The latest work-life information at IU
No. 49
October 2009


University Human Resource Services
www.indiana.edu/~uhrs
Informed Employee

Annual Open Enrollment

Once a year, full-time employees have the opportunity to make changes in medical, dental, and Personal Accident Insurance coverages and to enroll in the Tax Saver Benefit (TSB) and Wellness HRA plans’ pre-tax reimbursement accounts.

If an employee does not take any enrollment actions during Open Enrollment, participation in medical, dental, and Personal Accident Insurance will remain the same at the 2009 contribution rates. Employees continuing in the IU HDHP PPO & Medical Savings Plan will continue at the same Medical Savings contribution level, with a minimum of $300 annually, unless a different amount is designated for 2010. If an employee does not enroll in a TSB reimbursement account or the Wellness HRA, he/she will not be a participant in 2010.

The Open Enrollment period takes place during November of each year, with enrollment changes becoming effective on January 1. This is an opportunity to:

  • Select a different medical plan or drop a plan.
  • Add or drop dependents.
  • Add or drop dental coverage.
  • Add, drop, or change Personal Accident Insurance.
  • Allocate contributions for pre-tax reimbursement of health and/or dependent care expenses (TSB).
  • Complete a tobacco-free affidavit to participate in the Wellness HRA.

An Open Enrollment packet with additional information and enrollment forms will be sent to full-time employees in mid-October through campus mail. Employees should use the self-service area of OneStart to initiate or change enrollments. The deadline is November 13, 2009.

Eligibility rules for enrolling dependents in IU-sponsored medical and dental plans are available at www.indiana.edu/~uhrs/benefits/needknow.html.


2010 Health Care Plans
6.4 Percent Increase in Medical Premiums

For 2010, there will be a 6.4 percent weighted average increase in medical premiums. There will be no increase in dental premiums. These are adjustments in total premiums. Employee contributions will remain frozen at the 2009 premium rates. The below chart illustrates IU’s average contribution amounts for 2010, for the $900 Deductible and Blue Access plans. IU contributions to the HDHP plan include both medical plan payments and HSA contributions.

2010 University Contributions
 
Medical
Dental
Employee Only
$ 4,894.08
$262.09
Employee/Child(ren)
$ 9,726.24
$373.63
Employee/Spouse
$11,898.48
$504.87
Family
$12,984.84
$710.93

For Fiscal Year 2009/2010, IU will pay over $150 million for employee health care coverages.


ONLINE OPEN ENROLLMENT
Self Service November 2 - 13
Last year over 60 percent of employees used online enrollment through Benefits Self Service in OneStart. Current plan enrollments and covered dependents are presented with each plan when enrolling online, and an instant confirmation of elections is sent via IU email. Those who opt to use a hard copy form for manual processing will want to verify their current benefit elections before and after making any changes, by accessing Benefits Self Service.

 


H1N1 Flu

H1N1 (originally called swine flu) is a new influenza virus that has been spreading worldwide since early this year. CDC expects illness from this new virus to continue for some time. As a result, employees and their families may become ill. The symptoms of H1N1 are similar to seasonal flu including fever, cough, sore throat, body aches, chills, stuffy nose, and fatigue. A number of people have also reported diarrhea and vomiting.

If an individual becomes ill with flu symptoms:

Diana Ebling, MD, Medical Director
Health Center, IU Bloomington


IU HDHP PPO & Medical Savings Plan

This article is an overview. Visit the HDHP Web page at www.indiana.edu/~uhrs/benefits/2010/hdhp.html to read and understand the plan provisions and tax features.

Just like other IU-sponsored medical plans, the HDHP (High Deductible Health Plan) PPO provides comprehensive medical coverage and access to Anthem’s provider networks in Indiana and across the U.S. The plan pays a large part of medical costs after the deductible is met, and employee expenses are limited to an annual out-of-pocket maximum. The HDHP PPO does have a higher deductible; however, the deductible is offset by University and employee contributions to a health savings account.

The medical savings feature is an HSA: health savings account. The University makes a contribution to the savings account, and the employee can decide whether to make contributions above a required minimum.

Other Distinguishing Features:

HDHP PPO Highlights

Medical Savings Highlights

Health Risk Assessments consist of a Web-based health risk evaluation; Biometric Assessments establish a baseline for basic medical factors (blood test for sugar, cholesterol, etc., and blood pressure measurement); and a 24-Hour Nurse Line is available to plan participants.

Enrollment

Online enrollment is required for employees electing this plan. Those without Web access who wish to enroll in the IU HDHP PPO & Medical Savings Plan should contact a campus Human Resources office for assistance.


Tobacco Use and Health

Smoking accounted for over 6% of total health care expenses in the USA in 1999.

Source: World Health Organization

 

 

UHRS

Page updated: 12 October 2009
UNIVERSITY HUMAN RESOURCE SERVICESContact Us