your 2021 benefits

Your 2021 Benefits

2021 Annual Enrollment: October 19 – November 3, 2020

UI Benefit Services

[email protected]

1-208-885-3697 or 1-800-646-6174

Fax: 1-208-885-3330

UI Benefits Website:

www.uidaho.edu/benefits

mailto:[email protected]

http://www.uidaho.edu/benefits

2021 ANNUAL ENROLLMENT GUIDE The University of Idaho is committed to offering competitive, affordable benefit programs that give you the choice, protection and security you and your family need. For this year’s Annual Enrollment, it’s not a “benefits as usual” upcoming year. There are several important changes to your benefits, effective January 1, 2021. So, the University is asking you to:

• Learn about and carefully consider your 2021 benefit options. • Anticipate the health care costs and life events you may have in 2021. • Choose or change coverage based on your anticipated 2021 benefits needs.

Take an active role in choosing the right 2021 coverage for yourself and your family. When making your 2021 benefits elections, consider these questions:

• Are you expecting major life changes or health care expenses in 2021? For example, if you’re getting married, having a baby, anticipating costly medical or dental procedures, or your child is expected to enter or age out of day care, you need to think carefully about which benefit plans are right for you.

• Are you planning to enroll in a Flexible Spending Account or Health Savings Account? Think carefully about which account is right for you, since these accounts are specific to the medical plan you choose. To contribute, you must re-enroll and elect your contributions during Annual Enrollment, even if you make no other coverage changes for 2021. See page 4 and page 7 for details.

• Do you have changing child care needs? Is your child just starting day care, or moving on to kindergarten? Take this into account when deciding whether to enroll in a Dependent Care FSA and how much to contribute. See page 7 for details.

• Are you turning age 65 or retiring in 2021? Contact a benefits specialist to find out how this will affect your benefit choices.

• Will one or more of the University’s voluntary benefit plans give you added protection in the year ahead? Examples of these benefits are a new Kashable loan program, auto and homeowners insurance, and pet insurance. See page 35 for details.

YOUR 2021 BENEFITS | iii

If you have questions about terms used throughout this guide, refer to the Glossary on page 39.

Table of Contents2021 Benefit Changes ........................................................................................1

Your Eligibility ....................................................................................................2

Medical Plans .....................................................................................................3

Flexible Spending Accounts (FSA) .....................................................................7

Prescription Drug Benefits ................................................................................10

Medical and Prescription Drug Coverage at a Glance ....................................12

Comparing Medical Plans .................................................................................16

Dental Plans .....................................................................................................20

Vision Plan .......................................................................................................24

Wellness ..........................................................................................................26

Disability, AD&D and Life Insurance .................................................................27

Employee Assistance Program .........................................................................31

Retirement Plans ..............................................................................................33

Voluntary Benefits ............................................................................................35

Key Contacts ....................................................................................................37

For step-by-step enrollment instructions, see page 40.

YOUR 2021 BENEFITS | 1

2021 BENEFIT CHANGESImportant benefit changes are coming January 1, so this won’t be a “business as usual” year. Unfortunately, several forces have come together this year that will mean higher health care rates for 2021—particularly for medical coverage. If you’re enrolled in the Willamette Dental Plan in 2021, your rates for that coverage will increase, too. For 2021 medical and dental rates, see pages 6 and 23, respectively.

The above financial conditions are also contributing to the following benefit plan changes, effective January 1:

• For the Standard PPO Plan with Health Care Flexible Spending Account (FSA) Option and the High Deductible Health Plan (HDHP) with Health Savings Account (HSA) Option, the annual deductible will increase, as shown below.

HDHP WITH HSA OPTION

STANDARD PPO PLAN WITH HEALTH CARE FSA OPTION

IN-/OUT-OF-NETWORK IN-NETWORK OUT-OF-NETWORK

SINGLE $1,900 $800$1,300 per individual

FAMILY1 $3,800 $1,600

• However, there’s good news for vision coverage: your frame allowance will increase to $150.

It’s very important to learn about your 2021 coverage options and their costs; the coverage you have now may not be the coverage you want or need for the coming year.

1 Family includes the following coverage levels: Employee + Spouse or Other Eligible Adult, Employee + Child, Employee + Children, Employee + Family (Spouse or Other Eligible Adult + Children).


YOUR ELIGIBILITY Most University employees and their family members are eligible for benefits (though some employees will pay the full cost of coverage). Coverage begins on the first day of the month after your employment begins. If you begin employment on the first day of the month, your coverage begins that day. Your coverage ends on the last day of your employment. (Benefits are not prorated during transition periods.)

Eligibility RequirementsTo cover a new dependent under your University benefits, you’ll need to provide proof of dependent status. For all eligible dependents except an Other Eligible Adult, you can provide a single, signed tax document (like a tax return). A tax document is sufficient to verify eligibility, as long as it includes all dependents you want to cover. If you do not provide a tax document, you can submit another form of verification, like a copy of your marriage certificate and a document proving financial interdependency, or a copy of a birth certificate.

Tax documents should be signed by you and your spouse or by a CPA or tax preparation firm, or be accompanied by a copy of the e-receipt. Social Security numbers and dollar figures can be blacked out.

Find more information about eligibility, including a list of eligible dependents, on the benefits website at www.uidaho.edu/benefits.

If you are not a Board of Regents-appointed employee (that is, you are a temporary employee) but you meet the Affordable Care Act (ACA) eligibility requirements, you can enroll in a University medical plan at the

full plan cost. You also have the option to choose coverage under the public Health Insurance Marketplace.



MEDICAL PLANSThe University offers two Blue Cross of Idaho medical plans:

• High Deductible Health Plan (HDHP) with Health Savings Account (HSA) Option

• Standard PPO Plan with Health Care Flexible Spending Account (FSA) Option

With both plans, you can choose any provider you want. If you visit a provider or facility within the nationwide Blue Cross of Idaho PPO Plan network, you’ll save money on health care costs.

Make Preventive Care Part of Your Routine. If you visit an in-network provider for preventive care —including annual physicals, mammograms, etc.—you’ll pay nothing for your visit, no matter which

plan you choose! Please visit the Benefits website for the full list of preventive care services.


High Deductible Health Plan (HDHP) with Health Savings Account (HSA) OptionOverview

• You pay 100 percent of covered health care expenses until you meet the annual deductible.

• After you meet the annual deductible, you and the University share the cost of your care through cost-share until you meet the annual cost-share maximum.

• The plan pays 100 percent of preventive care services, like routine annual exams, mammograms and well-baby care, and approved preventive medications.

• You can enroll in a Health Savings Account.

