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Open Enrollment Frequently Asked Questions

Open Enrollment
Why did the University make plan design changes?

Given the current health care national trend of increases between 5% and 10%, it is a continuous challenge to find the right balance between what all employees pay in premiums and the particular expenses incurred by employees when utilizing health care services. Since 2016, overall claims cost to the University has increased significantly, specifically large dollar claims, and at a much higher rate than national norms.

Until 2018, when we made some changes to our plans, the University addressed these increases only by raising premiums. The combination of persistent high claims cost and not making annual plan design changes has created a an insurance funding shortfall that we must address through premium and plan design changes effective January 1, 2020.

How do I decide which health care plan is best for me?

You have many resources available to prepare for Open Enrollment as listed below.

ALEX, your personal enrollment guide

ALEX® is an online tool that will help you select the best benefit plan for you and your family. When you talk to ALEX he’ll ask you a few questions about your health care needs, crunch some numbers, and point out what makes the most sense for you. The best choice will be the plan that provides the most value to you and your family. 

Learn more

Events

Open Enrollment Guide

Download the Open Enrollment Guide here.

Pre-Enrollment Hotline

Cigna has set up a special phone number just for University of Richmond employees during this transition. Call 1-888-806-5042 to speak with a knowledgeable enrollment specialist about the new Cigna plans, 24 hours a day, 7 days a week.

When calling the hotline, please follow the steps below:

1. Call 1-888-806-5042.

2. When asked if calling about medical or dental insurance, select "Medical" or press 1.

4. You will then be transferred to an enrollment specialist.

How can I get a copy of the Enrollment Guide?

Download the Open Enrollment Guide here. Facilities and dining hourly, benefits-eligible staff will receive a hard copy through campus mail. If you would like a hard copy we recommend you print a copy.

Which benefit plans may I change during Open Enrollment?

You are able to add, terminate, or make changes to your medical, dental, and vision coverage; flexible spending accounts (FSAs) and healthcare spending accounts (HSAs); legal plan; and Voluntary Life, Accident, and Hospital Insurance policies during Open Enrollment. This will be your only opportunity to make changes until the next annual open enrollment, unless you experience a qualifying event (marriage, birth, adoption of a child, etc.) during the plan year and provide notice to Human Resources within 31 days. The only exception is you may cancel your Legal Resources plan during the plan year as long as you have been enrolled for at least 12 months.

Why can't we make changes to these plans at any time during the year?

The Internal Revenue Service (IRS) regulates plans that allow pre-tax contributions for benefits. In exchange for this tax advantage, the IRS permits you to make changes to your coverage only during open enrollment or when you experience certain qualifying events (marriage, birth, adoption of a child, etc.) and notify Human Resources within 31 days of the event.

How can I view my current benefit elections?

To view your current elections, visit BannerWeb. If you need assistance, review the instructions.

What if I make an open enrollment election and then decide that another choice would be better?

During the open enrollment period, November 4 - 15, 2019, you may change your elections online multiple times. If you make changes more than once, please be sure to submit your changes after each selection. You will not be able to make changes after November 15 unless you experience a qualifying status change during the year.

Will I receive notice that my elections have been received?

In BannerWeb, click step five, verify your selections, and confirm your 2020 benefits. Then click "Print 2020 Benefit Statement" to print a hard copy of your benefit statement. Review your 2020 benefit statement to ensure that your selections have been submitted.

You will also receive an email confirmation that you have completed Open Enrollment.

What's the difference between a deductible, a copayment, and coinsurance?

All three are medical charges you must pay out of your own pocket, even if you have insurance.

A deductible is a fixed dollar amount that the covered employee must pay out of pocket each calendar year before the plan will begin reimbursing for non-preventative health expenses. Plans usually require separate limits per person and per family.

A copayment is the fixed dollar amount that the covered employee pays for medical services. The $25 for a primary care doctor visit is an example of a copay.

A coinsurance is a percentage of a health care cost that the covered employee pays after meeting their deductible. For example, employees in the traditional plan must pay 30 percent in coinsurance (30 percent of the cost of the procedure) after meeting the $1,000 deductible.

What does it cost to use Cigna Telehealth?

If you are on the Traditional plan you will pay your co-pay. If you are on the HDHP the rate is Amwell: $49 MDLive: $45 until you reach you deductible.

