Health Insurance

Administered by: Anthem Blue Cross Blue Shield

Plan Year: January 1st - December 31st

1. Primary

Anthem Blue Cross Blue Shield's HMO (Health Maintenance Organization) Virginia Healthkeepers. (See plan summary.)

2. Alternative Plans

Anthem Blue Cross Blue Shield's PPO (Preferred Provider Organization) KeyCare. (See plan summary.)

3. Employee Only

The University pays 100% of the monthly premium for the primary plan (Anthem Healthkeepers. Should the Employee elect an alternative plan, the University will pay up to the amount for the coverage that would have been paid had the primary plan been chosen. The balance owed by the Employee, if any, is paid through payroll deduction on a pre-tax basis.

4. Dependent Coverage(including Same Sex Domestic partner)

The Employee has the option to enroll eligible family members, defined for this benefit's purpose as the Employee's spouse/same sex domestic partner and dependent children (until the end of the calendar year in which the child turns 23), into his/her health insurance plan. The University pays 50% of the monthly dependent premium for the primary plan and the Employee must pay the remaining balance. Should an Employee elect an alternative plan, the University will pay up to the amount for the coverage that would have been paid had the primary plan been chosen. The Employee makes up the balance of the premium through payroll deduction.

For Same-Sex Domestic Partners, certain tax implications are associated with these premiums. Please refer to the Same-Sex Domestic Partner Policy for the details or contact the Human Resource Services Office for additional information.

Cost

Costs for all plans are based on the University's experience and are subject to annual change.

Enrollment

A full-time Employee is eligible for coverage on the 1st of the month following his/her official employment date. If he/she begins employment on the 1st of the month, then he/she is eligible immediately. If a part-time Employee becomes full-time, then he/she is eligible for coverage on the 1st of the month following the date that his/her status is changed to full-time. If the Employee begins full-time work on the 1st of the month, then he/she is eligible immediately.

It is the responsibility of the Employee to complete an enrollment application for one of the University's health insurance plans no later than thirty-one (31) days after his/her employment date. If an Employee fails to comply with this requirement, his/her medical insurance must be with the primary plan through Anthem Blue Cross Blue Shield and coverage will not become effective until the 1st of the month following receipt of the enrollment application in the Department of Human Resource Services.

Waiver of Coverage

An Employee may choose to waive his/her enrollment in the University's health insurance plans and receive vacation days or taxable cash benefits. The Department of Human Resource Services must receive the waiver form no later than thirty-one (31) days after the employment date. Additional information concerning the waiver is available from the Department of Human Resource Services.

Please note that Health insurance plans may only be changed during Open Enrollment. However, an Employee whose eligibility status changes during the year may be eligible to make changes to his/her current plan (e.g.: adding or removing dependents, etc.) within thirty-one (31) days of the status change.

Retired Coverage

If an Employee elects to retire under the Early Retirement Plan, then he/she will receive University medical insurance benefits, until age 65, on the same basis as if he/she had continued service as an active employee.

The medical insurance benefit will be administered in accordance with applicable medical plan documents.

A retired Employee, under age 65, has the option to continue coverage for enrolled eligible dependents: spouse (until he/she becomes eligible for Medicare) and children (until the end of the calendar year in which the child turns 23) in a University health insurance plan as long as they were enrolled at the time the Employee retired. The retired Employee will be responsible for paying the full cost for dependent coverage.

Should the Employee predecease his/her dependent(s), the eligible spouse and children will be offered COBRA for up to thirty-six (36) months.

When an Employee who has elected to retire early under this plan reaches age 65, he/she will cease participation in the medical plan for active Employees.

If the Employee was hired prior to July 1, 1992, then he/she will receive post-retirement medical benefits under the University Medicare Supplement Plan currently in effect for retired Employees. The University will pay up to $2,400 per year for the Employee for this plan. If the Employee's spouse was covered at the time the Employee retired, then he/she may enroll in the University Medicare Supplement Plan upon reaching age 65. The Employee is responsible for the full cost of the premium for his/her spouse.

If the Employee was hired on or after July 1, 1992, then the University's coverage will end when the Employee turns 65. At age 65, the Employee may enroll in his/her own Medicare Supplement and assume the cost.

The retiree will be billed for his/her share of the monthly premium to provide the above-mentioned coverage. Cost information is available from the Department of Human Resource Services.

Post Retirement Health Insurance (Medicare Supplement Plan)

Employees hired on or after July 1, 1992 are not eligible for the Medicare Supplement Plan provided by the University. This section pertains to Retirees who are eligible for Medicare. If taking an early retirement, then refer to Early Retirement Plan section.

1. Coverage

Effective July 1, 1992, the extent of an Employee's coverage under this benefit is a condition of the Employee reaching age 65, his/her date of hire and length of continuous service. The University places a cost cap on the employer contribution to this benefit for the Employee. Once the cost cap is reached, the Employee is responsible for any co-payment and the resulting balance.

2. Cost for eligible retirees

20 years of continuous service at retirement:

Full payment of the monthly premium for the Employee is paid by the University until the cost cap ($2,400/year) is reached;

15 years of continuous service at retirement:

66% of the monthly premium for the Employee is paid by the University until the cost cap ($1,600/year) is reached;

3. Eligibility Chart for full retirement benefits for Social Security

Beginning with persons born in 1938, the full retirement age will gradually increase from age 65, eventually reaching age 67 for persons born in 1960 and later.

This chart reflects when a person receives full retirement benefits for Social Security. Eligibility for Medicare is on the 1st day of the month that he/she turns 65.

4. Enrollment

If the Employee retires prior to age 65 and was hired prior to July 1, 1992, then enrollment in the Medicare Supplement Plan will be effective the 1st of the month the Employee turns 65. If the Employee retires after age 65, and was hired prior to July 1, 1992, then enrollment will be the 1st of the month following the retirement date. Information on this plan is available from the Department of Human Resource Services.

If the Employee was hired prior to July 1, 1992 and the Employee's spouse was covered under the University health plan at the time the Employee retired, then the spouse may enroll in the University Medicare Supplement Plan. The Employee is responsible for the full cost of the premium for the spouse. Should the retired Employee predecease his/her spouse, the spouse may continue his/her Medicare Supplement Plan at full cost. In the event that the spouse does not want to continue the Medicare Supplement Plan, termination of spousal coverage following the Employee's death will be effective on the last day of the month following the month in which the Employee's death occurred. This only applies if the spouse is on the Medicare Supplement Plan. If the spouse is on an active health plan, then he/she will be offered COBRA for up to thirty-six (36) months.