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Keeping Hawks Healthy

Read the latest updates on UHart's response to COVID-19: hartford.edu/healthy-hawks.

2021 Open Enrollment

Monday, November 2, 2020–Monday, November 30, 2020

The University of Hartford’s annual open enrollment for medical, dental, vision and optional life insurance as well as pre-tax savings account elections for coverage beginning January 1, 2021 is OPEN and will take place from Monday, November 2, 2020 to Monday, November 30, 2020.

HRD is excited to announce that Open Enrollment will be fully online/electronic this year! Employees will be able to confirm insurance elections for 2021 in their Employee Self Service (ESS) portal.  Employees adding or removing dependents to plans will receive follow up instructions to ensure the appropriate dependents are addressed.

Instructions for the process will be provided to all employees.   

Elections MUST be made no later than Monday, November 30, 2020. Employees who do not complete the process in ESS will have their current 2020 benefits rolled over for 2021. Please note, however, Health Savings Accounts as well as Flexible Spending Accounts cannot be rolled from year to year, an affirmative election is required*.

*Flexible Spending Account Enrollment Forms are still required and will be sent via email to those faculty and/or staff who choose to enroll for 2021.

A brief summary of plan year 2021 benefits is noted below.

What's New in 2021

  • The three current medical insurance plans – the High Deductible-Based Plan (HDBP), Deductible-Based Plan (DBP) and Point-of-Service (POS) Plan – will continue to be offered by Aetna, with a modest rate increase. These plans will also incorporate two changes within the prescription side:
    • Implementation of Quantity Limits: Quantity limits establish a maximum quantity of medication over a specified period of time. Quantity limits are based on:
      • Clearly stated maximum dosing limits specified in the FDA-approved label
      • Dose, dosing frequency, and/or duration of therapy limits supported by the FDA-approved label if no clearly stated maximum dosing limits are specified in the FDA-approved label
        (e.g., short- and long-acting opioids). Limits cannot be based solely upon precautions
        in the label, if the label otherwise supports higher doses
      • Limit of topical products to a reasonable quantity over time taking into consideration the indication, directions for use, and size of the area being treated
      • Support of dose optimization that is intended to promote adherence and ensure safe and appropriate utilization by reducing pill burden when multiple strengths of the same drug are available (e.g. one 40 mg tablet daily instead of two 20 mg tablets daily when the appropriate dosing frequency is once daily)
    • Implementation of Prior Authorization: Prior authorization (PA) is an extra level of approval that benefit plans require for certain medications. A PA makes sure that you’re getting the right medication for your condition. It may also help keep costs down so you don’t overpay. Here are common reasons a PA is needed:
      • There may be a lower cost option that’s just as effective.
      • The medication has potential for misuse or abuse.
      • The medication is for certain conditions or diagnoses
  • Health Savings Account and Health Reimbursement Account employer contributions and deposit schedules will remain the same as in 2020 and the banking arrangement will remain with PayFlex.
  • Flexible Spending Account banking arrangements will remain with PayFlex.
  • The Freedom of Choice dental insurance plan will remain with Aetna, with no increase in premium.
  • The vision insurance plan will remain with United Healthcare, with no increase in premium.
  • Basic and optional life insurance plan options will remain with Reliance Standard, with no increase in premium.
  • The definition of an eligible spouse (as it relates only to medical insurance) will remain the same as in 2020 and enrolled spouses will be verified periodically.

Getting Started

To initiate the open enrollment process, all employees must access their self-service portal and complete the Open Enrollment Survey. This survey can be accessed through the following steps:

  1. Log in to your self-service portal*
  2. Select the Employee tab
  3. Select the link Benefits and Deductions
  4. Select Open Enrollment 2021
  5. Review the 2020 Rates and your Current Benefit Elections
  6. Select Make 2021 Choices to begin your benefit selection

If you are making changes to your elections, you may be sent a follow-up email for more information regarding those changes.

Complete directions and instructions for the process are available here for download.

*If you are unable to access your self-service portal, please contact the ITS HelpDesk at x4357 to reset your password.

Learn More

Town Hall Meetings—Please plan to attend our virtual town hall to hear about current plan offerings. No registration is required to attend.

All virtual town hall meetings can be accessed at the noted times via WebEx. Once in WebEx, please use meeting code 716 083 748, or participants can call into the meetings at 1-866-205-5379, access code 716 083 748.

