TEXAS SCHOOL FOR THE DEAF

BENEFIT OPTIONS

The following is a breakdown of the benefits available to employees of Texas School for the Deaf. For more information see the links provided.

Optional Insurance selections can be made at NEO or can be entered into ERS Online within 30 days of hire by the participant or benefits coordinator. Health insurance selections can be made at NEO or can be entered into ERS Online within 60 days of hire by the participant or benefits coordinator.

Health Insurance

Texas State Employees are offered comprehensive health and prescription drug benefits, including $5,000 of basic term life insurance and $5,000 accidental death and dismemberment coverage, which becomes effective on the first of the month after a 60-day waiting period upon hire.

·  Full Time Employees: The State pays 100% of the premium for the employee and 50% of the premium for eligible dependents.

·  Part Time and Substitute Employees: The State pays 50% of the premium for the employee and 25% of the premium for eligible dependents for months in which the employee works. The employee must pay the entire amount for months in which they do not work.

There are 3 options for Health coverage: (for more detailed information see the link provided)

·  HealthSelect: https://www.bcbstx.com/hs/

·  Consumer Directed HealthSelect: https://www.bcbstx.com/hs/

·  HMO: (for the central Texas area) http://ers.swhp.org

All employees who are scheduled to work at least 30 hours a week are considered full time for health benefits.

HealthSelect: Blue Cross Blue Shield (BCBS)

General Copays/Co-insurance / No change for Primary Doctor (PCP) $25 or Specialist $40
Co- Insurance remains 80/20 split- in network
HealthSelect In-Network Out of Pocket Maximums / Maximum increased, to $6,550 (individual) and $13,100 (family)
Includes: deductibles, medical copays, coinsurance and pharmacy/medical deductibles and copays.
Does not include: Premiums
Calendar year. (Limits start over January 1, 2018)
Prescription deductibles / $50 per person per Calendar year (Deductible starts over January 1, 2018)

Consumer Directed Health Select/ High Deductible Health Plan (CDHS)

General Copays/Co-insurance / No copays. Users must pay full cost of service until they meet the annual deductible, after which they will pay co-insurance until out of pocket maximums are met.
Co-Insurance- 80/20 split- in network
60/40 split for out-of-network
Annual Deductible / In Network-$2,100/Individual, $4,200/Family
Out-of network- $4,200/Individual, $8,400/Family
Out of Pocket Maximums / Maximum increased, to $6,550 (individual) and $13,100 (family) – in network
Maximum increased, to $6,550 (individual) and $13,100 (family) – out-of-network
Includes: deductibles, medical copays, coinsurance and pharmacy deductibles and copays.
Does not include: Premiums
Limits start over January 1, 2018

Note: The Consumer Directed Health Select program (CDHS) is a third option for employees for health coverage but it requires the employee to pay more out of pocket up front before the insurance plan starts paying for services. Employees will see a deductible of $2,100 for individual or $4,200 for family before the plan will pay any benefits. After the deductible is met, the plan pays 80% and the employee pays 20% up to the maximum for in network services. The maximum for employee to pay for in-network services is $6,550 for the individual and $13,100 for the family. For out-of-network services, the plan pays 60% and the employee 40% until the maximums of $13,100 for an individual and $26,200 for a family are paid out. After the maximum is met, the plan will pay 100%.

The CDHS requires the employee to maintain a Health Savings Account (HSA)(administered by Optum Bank) where funds are deposited to pay for out of pocket expenses. HSA contribution limits are $3,400 (individual) and $6,750 (family). Contribution limits run on a calendar year cycle (January 1 through December 31st). The State will contribute $45 monthly ($540 annually) for individual and $90 monthly ($1080 annually) for family into the HSA. Employees enrolled in CDHS can only use TexFlex for qualified vision and dental coverage cost (Limited Flexible Spending Account (LFSA)). For more information on CDHS go to http://ers.texas.gov/Active-Employees/Health-Benefits/Consumer-Directed-HealthSelect

Note: Employees should carefully consider their past medical needs and costs when determining whether to enroll in CDHS.

Prescription Drug Plan:

Optum RX is the administrator of the prescription drug plan for the HealthSelect and Consumer Directed HealthSelect Health/medical plans. For additional information about the prescriptions drug plans to go to ERS Online at http://ers.texas.gov/Active-Employees/Health-Benefits/Prescription-Drug-Programs

Scott & White HMO-Austin/Central Texas Area/Community First HMO- San Antonio Area

General Copays/Co-insurance / No change for Primary Doctor (PCP) $25 or Specialist $40
Co- Insurance remains 80/20 split for in network
Out of Pocket Maximums / Maximum increased, to $6,550 (individual) and $13,100 (family)
Includes: deductibles, medical copays, coinsurance and pharmacy deductibles and copays.
Does not include: Premiums
Limits start over September 1, 2017
Prescription deductibles / $50 per person per Plan year (Deductible starts over September 1, 2017)

For more information on the HMO plans and prescription plans go to: http://ers.texas.gov/Active-Employees/Health-Benefits/HMOs

Tobacco User Fee:

All state employees and dependents who enroll in medical/health coverage must certify if they use tobacco or not. For information about the tobacco policy see the ERS website at http://ers.texas.gov/Tobacco-Policy-and-Certification

Additional health programs available to state employees: (If qualify)

Children’s Health Insurance Program (CHIP)(Federal Program)

The State offers the Children's Health Insurance Program (CHIP) through the Health and Human Services Commission, a low cost medical coverage for children ages 0 to 18, to employees who meet income guidelines. For more information, see the CHIP website. If you are eligible for CHIP, you may qualify for premium assistance to move and cover your dependents under the State health program instead. For more information, see the attached CHIP/HIPP notice.

