HRS Coordinators. October 8, :30 p.m. Room 1106/1108, 21 N Park UNIVERSITY OF WISCONSIN MADISON

Transcription

1 HRS Coordinators October 8, :30 p.m. Room 1106/1108, 21 N Park UNIVERSITY OF WISCONSIN MADISON

2 Agenda Introductions ACA and Lump Sums Rehired Annuitant Process and Forms Training Update Communities of Practice Security Missing SL reports Overview of 2016 Benefit Changes Open Enrollment Resources Discussion and feedback on benefits sessions Benefits Self Service 2016 Schedule for HRS Coordinators Meetings UNIVERSITY OF WISCONSIN MADISON

3 ACA and Lump Sums UNIVERSITY OF WISCONSIN MADISON

4 Affordable Care Act (ACA) & lump sums UWS has developed a draft policy related to lump sum appointments and the possibility that we may need to offer health insurance. If you have lump sum appointments that have ended, please end the appointment vs leaving open. We will be working with you to determine strategies for lump sum appointments to be in compliance with ACA. UNIVERSITY OF WISCONSIN MADISON

5 Rehired Annuitant Process and Forms UNIVERSITY OF WISCONSIN MADISON

6 Rehired Annuitants A rehired annuitant: Is receiving a monthly WRS annuity*; and Had a valid termination and minimum break in service between retirement and returning to work; and Now works again for an employer covered by the Wisconsin Retirement System. *Lump sum retirement benefit recipients are not rehired annuitants but still must meet break in service requirements for WRS Wisconsin Act 20, effective July 2, 2013, increased the minimum break-in-service requirement from 30 days to 75 days for WRS-participating employees who terminated on or after July 2, The Act amended Wis. Stat (5) to require that WRS annuitants who terminated employment on or after July 2, 2013 wait at least 75 days between terminating WRS-covered employment for the purpose of taking a WRS benefit and returning to WRS-participating employment. The minimum break must also be met if the annuitant returns to non-wrs participating employment with their former employer. Returning to WRS-eligible employment within the 75-day minimum break period will invalidate a retirement annuity or lump sum payment. For the purpose of meeting the minimum required break in service, WRS-eligible employment for anyone who was covered by the WRS prior to July 1, 2011, is defined as anyone expected to work at least 600 hours (440 hours for teachers and educational support personnel) and be employed for at least 12 months. UNIVERSITY OF WISCONSIN MADISON

7 Rehired Annuitants Rehired Annuitant form; ET Must be completed within 30 days for any rehired annuitant when working in a paid position If any of the information reported on the form changes a new form is required Examples: Employee s duration is extended Employee s number of hours is increased Employee takes another paid appointment or new job with UW; this includes temporary position Reminder WRS termination dates that occurred or after July 2, 2013 Employee s who meet WRS requirements will be forced to suspend annuity. UNIVERSITY OF WISCONSIN MADISON

8 Training Update UNIVERSITY OF WISCONSIN MADISON

9 Training Update Query Library October 14 th Scholarship/Fellowship Lump Sums October 22, 2015 & January 28, 2016 JEMS CHRIS-HR November 9 th Funding Employee Jobs In HRS November 10 th JEMS HIRE November 12 th HRS Employee/Manager Self Service HR Learning Path Credential UNIVERSITY OF WISCONSIN MADISON

10 HR COMMUNITIES OF PRACTICE OFFICE: AN INTRODUCTION Harry Webne-Behrman, Interim Director UNIVERSITY OF WISCONSIN MADISON

11 Purpose To foster the healthy development of learning communities though which HR practitioners may enhance their knowledge, skills, and abilities (KSA) regarding their work in service to the UW community. UNIVERSITY OF WISCONSIN MADISON

12 Key Elements Supporting and facilitating communities of practice that are largely peer-organized and led in response to needs and aspirations of their members; Coordinating and providing training in areas identified in those learning communities in order to address desired KSA priorities that emerge; Developing, coordinating, delivering, and evaluating HR Professionals Certificate Programs that provide effective avenues through which the Office of Human Resources may assure quality KSA competencies are embraced by Certificate holders. UNIVERSITY OF WISCONSIN MADISON

13 Supporting and facilitating communities of practice Participating as a resource in CoP groups that are emerging from the HR community as staff seek resources to support effective practices within the new system "HR Design Practices Group" EOPS, "Campus Supervisors Network, likely include other learning communities. 13

14 Coordinating & providing training in areas identified in those learning communities Training in priority areas under HRS and HR Design are already being implemented Coordinate and partner with others delivering needed training that develops emerging core competencies for HR professionals across campus, UW System, and (perhaps) in the broader HR community As HR Competencies get specifically articulated, training should be aligned through our office to facilitate such learning 14

15 Developing, coordinating, delivering and evaluating HR Professionals Certificate Programs Specifically articulate HR Competencies required to be successful in serving our customers in the new HR System Certificates Facilitate leadership conversations that address the implications of Certificates for all involved. 15

16 Continuing the Conversation Harry Webne-Behrman, Interim Director, Roe Parker, Senior Training Officer, Communities of Practice Office Website: 16

17 UNIVERSITY OF WISCONSIN MADISON Security

18 New Security Role Role: HR Person Contact & Employee Info Update View All Modify a Person Info and Job Data Screens Restricts Update to Contact information Home and Business Address Phone Information Addresses Employment Information Organizational Data Original Start Date Seniority Date Criminal Background Check Date Person Update role - list will be provided Replace with new role, e.g., Student Help entry Goal - Reduce number of conflicts UNIVERSITY OF WISCONSIN MADISON