  • Thursday, November 5th from 2 p.m.–3 p.m.
  • Tuesday, November 10th 10 a.m.–11 a.m. and 3 p.m.–4 p.m..
  • Monday, November 16th from 3 p.m.–4 p.m.
  • Friday, November 20th from 10 a.m.–11 a.m.
  • Monday, November 23rd from 2 p.m.–3 p.m.

ITS HelpDesk Services — ITS Staff are available to reset self-service passwords and during off hours (until 10 p.m.) to assist with accessing the self-service portal to view and complete the open enrollment survey.

Election Information

Medical Insurance Information

Medical Insurance

What you need to know:
  • The three current medical insurance plans – the High Deductible-Based Plan (HDBP), Deductible-Based Plan (DBP) and Point-of-Service (POS) Plan – will continue to be offered by Aetna, with a modest rate increase.  These plans will also incorporate two changes within the prescription side:

Implementation of Quantity Limits: Quantity limits establish a maximum quantity of medication over a specified period of time.  Quantity limits are based on:

  • Clearly stated maximum dosing limits specified in the FDA-approved label
  • Dose, dosing frequency, and/or duration of therapy limits supported by the FDA-approved label if no clearly stated maximum dosing limits are specified in the FDA-approved label
    (e.g., short- and long-acting opioids). Limits cannot be based solely upon precautions
    in the label, if the label otherwise supports higher doses
  • Limit of topical products to a reasonable quantity over time taking into consideration the indication, directions for use, and size of the area being treated
  • Support of dose optimization that is intended to promote adherence and ensure safe and appropriate utilization by reducing pill burden when multiple strengths of the same drug are available (e.g. one 40 mg tablet daily instead of two 20 mg tablets daily when the appropriate dosing frequency is once daily)
Implementation of Prior Authorization:   Prior authorization (PA) is an extra level of approval that benefit plans require for certain medications. A PA makes sure that you’re getting the right medication for your condition. It may also help keep costs down so you don’t overpay. Here are common reasons a PA is needed:
  • There may be a lower cost option that’s just as effective.
  • The medication has potential for misuse or abuse.
  • The medication is for certain conditions or diagnoses
DOCUMENTS you may need:

Prior Authorization
Quantity Limits
Benefit Comparison
Summary of Benefits and Coverage: DBP
Summary of Benefits and Coverage: DBP with HRA
Summary of Benefits and Coverage: HDP
Summary of Benefits and Coverage: HDP with HRA
Summary of Benefits and Coverage: POS
Concierge
OE Town Hall Meeting

Dental and Vision Information

Dental Insurance

What you need to know:

The University will retain Aetna to administer the CY 2021 Freedom of Choice dental insurance plan, with no increase in premium. Inherent within this plan is a feature that allows employees to enroll in either the Dental Maintenance Organization (DMO) or a passive Preferred Provider Organization (PPO), with the plan offering members the ability to move back and forth between the DMO and PPO through the course of the year. 

Documents you may need:

 

VISION INSURANCE

What you need to know:

The University will retain United Healthcare to administer the CY 2021 vision insurance plan, with no increase in premium. This comprehensive vision plan provides participants access to a national network of both private practices and more than 100 popular retail chain providers as well as discounts/allowances on lenses, frames, contact lenses and laser vision correction. The plan features both in- and out-of-network benefits and also includes discounts on hearing aids. 

Documents you may need:

 

Life Insurance Information

Life Insurance

What you need to know:

Regular full-time faculty and staff are automatically enrolled in a basic life insurance benefit (valued at 2x base/contracted annualized salary). The University of Hartford pays premium costs associated with this benefit. 

The basic life insurance benefit, as well as the optional life insurance benefits, will remain the same in CY 2021.

  • If you are currently enrolled the supplemental, spousal and/or dependent child[ren] optional life insurance plan(s), you can increase your level of coverage by one multiple, up to the guaranteed issue limit, without proof of insurability. If, however, the one-multiple increase in coverage is greater than the guaranteed issue limit, evidence of insurability is required.

  • If you have never enrolled in supplemental, spousal and/or dependent child[ren] optional life insurance plan(s), you can enroll; however, evidence of insurability is required at dollar one of the life insurance election.

  • You can enroll in or change your current personal accident insurance election with no evidence of insurability required.
Documents you may need:

Plan documents
Rates are on the second page of this document

Pre-Tax Savings Accounts

HEALTH SAVINGS ACCOUNT (HSA)—partners with the DBP and HDBP

What you need to know:

HEALTH SAVINGS ACCOUNT (HSA) – partners with the HDBP and DBP

The University will continue to offer eligible faculty and staff a HSA option for CY 2021 through PayFlex.  Monies set aside by participants in a HSA carry over from one year to the next, allowing participants to accrue funds for future qualified expenses, earn interest on deposits, or invest in mutual funds. 