Optional Benefits: These can be effective starting on the date of hire or on the first of the next month. There are no pro-rated premiums.

Selections can be made at NEO or within 30 days of date of hire or Qualifying Life event. http://ers.texas.gov/Active-Employees/Optional-Add-on-Benefits

Dental Insurance: Employees are eligible to enroll in dental insurance, with employees’ premiums deducted from his or her paycheck each month. Dental insurance is not included with medical coverage.

There are 3 dental options:

2 dental insurance plans

1 dental discount plan

Please see below for options:

Plan / Coverage (For more detailed information)
DHMO / https://our.humana.com/ers/plans/dhmo
State of Texas Dental Choice / https://our.humana.com/ers/plans/state
Dental Discount Plan / Not Dental insurance- only reduced rates between 20% and 60% for services.
Must pay for all services at time of appointment
Must see participating dentist
Health Opt- Out credit does not apply
For more information on services go to http://www.careington.com/ers/ or call Careington Customer service at (844) 377-3368, M-F, 7 am to 7 pm.

Optional Term Life Insurance: Employees may elect term life insurance coverage in increments of 1, 2, 3, or 4 times their annual salary. Employees may also enroll in dependent term life insurance for a small monthly premium. The employee pays the monthly premiums for both themselves and their dependents on a pre-tax basis. For additional information go to https://web1.lifebenefits.com/sites/lbwem/ers/active-employees/plan-overview

Voluntary Accidental Death And Dismemberment: For additional financial protection in the event of accidental death or certain accidental injuries, employees may enroll in voluntary accidental death and dismemberment policies for themselves and their families. Coverage can range from $10,000 - $200,000 in increments of $5,000. For additional information go to https://web1.lifebenefits.com/sites/lbwem/ers/active-employees/plan-overview

Short And Long Term Disability Insurance: Employees are eligible to enroll in short and long-term disability insurance with premiums based on the employee’s monthly salary. These programs are called the Texas Income Protection Plan (TIPP).

·  Short-term disability insurance pays up to 66% of the employee’s monthly salary (maximum $10,000 or $1,800, whichever is less), until the employee is released medically to return to duty.

·  Long-term disability insurance pays up to 60% of the employee’s monthly salary (maximum $10,000 or $6,000, whichever is less) as long as the disability continues up to age 65.

For more information go to https://reedgrouptipp.com

TexFlex Accounts: TexFlex is a flexible spending plan that allows pre-tax dollars to be deducted from an employee’s paycheck each month for use to cover specific medical expenses or dependent care expenses or commuter expenses. For additional information go to: http://www.spendingaccounts.info/texflex-fsa-adp/

Texa$aver Automatic Enrollment: Newly hired employees will automatically be enrolled in an additional 401(k) retirement plan at 1% of their monthly salary. This account is administered by Empower Retirement. Employees may opt out within the first 30 days by calling Empower Retirement at 800-634-8091 to stop deferrals within the first 30 days of hire. This is separate from, and in addition to, the mandated retirement account. For more information go to: http://ers.texas.gov/Active-Employees/Retirement/Texa$aver-401(k)-457-Program

403(b) Plan: TSD also offers a 403(b) plan for employees who are interested. For more information, please contact JEM Resource Partners/TCG Administrators customer service at or by calling (800) 943-9179, or go to: http://tcgservices.com/documents/ - /127/403b

Texa$aver Deferred Compensation Plan: Employees who are return-to-work retirees, direct transfers from other state agencies, or rehires who do not have a 30-day break in service are eligible to enroll in additional Texa$aver 401(k) or 457 retirement plans separate from the Texa$aver automatic enrollment plan. This plan’s contributions are pre-tax and are deducted each month from the employee’s paycheck. This is separate from, and in addition to, the mandatory retirement account. For additional information go to https://texasaver.gwrs.com/login.do

Retirement

All new employees are enrolled in a mandatory defined benefit retirement plan. Starting with the first paycheck, 9.5% of the employee’s monthly salary is contributed to the retirement plan overseen by Employees Retirement System of Texas. The State contributes 10% of each employee’s monthly salary to the plan, and the account earns 2% interest annually. For more information go to http://ers.texas.gov/Active-Employees/Retirement/State-of-Texas-Retirement

Qualifications for Retirement:

To qualify for full benefits at the time of retirement – meaning you will receive an annuity and insurance (Must have at least 10 years of service to qualify for insurance during retirement.)

1.  Rule of 80 (Age plus service equals 80)

a.  5% reduction from annuity for each year prior to age 62

b.  Monthly insurance premium paid by state is dependent on how many years of service with the state.

·  20 years+- state pd in full

·  15-20 years- state pay 75 % of premium

·  10-15 years- state pays 50 % of premium

2.  Age 65 with 10 years of service

a.  State pays 50 % of premium, you are responsible for the other 50%

If you have prior state service (Before Sept. 1, 2013) your retirement benefits may be different. Please see the ERS website for details at www.ers.texas.gov