Human Resource Services:  Employee Benefits

 

OPEN ENROLLMENT FOR ALL BENEFIT ELIGIBLE EMPLOYEES
Occurs Mid-April to Mid-May

MID-YEAR ENROLLMENT CHANGES

Once enrollment elections are made, either during the initial or Special Enrollment periods or during an annual Open Enrollment period, those elections may not be changed and will remain in effect for the entire plan year. However, there are some important exceptions:


1. Change in Status

Employees may revoke or modify their enrollment elections mid-year only if they experience a Change in Status that affects their eligibility or the eligibility of their dependents under this Plan. A “Change in Status” is one of the following events:

  1. a. Change in legal marital status, including marriage, death of spouse, divorce, legal separation or annulment.
    b. Change in number of dependents, including birth, adoption, placement for adoption, and death of a spouse or other dependent.
    c.  A dependent satisfying or ceasing to satisfy the requirements for coverage.
    d. Change in employment status of the employee, the employee’s spouse or other dependent, including termination or commencement of employment, taking or returning from an unpaid leave of absence, change in work site, change in full-time or part-time status, change in hourly or salaried status, change in dependent’s eligibility for other employer-based coverage.
    e. Change in residence by the employee, the spouse or dependent.


An election change will be approved only if it is consistent with the Change in Status. An election change is “consistent with” a Change in Status if the change is both the result of and corresponds with the Change in Status. For example, if a child ceases to be eligible for coverage because of age, it would be consistent with the Change in Status to drop coverage for the child. However, it would not be consistent with the Change in Status to drop coverage for the employee. As another example, if a spouse is covered under the medical plan of the spouse’s employer, and the spouse loses coverage under that plan because of a change from full-time to part-time employment, it would be consistent with the Change in Status for the employee to elect to add the spouse under this Plan.

2. Change in Cost or Coverage
If the cost of benefits increases or decreases during a benefit period, the Plan Sponsor may automatically change employee premium contributions. When the change in cost is significant, employees will be given the opportunity to either increase their contributions or elect a less costly option (if available).If there is a significant overall reduction in the Plan’s coverage, employees may elect another benefit option (if available). If a new benefit option is added under the Plan, employees will have the right to change their election to the new benefit option.

3. Qualified Medical Child Support Order(“QMCSO”)
A QMCSO is a judgment, decree or order resulting from a divorce, legal separation, annulment or change in custody that requires health coverage for an employee’s child. An employee may change his or her Plan enrollment elections if the employee becomes subject to a QMCSO that requires the employee to provide (or cancel) health care coverage for a child.

4. Entitlement to Medicare
An employee may change his or her elections for Plan coverage if the employee or any dependent becomes entitled to or loses Medicare coverage.

5. Entitlement to Medicaid or Children’s Health Insurance Coverage Reauthorization Act (CHIPRA)
An employee may change his or her elections for Plan coverage if the employee or any dependent becomes entitled to or loses Medicaid or CHIPRA. Eligible employees enrolled in Medicaid or CHIPRA may enroll in the Plan by submitting a completed Enrollment Change form to the Plan Administrator within 60 days of loss of coverage.

How to Make Mid-Year Enrollment Changes
If an employee experiences an event that allows the employee to make a mid-year enrollment change, the employee must submit a completed Enrollment Change Form to the Plan Administrator no later than thirty (30) days after the event occurs. If the employee does not request the coverage change within the specified time limit, the employee will lose the right to make a change allowed by that event.

How to Make Mid-Year Enrollment Changes for Medicaid or CHIPRA
If an employee experiences an event that allows the employee to make a mid-year enrollment change, the employee must submit a completed Enrollment Change Form to the Plan Administrator no later than sixty (60) days after the event occurs. If the employee does not request the coverage change within the specified time limit, the employee will lose the right to make a change allowed by that event. 


The Plan Year for all Benefits is June 1, 2015 through May 31, 2016

If you have any questions or require assistance, please contact Cathy Scozzari, 830-792-7365


BENEFIT OVERVIEW FOR FULL-TIME AND 3/4 TIME EMPLOYEES
 

NOTE:  Student Employees are not eligible for benefits.

Enrollment Resources
   - Benefit Summary Overview - Printable Version
   - Healthgram - Summary Plan Document
   - Healthgram - Medical and Dental Enrollment Form
   - Healthgram - Flexible Spending Account Enrollment Form
   - Healthgram - Flexible Spending Account Reimbursement Form
   - Principal Life Insurance  - Enrollment form (for new and existing employees)
   - Principal Life Insurance  - Statement of Health
   - Health Savings Account (HSA) - Form
   - EyeMed Vision - Enrollment Form
   - Eyemed Vision - Vision Plan
   - Schreiner University - HIPAA Notice of Privacy Practices
   - Schreiner University - Required Notices - dated 06/01/2015
   - Schreiner University - Summary of Benefits and Coverage (SBC)
   - Benefit Plan Summary Annual Reports (SARs)
   - TIAA-Cref - 403(b) Contribution Form
   - Lincoln Financial Group - 403(b) Contribution Form



The information below is a brief overview of benefits and is not intended to encompass all plan details; refer to the appropriate plan or policy document for complete details.

