2016–2017
Benefits Overview
Open Enrollment May 1–15
Your current benefits will automatically carry over to the new plan year. The only exception is flexible
spending accounts, which require a new election every year.
Annual Election
Required
Medical Plans
Dental Plans
Vision Plans
Health Savings
Account
Flexible Spending
Accounts
NO
NO
NO
NO
YES
During open enrollment, log into PioneerWeb to:
• Make your flexible spending
• Newly enroll in coverage.
account elections.
• Change plans.
• Add/drop dependents.
• Drop coverage.
All elections must be submitted by May 15. Elections submitted after this date cannot be accepted.
Your benefits are effective July 1, 2016, through June 30, 2017. Remember, open enrollment is the one time during the year
you can make changes to your benefits unless you experience a qualifying life event such as marriage or birth of a child.
Learn About Your Benefits!
Attend an
open enrollment
meeting
Date
Tuesday, April 19
Open Enrollment Forum
Friday, April 22
Kaiser Health Plans
Educational Session
Wednesday, April 27
Open Enrollment Forum
Tuesday, May 3
Open Enrollment Forum
Wednesday, May 11
Open Enrollment Forum
Attend the
Benefits Fair
Time
Building
Room
3 p.m. to 4:30 p.m.
Daniels College
of Business
Room 305
9 a.m. to 10 a.m.
Daniels College
of Business
Room 100
8:30 a.m. to 10 a.m.
Daniels College
of Business
Room 200
3 p.m. to 4:30 p.m.
Daniels College
of Business
Room 305
8:30 a.m. to 10 a.m.
Daniels College
of Business
Room 200
Don’t miss the 2016 Benefits Fair! Representatives from Human Resources as well as our
plan vendors will be available to talk with you and answer any of your benefits-related
questions.
When: Wednesday, May 4 at 9 a.m. to 3 p.m.
Where: Ritchie Center
1
Comparing Your Medical Plan Options
The University offers three medical plan options through Kaiser Permanente: the
HSA-qualified High Deductible Health Plan (HDHP), the HMO, and the
Triple-Option POS. Each plan has a different employee contribution, which
is the amount you pay out of your paycheck on a pre-tax basis. Options with
lower contributions have higher deductibles, copay amounts, and out-of-pocket
maximums. As you consider which plan best meets the needs of you and your
family, think about whether you prefer to pay more each paycheck but less when
you need care, or less per paycheck but more when you need care.
Cost Per Pay
Period
Pre-Tax
Account
Eligibility
In-Network
Out-of-Pocket
Maximum
(includes deductible,
coinsurance, and
copays)
Preventive
Care
HMO Plan
(227A)
Triple-Option POS Plan
(A2N7/T06A)
Lowest
Mid-level
Highest
You can fund a health savings
account and a limited health care
flexible spending account
You can fund a health care flexible
spending account
You can fund a health care flexible
spending account
If you elect dependent coverage,
the individual deductible does not
apply. You must satisfy the full family
deductible before the plan will begin to
pay toward covered services.
If you elect dependent coverage, the
individual out-of-pocket maximum
does not apply. Once you meet the
deductible you will pay coinsurance
until you meet the full family out-ofpocket maximum.
None
Individual: $2,000
Family: $4,500
PHCS Network Providers:
Individual: $1,000
Family: $3,000
Kaiser Providers:
Individual: $2,000
Family: $4,500
PHCS Network Providers:
Individual: $4,000
Family: $8,000
In-network preventive care is covered at no cost to you (no deductible, coinsurance, or copay).
After you meet the deductible, you
pay 20% coinsurance for all services
until you meet the out-of-pocket
maximum.
After you meet the out-of-pocket
maximum, the plan pays 100% of
covered services for the remainder of
the plan year.
2
Kaiser Providers:
None
Individual: $3,000
Family: $6,000
You pay for all services out of your
pocket until you meet the deductible.
How/When
You Pay
For a complete description of
the medical plans please visit the
DU website > Human Resources >
Benefits > Benefits Summary.
HSA-Qualified HDHP 1500
(8NHD)
Individual: $1,500
Family: $3,000
In-Network
Deductible
Learn More
You pay a copay or deductible and
coinsurance for services until you
reach the out-of-pocket maximum.
You pay a copay or deductible and
coinsurance for services until you
reach the out-of-pocket maximum.
After you meet the out-of-pocket
maximum, the plan pays 100% of
covered medical services for the
remainder of the plan year.
After you meet the out-of-pocket
maximum, the plan pays 100% of
covered medical services for the
remainder of the plan year.