Health Savings Account (HSA)An HSA is a tax-advantaged savings account that allows you to pay for eligible medical expenses now while saving tax-free for future medical costs. Eligible health care out-of-pocket expenses include medical, prescription drug, dental, vision and hearing deductibles, cost-share and copays. You’ll find a list of all eligible expenses in IRS Publication 502.

Your HSA balance grows tax-free through:

• University contributions—the University will match 50 cents for every $1 you contribute, up to the maximum amounts shown on page 5

• Your pre-tax contributions

• Interest earned on your account balance

• Returns from investing the money in your account, once your balance is at least $2,000

Features of the HSANo “Use It or Lose It” Rule. At the end of each year, unused HSA dollars roll over and can be used for future eligible health care expenses.

The Money Is Always Yours. Any HSA balance belongs to you, even if you leave the University or retire.

You Won’t Pay Taxes. Money you contribute or withdraw, and interest and investment earnings, are all tax-free as long as you keep the money in your HSA or use it to pay eligible health care expenses.

To contribute to your HSA, you must elect a contribution

amount every year during Annual Enrollment. Choose the amount you want to contribute for the whole year, not per pay period. You can change your contribution amount anytime during the year.

Note: If you are enrolled in Medicare, you cannot

contribute to an HSA.

Contact a University of Idaho benefits specialist for more information.

https://www.irs.gov/pub/irs-pdf/p502.pdf


2021 HSA Contribution Maximums

COVERAGE LEVEL YOUR MAXIMUM CONTRIBUTION

UI’S MAXIMUMMATCHING

CONTRIBUTION1

MAXIMUM CONTRIBUTION

AMOUNT (YOU + UI)

EMPLOYEE ONLY $3,100 $500 $3,600

FAMILY2 $6,200 $1,000 $7,200

AGE 55 OR OLDER (by December 31, 2021)

Additional $1,000 $0 Additional $1,000

1 To receive the maximum UI matching contribution, contribute $1,000 for Employee Only coverage or $2,000 for Family coverage.

2 Family coverage includes you plus your spouse or Other Eligible Adult; you plus one or more children; or you plus your spouse or Other Eligible Adult and one or more children.

Why HSAs Matter

WITH AN HSA WITHOUT AN HSA

GROSS ANNUAL PAY $45,000 GROSS ANNUAL PAY $45,000

MAXIMUM ANNUAL HSA CONTRIBUTION $6,200 ESTIMATED TAX RATE (25%) -$11,250

ADJUSTED GROSS PAY $38,800 NET ANNUAL PAY $33,750

ESTIMATED TAX RATE (25%) -$9,700 ESTIMATED ANNUAL HEALTH CARE EXPENSES -$6,200

FINAL TAKE-HOME PAY $29,100 FINAL TAKE-HOME PAY $27,550

SAVINGS WITH HSA $1,550

The Affordable Care Act (ACA) requires the University to send Form 1095-C to non-Board-of-Regents-appointed (temporary) employees who meet the qualification criteria. This tax form shows that you worked full-time in 2020 and that the University offered you health insurance that complies with ACA requirements.


The toll-free Nurse Advice Line is open 24/7, even on holidays: 1-888-993-7120. You can also chat online with

a nurse. Log in to www.bcidaho.com to access the live chat link on your member homepage.

Standard PPO Plan with Health Care Flexible Spending Account (FSA) OptionOverview

• You pay 100 percent of covered health care expenses—excluding doctor’s office visits, where you only have a copay—until you meet the annual deductible.

• After you meet the annual deductible, you and the University share the cost of your care through cost-share or copays until you meet the annual cost-share maximum.

• Plan pays 100 percent of preventive care services, like routine annual exams, mammograms and well-baby care.

• You can enroll in a Health Care Flexible Spending Account (see page 7).

2021 Full-Time Employees’ Per-Pay Contributions for Medical Coverage

COVERAGE LEVEL HDHP WITH HSA OPTION STANDARD PPO PLAN WITH HEALTH CARE FSA OPTION

EMPLOYEE ONLY $41.56 $78.77

EMPLOYEE + SPOUSE OR OTHER ELIGIBLE ADULT $87.27 $165.40

EMPLOYEE + CHILD $58.18 $110.28

EMPLOYEE + CHILDREN $88.10 $166.98

EMPLOYEE + FAMILY (SPOUSE OR OTHER ELIGIBLE ADULT + CHILDREN)

$117.18 $222.10

http://www.bcidaho.com


FLEXIBLE SPENDING ACCOUNTS (FSA)Tax AdvantageFSA contributions are deducted from each paycheck before taxes are calculated on your income. This lowers your taxable income, which means you pay less income tax.

ContributionsYou elect your yearly contribution during Annual Enrollment, up to IRS limits. You can contribute up to $2,7501 to your Health Care FSA and up to $5,0001 to your Dependent Care FSA. (The IRS sets additional limits on your Dependent Care FSA contributions if you’re married and your spouse has a Dependent Care FSA through his or her employer.) The amount you choose will be deducted from your pay and deposited into your account equally throughout the year.

To estimate the contributions you may want to make to a Health Care FSA, visit www.fsastore.com/services/FSAcalculator.aspx and use the FSA Store FSA calculator.

1 FSA contribution maximums are for 2020. Check www.irs.gov for 2021 contribution maximums, which will be released later this year.

http://fsastore.com/services/FSAcalculator.aspx

http://irs.gov


Expense ReimbursementYour deposits for the year can be used to pay eligible expenses you have between January 1 and December 31, or during your period of participation. You have options for how to use the money in your FSAs:

• Use the HealthEquity Visa Health Account Card like a debit card at the time you have an eligible expense (only available for the Health Care FSA), or

• Pay for your and your covered dependents’ eligible expenses first, then submit a claim and your receipts to HealthEquity. You can sign up for direct deposit for your reimbursement payments.

No Account TransfersYou deposit money into each account separately. You cannot transfer money between the accounts. You also cannot be reimbursed for health care expenses from the Dependent Care FSA and dependent day care expenses from the Health Care FSA.

Save Your Health Care Receipts! Receipts will be required for most expenses you want to be reimbursed for through your FSA. Be sure to

save your receipts and submit them to HealthEquity at www.healthequity.com or through the HealthEquity mobile app, so they can process your reimbursement.