EE = Employee

Open Enrollment occurs each April/May with a June 1st effective date

Benefit Plan year starts June 1st through May 31st



Benefit:   Health Insurance - Plan Administrator Healthgram

Provider Network:  PHCS Healthy Directions    www.phcs.com      1-800-922-4362

Plan Administrator:  healthgram   www.healthgram.com     1-800-446-5439

Employees may elect either the 70/30 Plan or the HDHP 2600 Plan

When? Sign up first 30 days of employment; effective first day of employment

Premium/Month Employee Pays
70/30 Plan:              $141.70/Employee only
                                  $283.40/Employee + Spouse
                                  $269.24/Employee + Child(ren)
                                  $425.10/Employee + Family

HDHP 2600 Plan:  $132/Employee only
                                  $261.60/Employee + Spouse
                                  $247.44/Employee + Child(ren)
                                  $392.40/Employee + Family

Who is Eligible?: Full Time EE, ¾ Time EE and IRS qualified dependents

70/30 Plan
Deductible In-Network*: $500/Individual $1,000/Two or more family members
After Deductible, Plan pays 70%, Employee pays 30%
Wellness paid at 100%, deductible waived

Out-of-Pocket maximum including deductible:
In-Network*:  $5,000/Individual, $10,000/Two family members, $12,500/Three or more family members

*See Summary Plan Document for Out-of-Network benefits and deductibles

HDHP 2600 Plan
Deductible In-Network*:  $2,600/Individual $5,200/Two or more family members
After Deductible, Plan pays 90%, Employee pays 10%.
Wellness paid at 100%, deductible waived

Out-of-Pocket maximum including deductible:
In-Network*:  $5,000/Individual/, $10,000/Two or more family members.

*See Summary Plan Document for Out-of Network benefits and deductibles



Benefit:  Prescription Drug Card

Express Scripts 1-800-889-0350  www.express-scripts.com
Mail Order is available

Most Nationwide and local pharmacies are in Network except for Walgreens

When?  Sign up first 30 days of employment; effective first day of employment
Who Pays?  Included in heath insurance cost.
Who is Eligible?:  Full Time EE; 3/4 Time EE and IRS-qualified dependents

70/30 Plan Consumer Plan
After Medical Deductible is met, Plan pays 70%, Employee pays 30%

HDHP 2600 Consumer Plan
High Deductible plan, after Medical Deductible is met, Plan pays 90%, Employee pays 10%

NOTE:  Diabetic Supplies
Diabetic Supplies are payable at 100% if prescription is obtained through Edgepark Medical Supplies.  For more information please call 1-800-321-0591.

Click here for Express Scripts Mail Order Form



Benefit:  Dental Insurance

Healthgram    www.healthgram.com      1-800-446-5439

When?: Sign up first 30 days of employment; effective first day of employment
EE pays per month $13.72 EE only; $40.40 EE + Spouse; $50.24 EE+ Child(ren); $85.14 EE + Family
Who is Eligible?: Full Time EE, ¾ Time EE and IRS qualified dependents
Employee does not have to elect medical to be eligible to elect dental

There is NO Dental Network
Deductible: $50/EE, $100 Family.
$2,000 maximum benefit paid per person per plan year
Preventive Care: Paid at 100% with no deductible
Cleaning allowed every six months
Basic - 80%; Major - 50%;
Orthodontics - 50% for dependents under 19 yrs

Click here for Dental Summary



Benefit:  Flexible Spending Accounts (FSA)

Explanation:  Pre-tax  spending accounts for out of pocket health care or dependent day care expenses.
Health Care Maximum: $2,550; Dependent (Day) Care Maximum: $5,000
Up to $500 remaining balance at the end of the plan year can carryover into the next plan year.
When?  Sign up first 30 days of employment; effective first day of employment
Who Pays?:  EE contributions
Who is Eligible?:  Full Time EE, ¾ Time EE, and IRS qualified dependents



Benefit:  Health Care Savings Accounts (HSA)

Explanation:  Pre-tax savings account for High Deductible Consumer Plan (HDHP 2600) participants only.
Maximum: $3,350/EE; $6,650/EE+1 & Family
$1,000 catch-up contribution for those age 55 or older
When?:  Sign up first 30 days of employment; effective first day of employment
Who Pays?:   EE contributions    
Who is Eligible?:  Full Time EE,  ¾ Time EE, and IRS qualified dependents



Benefit:  Premium Conversion

Explanation: 
Payroll deductions for health, dental, FSA, HSA, Vision and 403B on a pre-tax basis.
When?:  Allowed to change at the beginning of each plan year.
Who Pays?:  No cost - tax savings for EE.
Who is Eligible?:  Full Time EE, ¾ Time EE