Medical Plans
Wellness Incentive Program (WIP)
At the University, we believe that your health is your greatest asset. To support
you and your family in caring for that asset, we offer a significant premium credit
for individuals who complete the Wellness Incentive Program. If you (and any
covered spouse/partner) complete the program by May 15, 2016,
you will receive a $325 or $650 premium credit (depending on your
coverage level) for the plan year beginning July 1, 2016. The credit will
be divided among your paychecks from July 1, 2016, through June 30, 2017.
Learn More
Learn more about the wellness
premium incentive at
www.du.edu/wellness/incentive.
To earn the credit for the 2016—2017 plan year, you (and your spouse/partner if covered under your plan)
will need to reach gold status on the well@du Wellmetrics Portal by completing three components. You may
complete the components in any order you choose and you can check your completion status via the
well@du Wellmetrics Portal.
1. Complete your Well-Being Assessment and download the Physician Form at the well@du Wellmetrics Portal.
2. Complete your biometric screening at your doctor’s office and have your doctor complete the Physician Form.
3. Earn 200 points by completing activities via the well@du Wellmetrics Portal.
Listed below are the current and future wellness program requirements.
Your Health Plan
Effective Date
Level Needed to Earn the
2016-2017 Premium Incentive
Level Needed to Earn the
2017-2018 Premium Incentive
Deadline
Gold level
Gold level
By May 15, 2016
July 1, 2016—
January 31, 2017
Participate in well@du orientation
Gold level
Within 60 days of hire*
February 1, 2017—
April 14, 2017
Participate in well@du orientation
(offered 1x/month)
Silver level
Within 60 days of hire*
Grandfathered in at the WIP
premium level
Grandfathered in at the WIP
premium level
Grandfathered into the
2016—2017 Premium Incentive
Prior to July 1, 2016
(offered 1x/month)
April 15, 2017
*You will automatically start with the lower premium, however, if you do not complete the orientation within 60 days of your effective date, your premium will go up to the monthly non-WIP rate.
Medical Plan Costs
Listed below are the monthly costs for medical insurance. The amount you pay for coverage is deducted from your paycheck
on a pre-tax basis.
Kaiser HSA-Qualified HDHP
1500 HMO* Plan 8NHD
Coverage Level
Employee
Employee + Spouse
Employee + Child(ren)
Employee + Family
Kaiser HMO Plan 227 A
Kaiser Triple-Option POS Plan
A2N7/TO6A
Without WIP
With WIP
Without WIP
With WIP
Without WIP
With WIP
$27.08
$216.64
$176.00
$337.18
$0.00
$162.46
$148.92
$283.00
$115.62
$420.12
$356.44
$632.62
$88.54
$365.96
$329.36
$578.46
$367.16
$923.38
$809.30
$1,337.02
$340.08
$869.22
$782.22
$1,282.86
*If you enroll in the HDHP, you will receive a DU HSA contribution of $26.42 per month ($317.04 per year), which DU will deposit into your Wells Fargo HSA.
3
Dental Plans
Delta Dental of Colorado Dental Plans
The University offers three dental options through Delta Dental of Colorado—
the Patient Direct Discount Program, Base PPO, and Enhanced PPO. The
differences between the PPO plans are the calendar year maximum benefit,
orthodontia coverage, and out-of-network reimbursements.
Learn More
For a complete description of the dental
plans please visit DU website > Human
Resources > Benefits > Benefits Summary.
Dental Plan Costs
Listed below are the monthly costs for dental insurance. The amount you pay for coverage is deducted from your paycheck on
a pre-tax basis.
Coverage Level
Delta Dental Patient Direct
Discount Program
Delta Dental Base
PPO Plan
Delta Dental Enhanced
PPO Plan
$10.22
$20.24
$24.92
$29.86
$30.02
$59.18
$71.20
$111.13
$45.77
$90.22
$108.51
$169.41
Employee
Employee + Spouse
Employee + Child(ren)
Employee + Family
Vision Plans
EyeMed Vision Care Plans
The University offers two vision plans through EyeMed
Vision Care. The main difference between the plans is
how lenses are covered.
Learn More
For a complete description of the vision plans please visit the
DU website > Human Resources > Benefits > Benefits Summary.
Vision Plan Costs
Listed below are the monthly costs for vision insurance. The amount you pay for coverage is deducted from your paycheck on
a pre-tax basis.
Coverage Level
Employee
Employee + Spouse
Employee + Child(ren)
Employee + Family
4
EyeMed Base Plan
EyeMed Enhanced Plan
$6.22
$11.83
$12.46
$18.32
$8.68
$16.48
$17.37
$25.52