“Use It or Lose It” RuleEstimate your expenses carefully. If you contribute more than you spend, you’ll lose unused funds at the end of the year. Consider carefully if you will have a life event that may affect your spending needs, such as getting married or your child entering kindergarten. Here’s an example of how you can save money using an FSA:

WITH AN FSA WITHOUT AN FSA

GROSS ANNUAL PAY $45,000 GROSS ANNUAL PAY $45,000

MAXIMUM ANNUAL HEALTH CARE FSA CONTRIBUTION -$2,7501 ESTIMATED TAX RATE (25%) -$11,250

ADJUSTED GROSS PAY $42,250 NET ANNUAL PAY $33,750

ESTIMATED TAX RATE (25%) -$10,562.50 ESTIMATED ANNUAL HEALTH CARE EXPENSES -$2,7501

FINAL TAKE-HOME PAY $31,687.50 FINAL TAKE-HOME PAY $31,000

SAVINGS WITH FSA $687.50

How Is a Health Care Flexible Spending Account (FSA) Different from a Health Savings Account?HEALTH CARE FSA HEALTH SAVINGS ACCOUNT

WHO CAN PARTICIPATE

Available only if you are enrolled in the Standard PPO Plan or have waived medical coverage. See Publication 969 for more information on Health Care FSA eligibility

Available only if you are enrolled in the HDHP with HSA Option

ROLLOVER “Use it or lose it”: unused money at year end is forfeited

Unused money at year end rolls over to the following year. You keep the full value of your account if you leave or retire from UI

WHO CAN CONTRIBUTE You contribute; the University does not

The University contributes if you contribute. The University matches your contributions up to a maximum contribution amount

ENROLLMENT REQUIREMENTS

To contribute, you must enroll every year during Annual Enrollment

To contribute, you must elect a contribution amount every year during Annual Enrollment

CONTRIBUTION AMOUNT CHANGES

You cannot change your contribution amount outside of Annual Enrollment unless you have a qualified life event that allows you to make a change

You can change your contribution amount anytime during the year

Visit www.irs.gov for a complete list of FSA rules and eligible expenses.

1 FSA contribution maximums are for 2020. Check www.irs.gov for 2021 contribution maximums, which will be released later this year.

Important Dependent Care FSA Tax Information. You can’t claim the federal child care credit on your income tax return for

expenses for which you are reimbursed under the Dependent Care FSA. Also, if you have a Dependent Care FSA, when you file your income tax return, you must provide the dependent care provider’s name, address, and Social Security or federal tax ID number. If you can’t provide this information, the Dependent Care FSA may not be your best option. Talk to a tax expert before you enroll in this FSA.

https://www.irs.gov/forms-pubs/about-publication-969

http://www.irs.gov

http://irs.gov


PRESCRIPTION DRUG BENEFITSThe University’s prescription drug plan administrator, CVS Caremark, offers a nationwide network of CVS Pharmacies and preferred partner pharmacies, like Walgreens, Walmart and Rite Aid, as well as local, independent pharmacies.

The HDHP with HSA Option pays the full cost of certain preventive drugs that manage conditions like high cholesterol and high blood pressure—

there is no cost to you. Review the HDHP list of covered preventive drugs by calling CVS Caremark at 1-888-202-1654 and letting them know you’re a University employee.


How Much Will My Prescriptions Cost?What you’ll pay for covered prescriptions will depend on the medical plan you’re enrolled in, the type of prescription and if you’ve met the annual prescription drug deductible or cost-share maximum.

If you’re in the HDHP with HSA Option, you’ll pay the full cost of covered prescription drugs until you meet the annual deductible. Then, you’ll pay 30 percent of the maximum allowance—the plan will pay the rest. Once you meet the combined medical and prescription drug out-of-pocket maximum, the plan will pay the full cost of covered prescriptions for the rest of the plan year.

If you’re in the Standard PPO Plan with Health Care FSA Option, you’ll pay the full cost of covered prescription drugs until you meet the annual prescription drug deductible. Then, you’ll share the cost of covered prescription drugs with the plan—the exact amount you pay depends on the type of drug and if you use mail order (see page 15). Once you’ve met the annual prescription drug deductible PLUS the annual prescription drug out-of-pocket maximum, the plan will pay the full cost of covered prescriptions for the rest of the plan year.

Saving on MedicationsHere are some tips on how to spend less on prescriptions without compromising quality:

Ask for Generics. They’re usually much less expensive than brand name drugs. A generic drug is identical—or “bioequivalent”—to a brand name drug in dosage form, safety, strength, route of administration, quality, performance characteristics and intended use.1

Use the Formulary. When you must use a brand name drug, ask your doctor to make sure it’s on CVS Caremark’s “preferred list,” also called a “formulary.” Medications on the list are less expensive than drugs that aren’t listed.

The drugs included on the formulary can change throughout the year. Visit www.caremark.com to view the most up-to-date version of the formulary. If you have questions about what drugs are covered, contact CVS Caremark at the number listed on the back of your ID card.

Try Mail Order for Maintenance Medication. Use CVS Caremark’s mail order service to order up to 90 days of medication at a time for drugs taken for long periods. Medications are sent to your home with no shipping fee. CVS Caremark can contact your doctor for a new prescription for most common maintenance medications, including medications for managing high blood pressure, high cholesterol, diabetes and other chronic conditions.

Sign up for mail order at www.caremark.com. If this is your first time on the site, you will need to register.

Visit a CVS Network Pharmacy. Using a CVS network pharmacy saves you money.1 https://www.fda.gov/Drugs/ResourcesForYou/

Consumers/BuyingUsingMedicineSafely/GenericDrugs/ucm144456.htm

Understanding a Formulary

Find the drug name: Search the first column of the formulary for your prescription’s name.

Is there a code? Look for an abbreviated code next to your prescription’s name.

• ST—Step Therapy

• PA—Prior Authorization

• QL—Quantity Limit

Find the tier: Generally, the lower the tier, the less money you’ll pay for the prescription.

• Tier 1—Generic

• Tier 2—Preferred Brand Name Drugs

• Tier 3—Non-Preferred Brand Name Drugs

http://www.caremark.com


https://www.fda.gov/Drugs/ResourcesForYou/Consumers/BuyingUsingMedicineSafely/GenericDrugs/ucm144456.htm




MEDICAL AND PRESCRIPTION DRUG COVERAGE AT A GLANCE The table on pages 13–15 summarizes what you pay for some common medical services and prescription drugs under each medical plan. Use the table and the Comparing Medical Plans section, starting on page 16, to determine the medical coverage option that best fits your and your family’s needs.


Changes for 2021 are shown in red.

For the HDHP, if one family member’s covered services meet the $3,100 single cost-share maximum, the plan pays

100 percent of covered services for that person for the rest of the plan year. When any combined family members’ covered services meet the $6,200 family cost-share maximum, the plan pays 100 percent of covered services for all family members for the rest of the plan year.

1 Single reflects Employee Only coverage level.

2 Family includes the following coverage levels: Employee + Spouse or Other Eligible Adult, Employee + Child, Employee + Children, Employee + Family (Spouse or Other Eligible Adult + Children).




