The links below provide details about exciting new options that you don't want to miss.
Health Plan: There will be no overall increase in premiums but individual premiums may increase or decrease due to legislation passed last year which established a fixed cost share for each of the health plans. As a result, effective July 1, 2012, the University will pay 96% of the total cost of the First State Basic Plan, 95% of the total cost for BCBSDE CDH Gold or Aetna CDH Gold Plans, 93.5% of the total cost of the Aetna or Blue Care HMO Plans, and 86.75% of the total cost of the Comprehensive PPO Plan. Depending on the plan that you select, the change to your share will range from a decrease of $1.61 to an increase of $26.61, per pay. On average, these changes result in an increase in the employee contribution of $6.30 per pay. In addition, the covered benefits, co-pays and deductible amounts have not changed. Therefore, employees will continue to enjoy the many features and coverage levels that have been available in the past.
Tobacco Cessation Program: Copays for prescription tobacco-cessation medications will be waived beginning July 1, 2012, when purchased at participating retail pharmacies or the Medco Pharmacy (mail order).
Medications subject to coverage management rules: Incivek and Victrelis (Hepatitis C medications) and Simponi and Cimza (Rheumatoid Arthritis medications).
Up to five times your base annual salary or $500,000 without any medical questions;
Up to $100,000 for your spouse with up to $30,000 without any medical questions;
Two ($5,000 and $10,000) options for children up to age 26.
Premiums for optional coverage are deducted from your pay on an after-tax basis. This eliminates imputed income on coverage amounts greater than two-times your base annual salary.
Beneficiary designation: MetLife will solicit and maintain new designations of beneficiary. For individuals who do not respond, the benefit will be based on facility of payment.
All Life Insurance options for you, your spouse and/or your child(ren) also include coverage for Accidental Death and Dismemberment (ADD, OADD and DADD) which complements your Basic, Optional Employee and Dependent Term Life Insurance. If you or your dependent(s) suffer a covered fatal accident, benefits will be paid to you or your beneficiary. This insurance also pays benefits if you or your dependents suffer a covered accident that results in paralysis or the loss of a limb, speech, hearing or sight, brain damage or coma.
National Vision Administrators (NVA)will administer the Vision Plan effective July 1, 2012. With a long history of providing innovative and cost-effective vision benefit programs, NVA boasts a national provider network of more than 40,000 participating eye care professionals including ophthalmologists, optometrists and opticians. NVA employs knowledgeable and professionally trained Member Service Representatives assisting NVA to maintain a 99% membership retention rate.
Faculty and exempt staff (not covered through the Delaware Employees' Pension Plan) choosing the high option will pay (with after-tax dollars) the difference between the University's contribution for the standard option and the cost of the high option. For the high option, the maximum monthly benefit has increased to $15,000 for disabilities occurring on or after July 1, 2012.
Non-exempt staff (Delaware Employee's Pension Plan participants) choosing the high option will see a 25% increase in premium. Employees pay the difference between the University's contribution for the standard option and the cost of the high option.
DelaWELL:Program offerings for the 2012-2013 plan year include enhancements to incentive programs. The State of Delaware is committed to helping individuals achieve their weight-loss goals and improve overall health by offering credit towards the DelaWELL $200 Gold Level Reward for participation in a Weight Watchers offering starting July 1, 2012.
Employee Wellness: A variety of University-sponsored health and wellness programs are being offered for the 2012-2013 plan year. Visit Employee Wellness to register.
Civil Unions: University benefits previously available to same-sex domestic partners (dental, vision, life insurance and educational benefits) will be provided only to same-sex partners in a lawfully-recognized civil union.
Double State Share: Couples currently eligible for Double State Share will pay $25 per month per contract (or the applicable employee-only premium, if enrolled in an employee-only plan for which the employee share of the premium is less than $25 per month).
Health Care Flexible Spending Account: Under provisions of the Patient Protection and Affordable Care Act (Health Care Reform), salary reduction contributions made to a Health Care Flexible Spending Account (FSA) will be capped at $2,500 annually effective January 1, 2013. Benefits-eligible University employees are currently eligible to contribute (through calendar year 2012) up to $3,000 per plan year (January 1 through December 31) to a Health Care FSA.
Human Resources • 413 Academy Street • Newark, DE 19716 • USA • 302.831.2171