (pdf)
Auto insurance
A voluntary benefit paid by the employee only, this is through Liberty Mutual.
NEW! Business Accident Forgiveness, called the Exceptional Five Advantage, offers qualified new customers immediate accident forgiveness. Under this, one’s premium would not go up due to a first accident (some requirements apply).
Disability insurance
A voluntary benefit through Assurant (FALCO Companies) providing short- and long-term disability income.
NEW! For SPC employees who sign up as new clients of Assurant during the college’s Open Enrollment period in June, Assurant is waiving the medical questionnaire requirement. This is for up to $3,000 monthly benefit maximum, not to exceed 60 percent of the employee’s salary.
NEW! SPC employees who already have Assurant disability insurance will be able to increase their monthly benefit to $3,000 (not to exceed 60 percent of the employee’s salary) without evidence of insurability.
Get details on SPC's disability insurance.
Benefits open enrollment is all online
Signing up for your benefits is easier this year. It’s all online. Beginning on June 8, use our step by step instructions (pdf) to:
» view your current benefit elections
» keep the same coverage without changes
» add, drop or change any type of coverage for yourself or your dependents
Another bonus of this process is that all budgeted employees — including those in positions that have not required such access — will have network user ID’s as well as e-mail addresses.
From the convenience of their home computer (or a computer available at any campus library) employees will be able to review what they have had during the 2008-09 year and decide what, if any, changes they want to make.
NOTE: All SPC employees will soon have e-mail addresses and network access. If you have not received this information, please contact the Technical Help Desk at 791-2795.
The period during which you can make any changes/additions to your coverage is June 8-19. If you elect to make benefit/insurance changes, they will take effect July 1.
On campus information sessions June 8-18. Enroll online June 8-19. |
On campus information sessions
Ask questions, meet with vendors, certify you’re a non-smoker
The on-campus information sessions (June 8-18) are not for turning in paperwork (that’s done electronically).
It is, however, a time to ask questions and, for those wishing to pay the discounted medical rate, take the Non-Smoker Verification Screening.
The Non-Smoker Verification Screening takes less than 1 minute and simply involves blowing into a device that shows whether you have carbon monoxide in your system. (See related story for more details)
Information Session Schedule
| Dates | Times | Campus | HR/vendor location (no appt. needed) |
Non-smoker screening (Sign up above) |
| Monday, 6/8 | 10 a.m. to 4 p.m. | HEC | Teaching Auditorium | 187 |
| Tuesday, 6/9 | 10 a.m. to 4 p.m. | SEM | UPC 303 and 319 | UP 313 |
| Wednesday, 6/10 | 10 a.m. to 4 p.m. | AC | 103 | Pinellas Room 129J |
| Thursday, 6/11 | 10 a.m. to 4 p.m. | CLW | Teaching Auditorium | LA 190 |
| Monday, 6/15 | Noon to 4 p.m. | DT | DC 210 | DC 202 |
| Tuesday, 6/16 | 10 a.m. to 4 p.m. | TS | Fine Arts/Library 132 | FA 109 |
| Wednesday, 6/17 | 10 a.m. to 4 p.m. | SP/G | SA114 | SA 111 |
| Thursday, 6/18 | 10 a.m. to 4 p.m. | EPI | 451-453 | 1-122 |
Because the “paperwork” is now electronic, employees may come to the sessions to ask questions of the HR team or representatives from:
- Advantica Eyecare – vision insurance
- Aetna - for medical, dental and life insurance
- Corporate Care Works – Employee Assistance Program (EAP)
- FORTIS (Assurant) – short/long-term disability insurance
- Custom Benefit Services – cancer insurance, medical indemnity insurance (from Continental Insurance)
- Liberty Mutual – auto insurance
- SunTrust Bank
- SPC Foundation
- 403b vendors including Valic, MetLife and ING.
Screening to verify non-smokers
Non-smokers who participate in wellness save about $1,000 annually
Medical rates are not rising in 2009-10, but this year employees who want the discounted rate must, among other things, document that they are non-smokers.
And the discounted medical insurance rate is significant: About $1,000 less for employees who choose not to smoke and — new this year — participate in wellness activities.
The documentation is through a brief (it takes less than 1 minute) test in which the employee blows into a device that shows whether there is carbon monoxide in their system.
The testing will be offered at each site during the two-week Open Enrollment period (June 8-19). A photo ID is required. Employees also will need to have their employee ID or Social Security number ready. Missed your screening appointment? Please contact Cathleen Shears at 341-3083 for more information.
Employees are not required to go through the Non-Smoker Verification Screening. The regular rates apply to those opting out of the screening and other wellness activities.
Note about 15/15 and 18/18 faculty
Faculty who are off during the summer and not teaching any classes, either base or supplemental, have a grace period until Sept. 18, 2009, to complete the screening. However, any faculty who select the discounted rate and do not pass the screening in September will then be charged the regular rate retroactive to July 1.
Attention COBRA participants & retirees
COBRA participants and retirees are on a different rate structure and are not required to take the Non-smoker screening.
Get help kicking the habit
To help employees quit smoking, starting July 1 the college is offering a new Quit Tobacco program that includes one-on-one coaching. In addition, the drug Chantix, an aid for smoking cessation, can be reimbursed with your Flexible Spending Account (FSA) funds if you have an FSA account (even though it is not covered by Aetna).
Dependents to be verified
Any employees claiming dependents on their medical or dental insurance must provide proof that these dependents are eligible for coverage. (The same is true for retirees and COBRA participants with dependents.)
Accepted documentation includes:
» a birth certificate (for children) or marriage license (for spouse)
» the most recent tax return
All employees should have received notice of this at their home address. If you haven’t already submitted your documentation, please do so ASAP. Failure to provide it could result in dependents being dropped from your coverage. Dependent verification details. (pdf)
On campus information sessions June 8-18. Enroll online June 8-19. |