ANNUAL DEDUCTIBLE

SINGLE1 $1,900 $800$1,300 per individual

FAMILY2 $3,800 $1,600

ANNUAL MEDICAL COST-SHARE MAXIMUM

SINGLE1 $3,100 $3,650$5,300 per individual

FAMILY2 $6,200 $7,300

ANNUAL PRESCRIPTION DRUG DEDUCTIBLE

SINGLE1

N/A$125

FAMILY2 $250

ANNUAL PRESCRIPTION DRUG COST-SHARE MAXIMUM

SINGLE1

N/A$3,975

FAMILY2 $7,950

COMBINED MEDICAL AND PRESCRIPTION DRUG OUT-OF-POCKET MAXIMUM (TOTAL COST EXPOSURE)

SINGLE1 $5,000 $8,550 $10,700

FAMILY2 $10,000 per family; $6,900 per individual $17,100

$6,600 per individual for medical;

$8,200 for family for prescription drugs


HDHP WITH HSA OPTION STANDARD PPO PLAN WITH HEALTH CARE FSA OPTION


MEDICAL BENEFITS

PREVENTIVE CARE You pay $0 You pay $0 You pay full cost

OFFICE VISIT 30% of maximum allowance after deductible

$35 copay, not subject to or applied to deductible

35% of maximum allowance after deductible

LAB WORK, IMAGING (MRI, CT SCAN, PET), ETC.




URGENT CARE 30% of maximum allowance after deductible

$35 copay, not subject to or applied to deductible


BEHAVIORAL HEALTH

INPATIENT SERVICES 30% of maximum allowance after deductible

20% of maximum allowance after deductible and $100 per-day copay

up to $300 maximum copay per year

35% of maximum allowance after deductible and $100 per-day copay up to $300 maximum copay

per year

OUTPATIENT PSYCHOTHERAPY


$35 copay per visit, not subject to or applied to deductible 35% of maximum allowance after deductible

HOSPITAL BENEFITS

EMERGENCY SERVICES 30% of maximum allowance after deductible

20% of maximum allowance after deductible and $100 copay

INPATIENT 30% of maximum allowance after deductible




per year

OUTPATIENT 30% of maximum allowance after deductible

20% of maximum allowance after deductible 35% of maximum allowance after deductible

MATERNITY SERVICES

PHYSICIAN 30% of maximum allowance after deductible

$250 copay (not subject to deductible or cost-share); then plan pays 100%


per year

HOSPITAL 30% of maximum allowance after deductible




per year


1 If you buy a brand name drug instead of an available generic drug, you pay the applicable brand copay plus 100 percent of the cost difference between the brand name and generic.

PRESCRIPTION DRUG BENEFIT

HDHP WITH HSA OPTION STANDARD PPO PLAN WITH HEALTH CARE FSA OPTION

RETAIL PHARMACY

MAIL ORDER

RETAIL PHARMACY

MAIL ORDER

GENERIC

100% of drug cost until you meet the deductible; then 30% of

maximum allowance

25% ($12 min., $25 max.) $36

PREFERRED BRAND NAME1

25% ($25 min., $75 max.) $75

NON-PREFERRED BRAND NAME1

25% ($40 min., $100 max.) $120


COMPARING MEDICAL PLANSBoth medical plans have features that may fit your lifestyle. To help you choose the plan that’s best for you, these scenarios show approximate out-of-pocket expenses under each plan. All scenarios reflect the use of in-network providers and prescription drug costs. See page 9 for an example of tax savings with an FSA.


Tyler Employee Only Coverage

Tyler, 27, is healthy and active. In 2021, he’ll: • Get an annual preventive physical

• Visit his family doctor once

• Get two retail generic prescriptions filled each month, one of which is on the HDHP preventive drug list

Tyler doesn’t need much medical care, so he won’t meet either plan’s annual deductible. In 2021, here’s how much Tyler will pay:



ANNUAL MEDICAL PLAN CONTRIBUTIONS $1,081 $2,048

TYLER’S CONTRIBUTIONS $1,000 $1,000

OUT-OF-POCKET COSTS:• Annual exam —preventive• Family doctor visit• Prescriptions

$0$100$300

$0$35

$353

HSA/FSA REIMBURSEMENT FOR TYLER’S OUT-OF-POCKET COSTS

-$400 -$388

UI HSA MATCHING CONTRIBUTIONS -$500 N/A

TOTAL ANNUAL COST $1,581 $3,048


Jerome and ElaineEmployee + Spouse CoverageJerome and Elaine are in their early 50s. In 2021:

• They will both get annual preventive physicals from their family doctor.

• Elaine will get a preventive mammogram.

• Jerome will have a diagnostic (not preventive) colonoscopy.

• In May, Jerome will have a heart attack and undergo bypass surgery.

• Jerome will take four daily non-formulary brand retail prescriptions in addition to daily cholesterol medication.

• Elaine will take daily medication for her thyroid.

In 2021, here’s how much Jerome and Elaine will pay:


STANDARD PPO PLAN WITH HEALTH CARE

FSA OPTION


JEROME’S CONTRIBUTIONS $2,000 $2,000

OUT-OF-POCKET COSTS:• Annual exam—2 preventive• Mammogram—preventive • Colonoscopy—diagnostic • Heart attack; requires inpatient bypass surgery, 4 days inpatient stay

• Prescriptions

$0$0

$3,000$3,900

$720

$0$0

$1,240$3,210

$3,874

HSA/FSA REIMBURSEMENT FOR JEROME AND ELAINE’S OUT-OF-POCKET COSTS

-$2,000 -$2,000

UI HSA MATCHING CONTRIBUTIONS -$1,000 N/A



The GarciasEmployee + Family Coverage

Riccardo and Grace are both 40; their son is eight and their daughter is five. Riccardo and Grace are expecting another baby in 2021. In 2021:

• Each family member will get an annual preventive checkup.

• Their son will have two urgent care visits for ear infections.

• Grace will take four daily prescription drugs filled through the mail order service, two of which are on the HDHP preventive drug list.

In 2021, here’s how much Riccardo and Grace will pay:


STANDARD PPO PLAN WITH HEALTH CARE

FSA OPTION


GRACE’S CONTRIBUTIONS $2,000 $2,000

OUT-OF-POCKET COSTS:• Annual exam—4 preventive• Prenatal care—6 doctor visits • Urgent care—2 visits • Hospital stay—2 days• Prescriptions

$0$600$400

$4,960$300

$0$210$70

$2,640$665

HSA/FSA REIMBURSEMENT FOR RICCARDO AND GRACE’S OUT-OF-POCKET COSTS

-$2,000 -$2,000

UI MATCHING CONTRIBUTIONS -$1,000 N/A



To be covered under a University dental plan, you must enroll in University medical coverage.

