What's New in 2012
What Will I Pay for Health & Dental Insurance in 2012?
SDSURF management is pleased to announce there are no changes to employee monthly premiums if you are enrolled in either HMO plan. Believe it or not, you will be paying the same monthly cost as you've been paying for over 20 years! Employees who are enrolled in Health Net's PPO will see a slight increase in monthly premiums.
| Kaiser HMO | Health Net HMO | Health Net PPO | United Concordia DHMO or PPO | |
|---|---|---|---|---|
Employee Only |
$0.00 | $0.00 | $136.00 | $0.00 |
Employee + 1 dependent |
$40.00 | $40.00 | $360.00 | $5.00 |
| Employee + 2 or more dependents | $65.00 | $65.00 | $510.00 | $10.00 |
Early Implementation of 100% Coverage for Preventive Services as Required By Health Reform
- Certain preventive services will be covered 100%, which were previously subject to a co-pay. For more details on each plan please review the appropriate benefit summary or request an enrollment kit from SDSURF HR.
- Kaiser Permanente HMO Southern California - (PDF Format 18.5KB) **
- Kaiser Permanente HMO Northern California - (PDF Format 18.5 KB) **
- Health Net HMO - (PDF Format 155 KB)**
- Health Net PPO - (PDF Format 112 KB)**
Dental Insurance Carrier Changes to United Concordia
- You will need to re-enroll in a dental plan option under United Concordia
- Choosing Between United Concordia's DHMO (Concordia Plus Network) and PPO (Concordia Advantage Plus Network)
- DHMO (PDF Format 188 KB)** Concordia Plus Network (PDF Format 772 KB) **
You'll pay a specific and predetermined copayment for procedures as performed by the network dentist you must select from the list of approved Concordia Plus DHMO dentists. - PPO (Word Format 230 KB) ** Concordia Advantage Plus Network (PDF 532 KB) **
You'll pay a percentage of the dental bill and will be able to receive treatment from any dentist. You will pay less out of pocket and same money, however, if you receive treatment from a Concordia Advantage Plus PPO provider. Review the information regarding treatment in progress under the PPO before making your selection.
- DHMO (PDF Format 188 KB)** Concordia Plus Network (PDF Format 772 KB) **
- Dental option selection is on an annual basis. There are no monthly changes between the two options throughout the year. Make your selection thoughtfully.
- Review frequently asked questions, DHMO (Word Format 35.5KB)** and frequently asked questions, PPO (Word Format 38 KB)**
- Get your Dentist on United Concordia's Network of Providers (PPO) (PDF 532 KB)**
If your dentist is NOT currently a United Concordia plan dentist, you may request that they be added. Submit their name and address to HR's benefits team at benefits@foundation.sdsu.edu, and United Concordia will contact your dentist directly for membership information.
Flexible Spending Accounts (FSA): Action Required for 2012
- The health care annual maximum contribution will increase to $3,000 in 2012
- Consider enrolling in an FSA to offset your expected out of pocket expenses in 2012
- Consider increasing your health care FSA contributions to the maximum allowed to offset your expected out of pocket expenses in 2012
- If you want to renew your health care, and/or dependent care contribution for 2012, you must complete a new FSA enrollment form during Open Enrollment. 2011 elections will not automatically renew in 2012.
Updated Year to Date Benefits Statement and Contact Card Mailed to Your Home
- Benefits Statement Personalized Just For You:
- Review the information for the benefit enrollments SDSURF has on record for you. If anything needs updating contact benefits@foundation.sdsu.edu
- Use it as a resource to help you better understand and appreciate the value of your benefits program.
- Benefits Contact Card:
This card includes plan phone and contract numbers that can be used as a reference when you're away from home or the office. Carry it with you at all times to help you get the contact information you need as quickly as possible. If you need additional cards for family members, please request them through benefits@foundation.sdsu.edu.
Purchase or Increase Your Supplemental Life Insurance For Your Family Under The Hartford
- Elect more coverage for yourself or elect supplemental coverage for the first time:
- You can increase your coverage with evidence of good health
- You can increase or elect coverage in $10,000 increments up to $500,000 with evidence of good health
- Elect coverage for your spouse, domestic partner, or child(ren):
- You can elect a flat $25,000 of coverage for your spouse or domestic partner (evidence of good health will be required)
- You can elect a flat $5,000 for your child(ren) through age 25 without medical questions. Cost is .15 per $1,000 of coverage or .75 a month per child.
- You must have enrolled in at least $30,000 in supplemental life coverage for yourself to insure a spouse or domestic partner. If you're only insuring a child, you need to purchase at least $10,000 of coverage for yourself.
- Elect 1 - 10 times your annual salary of voluntary accidental death and dismemberment coverage for yourself and your family with no medical questions. The cost is very affordable at .016 per $1,000 of coverage for employee only coverage or .023 per $1,000 to ensure your whole family.
- Review more details about supplemental life insurance coverage and accidental death and dismemberment coverage.
Employees Enrolled in Supplemental Life Insurance with the Hartford
- Employees may see slight cost increases with the January 10, 2012 paycheck, if you have "aged" into the next rate band by January 1, 2012.
- Employee and spouse/domestic partner monthly rates are based on employee's age and are shown below, per $1,000 of coverage.
| Age | Under 25 | 25-29 | 30-34 | 35-39 | 40-44 | 45-49 | 50-54 | 55-59 | 60-64 | 65-69 | 70-74 | 75+ |
|---|---|---|---|---|---|---|---|---|---|---|---|---|
Rate |
$0.03 | $0.03 | $0.04 | $0.06 | $0.09 | $0.13 | $0.22 | $0.38 | $0.51 | $0.81 | $1.43 | $2.56 |
Voluntary Tax Deferred Annuity Annual Limits Increase for 2012:
- For employees under age 50: the lesser of 100% of pay or $17,000
- For employees age 50 and over: the lesser of 100% of pay or $22,500
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DISCLAIMER
Every effort has been made to ensure the accuracy of the benefits information in this site. However, if any provision on the benefits plans is unclear or ambiguous, Human Resources reserves the right to interpret the plan and resolve the problem. If any inconsistency exists between this site and the written plans or contracts, the actual provisions of each benefit plan will govern. The provisions of the plans are subject to change.