Dependents
My spouse and I both work for the University of Richmond. How should we cover each other and/or our dependent child/ren under the plans?
It will depend on your situation and number of dependents. Check the insurance rates page and compare the cost of the "Employee/Family" option versus each employee covering a child with the "Employee/Child" option.
Medical Insurance
What is the difference between an embedded and non-embedded plan?

These terms refer to the accumulation method for your health plan. The accumulation method is important if you cover anyone other than yourself.

  • An embedded plan means that after each eligible family member meets his or her individual deductible, covered expenses for that family member will be paid based on the coinsurance level specified by the plan. Or, after the family deductible has been met, covered expenses for each eligible family member will be paid based on the coinsurance level specificed by the plan.
  • A non-embedded plan means that all eligible family members contribute towards the family plan deductible and out of pocket maximum. The family deductible and family out of pocket maximum must be met before the plan will pay each eligible family member's covered expenses based on the coinsurance level specified by the plan.
Health Savings Accounts
What is a Health Savings Account and how does it benefit me?

A health savings account (HSA) is a tax-exempt account established for the purpose of paying or reimbursing qualified medical expenses for an individual, spouse, or family.

To be eligible to open an HSA, you must first choose a HSA-qualified high deductible health plan (HDHP).

An HSA provides triple tax savings. Funds are deposited on a pre-tax or tax-deductible basis, earnings grow tax free, and withdrawals for qualified medical expenses are tax free.

HSA funds roll over from year-to-year and you may use or keep your funds depending on your financial needs.

You must be:

  • Covered under a qualified high deductible health plan (HDHP) on the first day of the month

You must not be:

  • Covered by any other health plan, including your spouse’s health insurance
  • Covered by your own or your spouse’s medical flexible spending account (FSA)
  • Enrolled in any part of Medicare or Tricare
  • Receiving veteran’s health benefits now or in the past 90 days for a non-service connected disability
  • Claimed as a dependent on another person’s tax return

Learn more about Health Savings Accounts.

Can I participate in a medical flexible spending account and a Health Savings Account if I am participating in the High Deductible Health Plan?

No, federal regulations stipulate that you cannot be covered by your own or your spouse’s medical flexible spending account (FSA) and open a Health Savings Account. You may enroll in the dependent care flexible spending account and have a Health Saving Account.

Learn more about flexible spending and health savings accounts.

Are there advantages to enrolling in a high-deductible health plan versus a traditional health plan?

In many cases, yes. But it depends on your expected medical expense. ALEX can help you estimate how much you might save.

The most significant and potentially longest lasting benefit is the ability to participate in the Health Saving Account. With an HSA:

  • You are vested immediately.
  • Your money, including University contributions, is portable.
  • It's your account and you can build it over time.
  • There is no “use it or lose it” provision.
  • You can invest your funds in mutual funds.
  • Money in the account will pass on to your spouse or beneficiary.
  • You can save money on premiums. 

The traditional plan also has separate out-of-pocket (OOP) maximums  for medical and pharmacy. In the high deductible plans, the individual OOP max is combined for medical and pharmacy.

Learn more about health saving accounts.

Am I eligible for an HSA account?

Employees enrolled in the High Deductible Health Plan (HDHP) are eligible as long as they are NOT:

  • Enrolled in Medicare Part A and/or Part B (NOTE: HSA funds can be used once enrolled in Medicare for qualifying expenses not covered by Medicare.)
  • Covered by another medical insurance plan.
  • Enrolled in TriCare, or have had VA benefits in the last 90 days for non-service related injury or disease.
  • Eligible to be claimed as a dependent on another’s tax return (does not apply to joint filing).
  • Have a spouse/partner enrolled in a medical Flexible Spending Account (FSA).
If I am enrolled in Medicare Part A and/or Part B, am I eligible for an HSA account?

No, employees enrolled in Medicare Part A and/or Part B are NOT eligible to contribute to an HSA. (NOTE: HSA funds can be used once enrolled in Medicare for qualifying expenses not covered by Medicare.)

How do I enroll in an HSA for the first time?

To enroll in an HSA for the first time, you must complete the HSA Enrollment & Agreement form. During Open Enrollment (November of each year) current employees must also make their election in BannerWeb.

Once HSA Administrators receives your application, they may request further information from you to set up your account. You could be requested to provide two forms of identification, or to login and answer questions to complete your enrollment. If you receive an email from HSA Administrators please work with them to provide the information required in a timely manner otherwise you may not be able to open your account. If you do not have an active account the University will not be able to make a contribution.