DENTAL PLANSYou have three dental plans to choose from:

• Delta Dental Standard. Preventive care is covered at 100 percent. If you’re a full-time employee, the University pays the contribution for the Standard Dental Plan, so there’s no coverage cost to you. If you’re a part-time employee, you may have to pay a portion of the Standard Dental Plan rate.

• Delta Dental Plus. Preventive care is covered at 100 percent. Comprehensive coverage includes child and adult orthodontia.

• Willamette Dental. Based on your location, this dental option may be available if you live in a covered area. Preventive care is covered at 100 percent after a $20 copay. This plan offers comprehensive coverage for child and adult orthodontia.


Dental Plans at a GlanceThe table below summarizes what you will pay for in-network dental care. If you elect Delta Dental Standard or Delta Dental Plus and receive services from non-network dentists, the plan will pay your full requested reimbursement or Delta Dental’s non-network dentist fee, whichever is less. Willamette Dental does not pay benefits if you see non-network dentists.

Delta Dental Plans

DELTA DENTAL STANDARD DELTA DENTAL PLUS

ANNUAL DEDUCTIBLE1

INDIVIDUAL $25 $50

FAMILY $75 $150

CLASS I BENEFITS

• Preventive care• Diagnostic care• X-rays

Plan pays 100%

CLASS II BENEFITS

• Oral surgery• Endodontic care• Periodontic care, including perio cleaning

• Minor restorative services



CLASS III BENEFITS

• Major restorative services• Prosthodontics



CLASS IV BENEFITS

ADULT, CHILD ORTHODONTIA2 N/A 50% up to lifetime maximum benefit of $1,500 per person

ANNUAL MAXIMUM BENEFIT PER PERSON, EXCLUDING ORTHODONTIA

$1,000 $1,500

Visit Delta Dental online to find a dentist in the Delta Dental PPO Plan network, check the

status of your claims, contact customer service and print your ID card.

1 Does not apply to Class I benefits

2 Covered services only include those started when coverage under the plan begins

https://www.deltadental.com


Visit Willamette Dental online to find a dentist in the Willamette Dental network,

check the status of your claims and contact customer service.

Willamette Dental WILLAMETTE DENTAL

ANNUAL DEDUCTIBLE None

ANNUAL BENEFIT MAXIMUM PER PERSON None

GENERAL AND ORTHODONTIC OFFICE VISIT $20 copay

DIAGNOSTIC AND PREVENTIVE SERVICES

Covered with office visit copay

RESTORATIVE DENTISTRY

FILLINGS Covered with office visit copay

PORCELAIN-METAL CROWN $200 copay

PROSTHODONTICS

ROOT CANAL THERAPY $75–$150 copay

OSSEOUS SURGERY (PER QUADRANT) $150 copay

ROOT PLANING (PER QUADRANT) $60 copay

ORAL SURGERY

ROUTINE EXTRACTION (SINGLE TOOTH) Covered with office visit copay

SURGICAL EXTRACTION $75 copay

ORTHODONTIA TREATMENT

PRE-ORTHODONTIA TREATMENT $150 copay; copay credited toward comprehensive orthodontia treatment

COMPREHENSIVE ORTHODONTIA TREATMENT $1,500 copay

• Routine and emergency exams

• Head and neck cancer screening

• X-rays • Teeth cleaning

• Fluoride treatment • Sealants (per tooth) • Oral hygiene instruction • Periodontal charting • Periodontal evaluation

https://www.willamettedental.com/index.html

https://www.willamettedental.com/index.html


MISCELLANEOUS

LOCAL ANESTHESIA Covered with office visit copay

DENTAL LAB FEES Covered with office visit copay

NITROUS OXIDE $40 copay

SPECIALTY OFFICE VISIT $30 copay

OUT-OF-AREA EMERGENCY CARE REIMBURSEMENT You pay charges in excess of $100

2021 Full-Time Employees’ Per-Pay Contributions for Dental Coverage

COVERAGE LEVEL

DELTA DENTAL STANDARD

DELTA DENTAL PLUS

WILLAMETTE DENTAL

EMPLOYEE ONLY $0.00 $3.72 $4.69

EMPLOYEE + SPOUSE OR OTHER ELIGIBLE ADULT

$0.00 $8.32 $9.23

EMPLOYEE + CHILD $0.00 $7.43 $9.01

EMPLOYEE + CHILDREN $0.00 $14.12 $17.20

EMPLOYEE + FAMILY (SPOUSE OR OTHER ELIGIBLE ADULT + CHILDREN)

$0.00 $15.01 $18.47

Willamette Dental (continued)


VISION PLAN The University offers a vision plan to Board of Regents-appointed employees only, through VSP Vision Care. You can waive vision coverage. However, the University pays the full cost of vision coverage for you and your dependents.

To be covered under the University vision plan, you must enroll in University medical coverage.


Vision Plan at a GlanceSERVICE VSP PROVIDER

(IN-NETWORK)NON-VSP PROVIDER (OUT-OF-NETWORK)

EYE EXAM—ANNUAL $10 deductible; then plan pays 100%

$10 deductible; then plan reimburses up to $52

EYEGLASS LENSES (ONCE EVERY 12 MONTHS)

• Single vision• Bifocal • Trifocal • Lenticular

$25 deductible;1 then plan pays 100%

$25 deductible;1 then plan reimburses up to:

$55$75$95$125

PROGRESSIVE $60–$119 deductible; then plan pays 100% Not covered

EYEGLASS FRAMES (ONCE EVERY 2 YEARS)

$25 deductible;1 then plan pays up to $150

$25 deductible;1 then plan reimburses up to $45

CONTACT LENSES (ONCE EVERY 12 MONTHS)

Plan pays up to $120 for contacts and fitting exam

Plan reimburses up to $105 for contacts and fitting exam

1 Deductible applies to a complete pair of glasses or to frames, whichever you choose.

2021 Employees’ Per-Pay Contributions for Vision Coverage

COVERAGE LEVEL VSP VISION CARE SERVICES

EMPLOYEE ONLY $0.00

EMPLOYEE + SPOUSE OR OTHER ELIGIBLE ADULT $0.00

EMPLOYEE + CHILD $0.00

EMPLOYEE + CHILDREN $0.00

EMPLOYEE + FAMILY (SPOUSE OR OTHER ELIGIBLE ADULT + CHILDREN) $0.00

New for 2021! Your in-network eyeglass

frame allowance is increasing to $150 (up from $120).