For 2021, the annual limit set by the IRS on deductible contributions is $3,600 for individuals with employee-only coverage and $7,200 for family coverage.  For employees age 55 and older, an additional catch up contribution of $1,000 can be contributed and can be included in the total election identified below.

The University will continue to contribute into these accounts based on coverage election as follows:

HDBP -  $1,200 for the employee-only medical insurance coverage election, $2,400 for the family medical insurance coverage election

DBP -    $750 for the employee-only medical insurance coverage election, $1,500 for the family medical insurance coverage election

The University will again deposit half of the annual employer contribution into a HSA on the first pay in January, and the other half on the first pay date in July.  Please note that University contributions count towards IRS limits.

Note:  Academic year employees who receive their pay on the academic year cycle will receive the second half of their HSA contribution with their first available pay in the new academic year.

IRS guidelines governing eligibility for a HSA:

  • You must be enrolled in a qualifying DBP (both the University’s HDBP and DBP are qualifying plans).
  • Dependent eligibility must meet the IRS definition of a dependent.
  • You cannot be covered by another medical plan that is not a high deductible health plan.
  • You cannot be enrolled in a health care Flexible Spending Account (FSA), including your spouse’s FSA.
  • You must not be enrolled in Medicare (or TriCare) Benefits. *

*   If you are enrolled in Medicare Part A or B and/or collecting Social Security income and wish to enroll in a qualifying DBP (and participate in the HSA) you can do so, but you must first notify Medicare and request dis-enrollment from Medicare.  Please refer to your tax consultant to discuss whether it is in your best interest to remain enrolled in Medicare or to dis-enroll and open the HSA.

Documents you may need:

HSA fee schedule
HSA flyer
HSA Custodial Agreement
HSA Enrollment form

HEALTH REIMBURSEMENT ACCOUNT (HRA)—partners with the DBP and HDBP

What you need to know:

Because the IRS does not permit employees who are enrolled in Medicare (or TriCare) or collecting Social Security income to participate in a HSA, the University will continue to offer a HRA for eligible faculty and staff for CY 2021.  The University will fund these HRAs with the same amounts as the HSAs noted above.  Participation in a HRA does not preclude Medicare-eligible faculty and staff from also participating in a FSA.  If a FSA is established, this account will pay first before the HRA can be accessed.

Unused HRA balances will be “rolled over” into the next plan year for any active employee.  Under current IRS guidelines, only the employer is specifically permitted to contribute to a HRA and funds in a HRA stay with the employer if an employee separates from service.

Documents you may need:

HRA flyer

FLEXIBLE SPENDING ACCOUNTS (FSA)

What you need to know:

The University will be offering eligible faculty and staff health care and/or dependent care FSA options for CY 2021 through PayFlex.  Because a FSA is subject to the “use it or lose it” provision under IRS guidelines, FSA participants are urged to carefully consider their annual election(s) based on plan and cost-share guidelines.

Health Care FSA – Faculty and staff who enroll in the POS plan, those who enroll in a HRA as well as those who do not utilize the University’s group medical insurance will continue to be able to set aside pre-tax dollars into a Health Care FSA (as a payroll deduction) for qualified expenses.  The annual contribution limit for this account (as of the date of this letter) is $2,750 for CY 2021.

If you do not incur eligible expenses for your full Health Care FSA election during the plan year, the University’s plan allows a portion of your remaining FSA balance to automatically roll over into the next calendar year.  The maximum amount that can be rolled over at the end of a plan year is $550.  In order to be eligible for your Health Care FSA balance to roll over, you must elect the Health Care FSA for the following year.  If you do not re-enroll in a Health Care FSA, any unused funds remaining in the account will be forfeited.  The rollover amount is available for the next year only, and any unused rollover funds remaining in the account after one year will be forfeited.

Dependent Care FSA – Participants whose dependent care expenses meet IRS eligibility guidelines for a Dependent Care FSA will continue to be able to set aside pre-tax dollars into a Dependent Care FSA (as a payroll deduction) for qualified expenses.  The contribution limit for this account (as of the date of this letter) remains at $5,000 for CY 2021. 

Forms you may need:

2021 FSA enrollment form
FSA Brochure

Additional Resources

Let’s simplify pretax accounts
Benefits of a Health Reimbursement Arrangement 
Benefits of an FSA Dependent Care 
Benefits of an FSA General Health Care
Benefits of an HSA