Benefit:  Life Insurance and Accidental Death & Dismemberment (AD&D)    

Explanation:
   Principal Life Insurance Company Term Life/AD&D
(1 x annual salary, min. $25,000, max. $100,000)
When?:  Effective first day of employment
Who Pays?:  Schreiner University
Who is Eligible?:  Full Time EE,  ¾ Time EE



Benefit:  Long Term Disability    

Explanation: 
90 day elimination; 60% base pay up to maximum $7,000 month.
When?:  Effective first day of employment
Who Pays?:  Schreiner University
Who is Eligible?:  Full Time EE,  ¾ Time EE



Benefit:  Employee Assistance Program (EAP)    

Explanation:
  Guidance and Counseling for you and your family.   1-800-588-8412
When?:  Available immediately
Who Pays?:  Schreiner University
Who is Eligible?:  Full Time EE,  ¾ Time EE



Benefit:  Vacation (3/4 time pro-rated)

Explanation:  12 month Staff: 6.67 hrs month to 2nd hire date, then 10 hrs month - max; Bi-weekly Staff 3.08 hrs per pay period to 2nd hire date, then 4.62 hrs per pay period - max Carryover on each anniversary is 160 hrs - not payable over 120 hrs on departure. No payout if departure before first anniversary.   
When?:  First day of employment.  Available for use after 6 months.  
Who Pays?:  Schreiner University
Who is Eligible?:  Full Time EE,  ¾ Time EE



Benefit:  Sick Leave (3/4 time pro-rated)

Explanation:
  12 month Staff and Faculty 8 hrs a month on hire date - accumulative to 480 hrs. 
Bi-weekly staff 3.70 hrs per pay period - accumulates up to 480 hrs.
Not payable upon departure.
When?:  First day of employment.  Available as accrued.
Who Pays?:  Schreiner University 
Who is Eligible?:   Full Time EE,  ¾ Time EE



Benefit:  Personal Days (3/4 time pro-rated)

Explanation:
  16 hrs each anniversary year - no carryover.
When?:   First day of employment. Available  immediately.
Who Pays?:  Schreiner University 
Who is Eligible?:  Full Time EE, ¾ Time EE     



Benefit:  Holidays    

Explanation:  
14 holidays:   FY2015 and FY2016 Schedules
When?:  First day of employment.
Who Pays?:  Schreiner University
Who is Eligible?:  Full Time EE,  ¾ Time EE



Benefit:  Tuition Remission

Explanation:
   IRS qualified dependents, spouse & EE are free. 
When?:   After EE's first year anniversary date. 
Who Pays?:   Schreiner University
Who is Eligible?:  Full Time EE,  ¾ Time EE



Benefit:  Retirement 403B Plan

Explanation:
  TIAA-CREF or Lincoln Financial
EE contributes minimum 4%. SU contributes 6%.    
When?:  After EE's first year anniversary date SU contributes. EE can contribute from first day employment.  
Who Pays?:   EE places minimum 4%.   SU places 6%.
Who is Eligible?:   Full Time EE, ¾ Time EE



Benefit:  Voluntary Benefits    

Explanation:

EyeMed Vision Plan
AFLAC Insurance Products
Principal Life Insurance Company Supplemental Life Insurance for EE and dependents
LegalShield - LegalShield and Identity Theft Shield

When?:
Sign up first 30 days of employment; effective first day of employment.  Annual Enrollment Only.  Supplemental Life can be requested anytime, but may be subject to approval.
Who Pays?:  EE pays entire cost
Vision monthly premiums $5.94 EE only, $11.98 EE + Spouse, $11.04 EE + Child(ren), $17.94 EE + Family
AFLAC and Supplemental Life - EE contributions vary based on age and coverage selected.
LegalShield monthly premiums $18.95, Identity Theft Shield $14.95, Combo $28.90
Who is Eligible?:  Full Time EE, ¾ Time EE, and IRS qualified dependents



Perk:  Recreational Facilities Use

Explanation:
  EE and dependents can use facilities - students have right to first use.
When?:  First day of employment.
Who Pays?:  Schreiner University
Who is Eligible?:  Full Time EE, ¾ Time EE, Part Time EE, Temporary EE



Perk:  Bookstore Discount

Explanation:
   Employees may receive discount on Bookstore merchandise branded SU.  See Bookstore personnel for details.
When?:  First day of employment. 
Who Pays?:  Schreiner University
Who is Eligible?:  Full Time EE, ¾ Time EE, Part Time EE, Temporary EE



Perk:  Special Events

Explanation:
  Entrance to athletic events and campus events - Free unless otherwise noted.
When?:  First day of employment.   
Who Pays?:  Schreiner University
Who is Eligible?:  Full Time EE, ¾ Time EE, Part Time EE,Temporary EE

Note:
Benefit Accrual for less than full time will be pro-rated on number of hours worked.


Note: Faculty, VN's, Deans & Cabinet are contractual EE's & any benefit differences are stated in contract.


 

 

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