Check with your doctor when you’re at your annual wellness checkup to ensure that the visit is coded as “preventive” and that all lab tests are coded as “routine.” This way, you won’t pay anything for the visit.

WELLNESS Blue Cross of Idaho provides tools and resources to help you meet—and exceed—your personal wellness goals. These can help you improve your quality of life and keep medical costs down.

• Health assessment

• Health coaching

• Wellness workshops, including:

› Nutrition and exercise

› Exercise and food tracking tools

› Smoking cessation (tobacco-free campus)

› Managing allergies

› Anxiety and depression

› Cardiovascular disease

› Sleep issues

› Migraine headaches

To learn more, visit the Blue Cross website.

https://members.bcidaho.com


DISABILITY, AD&D AND LIFE INSURANCEPreparing for the financial challenges of unexpected change is critical. To help ensure you’re protected, the University offers insurance that covers injury, illness and death:

• Disability insurance:

› Short term disability (STD)

› Long term disability (STD)

• Accidental death and dismemberment (AD&D) insurance

• Life insurance


Disability InsuranceIf you’re injured or become ill and it’s not work-related, disability insurance pays you part of your income while you’re away from work.

Short-Term DisabilityThe University provides basic coverage at no cost to you: 50 percent of your income, up to $500 a week. You can increase your coverage to 60 percent or 66.67 percent.

After you’ve been unable to work for 30 continuous days, short-term disability (STD) payments begin on day 31 (not including sick leave days). STD continues for up to six months from your last day worked. (See the example to the far right.)

Waiting period. The normal waiting period for receiving a basic STD benefit is 30 days. If you return to work within the first 30 days of your illness or injury, the waiting period may restart. So, work closely with UI Benefit Services during your period of STD to ensure you receive the appropriate benefits.

2021 Full-Time Employees’ Per-Pay Contributions for Short-Term Disability Insurance

SHORT-TERM DISABILITY PER $100 OF BENEFIT COVERAGE

50% UP TO $500 PER MONTH University-paid

60% UP TO $700 PER MONTH $0.051

66.67% UP TO $1,250 PER MONTH $0.080

STD Waiting Period Example• You take six weeks of medically

necessary leave after the birth of your child.

• The first 30 days of medically necessary leave satisfy the STD waiting period.

• STD benefits begin after the waiting period, which is the latter of the 31st consecutive day of being “totally disabled” or when you no longer have any sick leave time remaining.

• You receive STD benefits during the remaining 12 days of leave.1 If you are out of work beyond that period for parenting time, STD benefits won’t continue because you’re medically able to work.

1 Example assumes no available accrued sick leave.


Long-Term DisabilityThe University provides basic coverage at no cost to you: 50 percent of your income, up to $2,000 a month. You can increase your coverage to 60 percent or 66.67 percent.

After six months of STD benefit payments, long-term disability (LTD) benefit payments may begin. See the Summary Plan Description for more information.

2021 Full-Time Employees’ Per-Pay Contributions for Long-Term Disability Insurance

SHORT-TERM DISABILITY PER $100 OF BENEFIT COVERAGE

50% UP TO $500 PER MONTH University-paid

60% UP TO $700 PER MONTH $0.051

66.67% UP TO $1,250 PER MONTH $0.080

Accidental Death and Dismemberment (AD&D) InsuranceAD&D insurance protects you and your family in case of death, loss of a limb or eyesight, and certain other conditions that result from a covered accident. If you die from a covered accident, AD&D pays a benefit in addition to your life insurance.

You can choose coverage for yourself and your family members. Employee coverage is available for one to five times your annual salary, to a maximum benefit of $1,000,000. Coverage for family members pays a percentage of your benefit, as shown in the table below.

AD&D Coverage and Benefits Paid Per Covered Family Member

COVERAGE LEVEL

PERCENTAGE OF YOUR BENEFIT PAID

EMPLOYEE ONLY 100%

EMPLOYEE + SPOUSE 100% for employee; 50% for spouse

EMPLOYEE + CHILD(REN)

100% for employee; 10%, up to $25,000 per child

EMPLOYEE + SPOUSE + CHILD(REN)

100% for employee; 40% for spouse; 5% per child

2021 Full-Time Employees’ Per-Pay Contributions for AD&D Insurance

COVERAGE LEVEL

PER $1,000 OF BENEFIT

EMPLOYEE $0.030

FAMILY $0.045 per entire family

https://www.uidaho.edu/human-resources/benefits/time-away-from-work/disability


Life InsuranceThe University provides basic life insurance equal to one times your base annual salary, to a maximum benefit of $500,000, at no cost to you.1 You can buy optional life insurance of up to four times your base annual salary, to a maximum benefit of $1,000,000. You also can buy life insurance coverage for your spouse in increments of $1,000, from $10,000 to

$250,000, and for your eligible dependent children in amounts of $5,000, $10,000 or $25,000 per enrolled child.

Per-paycheck contributions for optional dependent life insurance range from $0.30 for $5,000 of coverage to $1.50 for $25,000 of coverage.

Tobacco-Use and Life Insurance RatesWhen you enroll for University benefits coverage, you’ll be asked about your tobacco use. If you or your spouse uses tobacco of any kind, you’ll pay higher rates for optional employee and spouse life insurance than non-tobacco users; however, if you or your spouse (or both, if you are both tobacco users)

completes a tobacco-cessation program during the year and remains tobacco-free for 12 months, your rates will decrease the next year. For information on changing your tobacco-use status, email [email protected].

2021 Full-Time Employees’ Per-Pay Contributions for Optional Employee and Spouse Life Insurance

COVERAGE LEVEL PER $1,000 OF BENEFIT

AGE TOBACCO NON-USER TOBACCO USER

Under 30 $0.05 $0.08

30–34 $0.06 $0.09

35–39 $0.07 $0.11

40–44 $0.10 $0.16

45–49 $0.15 $0.24

50–54 $0.23 $0.36

55–59 $0.41 $0.51

60–64 $0.57 $0.74

65–69 $0.88 $1.27

70+ $1.58 $2.14

1 The IRS requires that employees who are covered by an employer-provided benefit of more than $50,000 must pay income taxes on the value of the excess benefits. The University is required to report this taxable income on your W-2 form.

The University’s online enrollment system and confirmation statement

automatically default to tobacco-user status for optional life insurance. If you buy optional life insurance, and you’re not a tobacco user, be sure to change your status to non-user.

If you buy optional life insurance for yourself, your spouse or your child, the

insurance company, The Standard, may require you to submit a completed evidence of insurability (EOI) form and other health information. The Standard will use the EOI and other health information to determine eligibility for your requested coverage amount.