Learn more.

If my spouse has an FSA, can I have/contribute to an HSA?

Under IRS regulations, if your spouse has an FSA, you may not contribute to or open an HSA. If you already have an HSA when your spouse opens an FSA, you must stop contributing to your HSA, but you may continue to use your available funds.

Flexible Spending Accounts
What are Flexible Spending Accounts (FSAs)?

FSAs are accounts you fund with pre-tax money withheld from your paycheck to pay for eligible health and dependent care expenses that are not reimbursed from any other source. The University offers two accounts: the health care flexible spending account and the dependent care reimbursement account.

How do the deductions come out of my paycheck?

The deductions come out on a pre-tax basis distributed evenly among your paychecks. You are not able to change your contribution after Open Enrollment unless you experience certain qualifying events (marriage, birth, adoption of a child, etc.) and notify Human Resources within 31 days of the event.

How do I get reimbursed for my out of pocket expenses?

You can file a request for reimbursement of your eligible out-of-pocket cost or use the new debit card for medical expenses.

Please visit www.flores247.com for a guide to allowable expenses.

What happens when I terminate employment?

If you terminate employment during the plan year, the FSA card will be turned off at that time. Only expenses incurred while you are an active participant will be considered reimbursable. Learn more about FSAs.

What is the Flores Benefit Card?

All FSA participants receive a debit card that allows direct access to health care FSA funds for eligible health care expenses. This means no waiting period for reimbursements. When you use your card, available funds are deducted from your health care FSA account to pay for services or supplies. 

Do I have to use my benefits card?

No. Use of the card is optional. You may also pay out of pocket and submit claim forms to be reimbursed.

What do I do if my card is lost or stolen?

Contact customer service at 1-800-532-3327.

Voluntary Life Insurance
Can I enroll in Voluntary Life Insurance without completing

You have an opportunity this year to enroll in Voluntary Life up to Guaranteed Issue amounts with no medical questions. If you elect amounts above the Guaranteed Issue, you must go through evidence of insurability.

You must complete a life insurance application during open enrollment, and return to Human Resources by November 15, 2019. The University will not charge you for the additional coverage until you have been approved through Cigna.

Spousal Surcharge
Is the spousal surcharge pre-tax?

The surcharge is considered a premium so is treated like your “regular” medical deductions (before income taxes).

Does the spousal surcharge apply to retirees and COBRA participants?

Yes, the spousal surcharge applies to spouses of retirees who are on the active plan, as well as participants on the COBRA plan.

I currently cover my spouse on UR's plan because they were laid off from their job. They were offered COBRA coverage when they were laid off. Does that count as an employer sponsored medical plan and will I have to pay the surcharge?

The Spousal Surcharge Affirmation form is due November 15, 2019. 

No, you would not have to pay the surcharge in this situation. The University does not consider your spouse being offered COBRA coverage through their employer as active health insurance plan.

If my spouse is a veteran do I have to pay the surcharge?

If your spouse has medical benefits available from the military you will need to pay the surcharge as long as your spouse is on the University’s plan. 

What if my spouse's Open Enrollment period is at a different time of year?

If your spouse's open enrollment occurs at a different time of the year and your spouse chose not to enroll in their employer coverage, they may contact their employer and request to enroll in their employer’s medical plan effective January 1, 2020 due to our Open Enrollment. Open enrollment for you or your spouse is considered a reason to make a mid‐year change of status.

MotivateMe
How do I earn MotivateMe incentives during Open Enrollment?

Human Resources and Recreation and Wellness invite full-time employees to participate in a FREE and confidential health assessment at the benefit fairs. Full-time employees who participate in both the Biometric Screening and Health Assessment will receive a print out of their results and two free movie tickets at the Benefit Fairs.

You can also build towards your MotivateMe goals by:

  • Report attending a Benefits Fair on your MotivateMe Intellectual Dimension for incentive points.
  • Complete the health assessment so that you are able to earn MotivateMe incentive points (up to $120 in gift cards!) for 2020.

Learn more about MotivateMe.

Legal Resources
How do I sign up for a Legal Resources plan?

You may enroll in a Legal Resources plan during Open Enrollment. This is a two-step process:

  1. Elect Legal Resources in BannerWeb.
  2. Then, go to the Legal Resources website and complete the application.
    Company ID: 264
    Password: uorlegal

Learn more.