EMPLOYEE ASSISTANCE PROGRAMTo help you balance all aspects of work and life, the University offers a confidential Employee Assistance Program (EAP)—provided by KEPRO—at no cost to you. The EAP is just a click/tap or phone call away 24/7, even on holidays. Call 1-800-999-1077 or visit www.eaphelplink.com (company code: UI1).

http://www.eaphelplink.com


For All EmployeesYou and your family members have access to EAP mental health counselors, attorneys and financial advisors. KEPRO’s valuable online resources include:

• Counseling sessions—up to eight confidential sessions per issue per plan year at no cost for you and your dependents—for anxiety, stress and depression, grief and loss, parenting, workplace issues and relationships.

• E-learning, webinars, podcasts and articles on topics such as LGBTQA, wellness, financial well-being, work/life balance, parenting, personal growth and career development.

• Referral services for day care and summer camps, special needs services, in-home care, elder care, cleaning services, repairs, pet sitting and more.

• Consultation services, including legal and financial advice, and services from qualified and licensed professionals.

• Corporate discounts of up to 25 percent off the cost of travel, auto insurance and repairs, electronics, home improvements and décor, mobile phone plans and services, moving and relocation, flowers, gifts, event tickets and much more!

Discover everything the EAP offers. Visit www.eaphelplink.com (company code: UI1).

For Managers and SupervisorsIn addition to the employee EAP benefits described above, if you’re a manager or supervisor, you have unlimited access to telephone consultations with a dedicated team of workplace specialists. These professionals can help you with workplace concerns such as:

• Dealing with difficult people

• Improving professional climate and culture

• Transitions and changes

Support onsite and by phone can also be arranged for employees who may be affected by a traumatic event.


RETIREMENT PLANSMany financial planning experts suggest your annual income in retirement should be about 80 percent of your annual salary during your peak earning years.

Basic Retirement PlansYour retirement plan options depend on your employment status:

• Classified Employees must participate in the Public Employee Retirement System of Idaho (PERSI). This applies to Classified Staff and Temporary Hourly Employees working 20 hours per week for five or more consecutive months.

• Faculty and Non-Faculty Exempt Employees are required to participate in the Optional Retirement Plan (ORP). Faculty and Non-Faculty Exempt Employees that elected to remain with PERSI when the ORP was initially rolled out, and new employees that are vested with PERSI (either from a previous position with the University or from a prior employer), can choose to continue contributing to the PERSI.

To find out if you’re eligible to participate in a basic retirement plan, visit www.uidaho.edu/human-resources/benefits/plans.

Retirement-Ready? A retirement tier request can be submitted

within one year of your anticipated date of retirement. Find more information and the tier request form on the benefits website.

http://www.uidaho.edu/human-resources/benefits/plans



Supplemental Retirement PlansIf you want to contribute to a tax-advantaged retirement plan in addition to your PERSI or ORP account, you can select a 403(b), Roth 403(b) or 457(b) plan administered by TIAA or VALIC (AIG). PERSI Choice 401(k) plans are administered by PERSI and are available to PERSI plan participants.

The University does not contribute to your supplemental retirement plan. However, your contributions and their investment earnings are tax-deferred. The plan administrators provide tools to help you determine how much you should save for retirement.

If you’re interested in enrolling or making changes to your contribution amount, contact UI Benefit Services at [email protected] or by calling 1-208-885-3697 or 1-800-646-6174.

PLAN 2021 CONTRIBUTION LIMIT LIMIT INFORMATION

401(k)$19,500, with an additional $6,500 in catch-up contributions for employees age 50 or older in 2021

This limit is shared with 403(b) accounts

403(b)$19,500, with an additional $6,500 in catch-up contributions for employees age 50 or older in 2021

This limit is shared with 401(k) accounts

457(b)$19,500, with an additional $6,500 in catch-up contributions for employees age 50 or older in 2021

This limit is separate from 401(k) and 403(b) accounts



VOLUNTARY BENEFITSThe University offers you employee-pay-all voluntary benefits at discounted rates so you can enhance your coverage to fit the needs of you and your family.

Through MyBenefits PortalEmployees pay for the following benefits at discounted rates by enrolling online through the MyBenefits portal:

BENEFIT DESCRIPTION

ACCIDENT INSURANCE Plans that cover unexpected costs that you have following a covered accident.

CRITICAL ILLNESS INSURANCE

Insurance policies that protect you against a predetermined list of critical illnesses such as cancer.

HOSPITAL INDEMNITY INSURANCE

Policies with a payout for certain costs related to long-term hospital stays.

IDENTITY THEFT PLAN Protect your identity and your financial information.

LEGAL PLAN Get access to thousands of experienced attorneys nationwide.

PET INSURANCE Take care of your furry friends with these special discounts.

AUTO AND HOMEOWNERS INSURANCE Take advantage of special rates on auto and home coverage.

PAYROLL PURCHASING POWER PROGRAM

Buy products and services (e.g., computers, appliances, educational services and vacations) and pay for them over time through payroll deduction instead of traditional financing options.

NEW FOR 2021! NEW FOR 2021! KASHABLE LOAN PROGRAM

Low-cost personal loans with variable repayment plans through payroll deduction.

Log in to the MyBenefits portal to enroll online for certain voluntary benefits, available through Corestream.


Through the UniversityEmployees pay for the following benefits at discounted rates through the University:

• Faculty and staff Vandal sports packages

• Student recreation center

• Educational benefits for employees, spouses and dependents

• Adoption assistance

• UI Children’s Center

• Latah Federal Credit Union

• NCPERS—term life insurance for PERSI participants


KEY CONTACTSBENEFIT ADMINISTRATOR HOW TO CONNECT

MEDICAL PLAN Blue Cross of Idaho 1-866-685-2258 www.bcidaho.com

HEALTH SAVINGS ACCOUNT (HSA) HEALTH CARE AND DEPENDENT CARE FLEXIBLE SPENDING ACCOUNTS (FSAS)

HealthEquity 1-888-769-8696 www.healthequity.com

PRESCRIPTION DRUG PLAN CVS Caremark 1-888-202-1654

www.caremark.com

DENTAL PLANDelta Dental of Idaho 1-800-356-7586

www.deltadentalid.com

Willamette Dental Group 1-855-4DENTAL (433-6825) www.willamettedental.com

VISION PLAN VSP 1-800-877-7195 www.vsp.com

EMPLOYEE ASSISTANCE PROGRAM (EAP)

KEPRO1-800-999-1077 www.eaphelplink.com Company Code: UI1

DISABILITY AND LIFE INSURANCE CLAIMS

The Standard Insurance 1-888-937-4783 www.standard.com

VOLUNTARY BENEFITS Corestream 1-855-952-1600

www.ms-idaho.corestream.com

The information provided in this guide is of a general nature only and does not replace or alter the official rules and policies contained in the official plan documents that legally govern the terms and operation of the University of Idaho benefit plans. If this publication differs in any way from the official plan documents, the official plan documents always govern. Receipt of this publication does not guarantee eligibility for benefits. The University of Idaho has the right to modify benefits at any time.

http://www.bcidaho.com


http://www.deltadentalid.com

http://www.willamettedental.com

http://www.standard.com


CONTACT RETIREMENT PLAN PROVIDERS FOR:

CLASSIFIED/GRANDFATHERED EXEMPT EMPLOYEES

PERSI1-800-451-8228 www.persi.idaho.gov

EXEMPT/FACULTYVALIC (AIG) 1-800-448-2542

www.valic.com

TIAA 1-800-842-2733 www.tiaa.org

Want to learn more about time-off benefits like sick leave, vacation and FMLA? Visit Time Away from Work on the benefits website.

How Do I?Enroll in or change my benefits or report a dependent change?

ContactUI Benefit Services

How to ConnectAccess MyBenefits through

VandalWeb > Employees > MyBenefits

1-208-885-3697 1-800-646-6174

Ask general questions about my benefits, eligibility and enrollment?

ContactUI Benefit Services

How to [email protected]

1-208-885-3697 1-800-646-6174

http://www.persi.idaho.gov

http://www.valic.com

http://www.tiaa.org

https://www.uidaho.edu/human-resources/benefits/time-away-from-work

https://vandalweb.uidaho.edu/index.htm



GlossaryAnnual Deductible: The amount you pay before the plan begins to pay. For the Standard PPO Plan with Health Care FSA Option, office visit copays do not count toward the medical deductible, and there are separate medical and prescription drug deductibles.

Annual Medical Cost-Share Maximum: After you meet this amount, plus pay the deductible, the plan pays 100 percent of covered services for the rest of the plan year. (This works like the cost-share percentage.) The cost-share maximum includes what you pay for dollar and percentage copays and for covered services. Medical and/or prescription drug deductibles do not count toward the cost-share maximum. For the Standard PPO Plan, there are separate medical and prescription drug cost-share maximums.

Annual Prescription Drug Cost-Share Maximum: After you meet this amount, plus pay your annual prescription drug deductible (if applicable), the plan pays 100 percent of covered prescriptions for the rest of the plan year.

Combined Medical and Prescription Drug Out-of-Pocket Maximum (Total Cost Exposure): The most you’ll pay in a plan year (annual medical and prescription drug deductibles plus annual medical and prescription drug cost-share maximums).

Copay: A fixed dollar charge you must pay at the time of service.

Cost-Share: A percentage of a covered expense you pay after you meet the plan’s annual deductible.

Evidence of Insurability (EOI): You or your dependents may need to provide health-related information before enrolling in or increasing life insurance coverage during Annual Enrollment. This is known as providing “evidence of insurability,” or “EOI.” When you are notified that EOI is required for your application, you will need to complete the online form, available as part of the step-by-step enrollment process on VandalWeb.

Formulary: A prescription drug formulary is the list of drugs covered by CVS Caremark. Benefits, as described on page 11, will be paid for prescriptions listed on the prescription drug formulary.

In-Network Providers/Services: In-network providers are doctors contracted with Blue Cross of Idaho (medical), CVS Caremark (prescription drug), Delta Dental or Willamette Dental (dental), or VSP (vision) to accept the amount paid by the plan (plus any deductible, copays and/or cost-share you pay). You will generally save money when you receive care in-network, because providers charge the lower, contracted rates. Plus, your deductible and cost-share/copay will be lower compared to care received out-of-network.

Maintenance Medications: Maintenance medications are prescribed for chronic or long-term conditions that are taken on a regular, recurring basis. Conditions for which your doctor may prescribe a maintenance medication include high blood pressure, high cholesterol and diabetes.

Out-of-Network Providers/Services: Out-of-network providers are doctors, hospitals and other medical providers not contracted with Blue Cross of Idaho (medical), CVS Caremark (prescription drug), Delta Dental or Willamette Dental (dental), or VSP (vision). If you choose to use an out-of-network provider, you will pay more because services will not be provided at a discounted rate and your coinsurance or copay may be higher.

Per-Pay Contributions: The amount you contribute each pay period through payroll deductions toward the cost of benefit coverage. The amount you contribute depends on the plan you elect and the number of dependents you cover.

Preventive Care: Preventive care includes services such as your annual physical, certain immunizations, well-baby visits, yearly mammograms and certain cancer screenings.


1. Log in to VandalWeb and click/tap the Employees menu tab.

2. Click/tap myBenefits.

1

2

HOW TO ENROLLIt’s easy to enroll with our enrollment website. Here’s what you need to do.


On the landing page, you can see a summary of your current elections.

3a. Click/tap View all for details.

3b. Click/tap Quick actions for a list of shortcuts.

3c. Click/tap View My Elections for your elections history.

3d. Click/tap the checkbox at the top for Annual Enrollment.

3d

3a

How to Enroll

3b3c


4c

4b

Review your dependents under Family.

4a. Add a dependent (if applicable).

4b. Edit dependents (if applicable).

4c. Then, click/tap Next.

4a

How to Enroll


5d

5a

5c

Under Benefits, review your current selections.

5a. See who is covered.

5b. Review the University’s contributions and your costs.

5c. To view other benefit options, click/tap the arrow next to life insurance and AD&D, disability or other benefits.

5d. To change your selections, click/tap the plans you want, then click/tap Next.

5b

How to Enroll


Under Beneficiaries, you can:

6a. Add beneficiaries.

6b. Edit beneficiaries.

6c. Then, click/tap Next.

7. Under Finalize, review your information carefully. If you want to make changes, go back to the appropriate step.

6c

7

6b

6a

How to Enroll


This screen indicates that your selections have been successfully submitted.

9a. Print your confirmation statement.

9b. Click/tap Done.

Review your confirmation statement. If any information is incorrect, call UI Benefit Services immediately: 1-208-885-3697 or 1-800-646-6174. The confirmation statement is your verification of enrollment after the enrollment period.

If you are satisfied with your selections:8a. Click/tap the checkbox.

8b. Then, click/tap Next.

9a9b

8b

8a

How to Enroll


1. From the homepage, click/tap View/Upload Required Documents.

1

UPLOAD DEPENDENT VERIFICATION DOCUMENTS


3

3. Follow the instructions to add verification documents for your dependents.

Upload Dependent Verification Documents

2

2. Then, click/tap Upload Required Documents.