19 OIM Templates Separation of Duties Division s assistance in comparing templates to current end users access Determine roles that can be removed from end user Revisit templates for possible modifications Credentialing Compare templates to Service Center Learning Paths Determine end user courses for credentialing UNIVERSITY OF WISCONSIN MADISON

20 Missing Sick Leave reports UNIVERSITY OF WISCONSIN MADISON

21 Missing Sick Leave (and vacation?) Reports reminder to departments will be sent this Friday with updated report dated 10/6/15 Fulfilling an Internal Audit response If sick leave not reported, assumption that vacation for annual basis also not reported Result may mean increase in ALRA and payout amounts UNIVERSITY OF WISCONSIN MADISON

22 Open Enrollment 2016 Benefits Changes UNIVERSITY OF WISCONSIN MADISON

23 Annual Benefits Enrollment period, October 5-30, 2015 Important dates: Oct 5 FIRST DAY of Annual Benefits Enrollment Period Oct 6 Employee Benefits & Resources Fair; Union South 9am-3pm Estimated attendance: 1,500 Oct 7-27 Benefits Seminars open to all employees; dates available at: Oct 4:30pm LAST DAY of Annual Benefits Enrollment; applications must be signed in and dated as received Nov 6 All Annual Benefits Enrollment applications must be submitted to Madison Benefits Services team (central OHR) UNIVERSITY OF WISCONSIN MADISON

24 24 Annual Benefits Enrollment

25 Annual Benefits Enrollment - Health Health Plan Name Changes It s Your Choice (IYC) branding 2015 Name 2016 Name UW will refer to as Health Maintenance Organizations (HMOs) It s Your Choice (IYC)Health Plan Health Plan Standard Plan It s Your Choice (IYC) Access Health Plan Access Plan High Deductible Health Plan (HDHP) It s Your Choice (IYC) High Deductible Health Plan High Deductible Health Plan (HDHP) HDHP Standard Plan It s Your Choice (IYC) Access High Deductible Health Plan Access HDHP Plan Employees will face higher out of pockets and deductibles which will impact health services and prescriptions 25

26 Annual Benefits Enrollment Copayment: A fixed amount (for example, $15) you pay for a covered health care service, usually when you receive the service. The amount can vary by the type of covered health care service. Coinsurance: Your share of the costs of a covered health care service, calculated as a percent (for example, 20%) of the allowed amount for the service. You pay co-insurance plus any deductibles you owe. For example, if the health insurance or plan s allowed amount for an office visit is $100 and you ve met your deductible, your co-insurance payment of 20% would be $20. The health insurance or plan pays the rest of the allowed amount. Deductible: The amount you owe for health care services your health insurance or plan covers before your health insurance or plan begins to pay. For example, if your deductible is $1000, your plan won t pay anything until you ve met your $1000 deductible for covered health care services subject to the deductible. The deductible may not apply to all services. 26

27 Annual Benefits Enrollment Out of Pocket Limit (OOPL): An out of pocket limit is the maximum amount that a member will pay for in-network, covered services during a plan year (with few exceptions). Maximum Out of Pocket (MOOP): Certain costs which do not stop at the plan s OOPL the federal maximum out of pocket limit applies. All Plans: Single $6, Family $13, For example, Health Plan Level 3 prescription drugs 27

28 *NEW* for 2016 Uniform Dental All It s Your Choice Health Plans will offer Uniform Dental, including the Access Plan! New Delta Dental ID cards will be issued Employees may cancel Uniform Dental from their health if they choose All Uniform Dental networks are with Delta Dental of Wisconsin (a national network) from 7:30am 5pm Important: Check to ensure your dentist is innetwork with Delta Dental! 2015 UW-Madison Benefits Services 28

29 Out of Pocket Limit - Rx Once the OOPL for a level is met, coinsurance and copayments no longer apply for that level of prescription drugs that year. *NEW* for 2016 Changes to Rx OOPLs: Levels 1 & 2 Health Plan $600/$1,200 Health Plan HDHP Access Health Plan (in-network) $1,000 / $2,000 $2,500/$5,000 Level 3 $6,850 / $13,700 (combined $6,850 / $13,700 Medical & Rx) Access HDHP (in-network) $3,500/$7,000 (combined Medical & Rx) Level 4 $1,200/$2,400 $1,200/$2,400 *Level 3 coinsurance does not apply toward a non-hdhp health plan OOPL (federal MOOP applies) 2015 UW-Madison Benefits Services 29

30 Overview of IYC Health Plan Costs We pay our medical costs until we reach our deductible Copays are separate from the deductible and apply toward the OOPL Then, we pay coinsurance amounts while insurance pays the remainder of covered medical care costs Insurance will cover most additional health costs after we reach our plan out-of-pocket limit (OOPL) 2015 UW-Madison Benefits Services 30

31 Comparison: IYC Health Plan vs. IYC HDHP IYC Health Plan with Preventive Dental Monthly premium of $86 or $217 Annual Deductible ($250 / $500) Copays & Coinsurance for office visits and Rx Annual out-of-pocket limits (separate limits for medical vs. Rx) Local networks Receive services in-network (unless emergency) Rx coverage through Navitus IYC High Deductible Health Plan with Preventive Dental Monthly premium of $32 or $81 Annual Deductible ($1,500/$3,000) Office visits and Rx paid at full price before deductible is met Annual out-of-pocket limits (medical and Rx limits combined) Local networks Receive services in-network (unless emergency) Rx coverage through Navitus 2015 UW-Madison Benefits Services 31

32 State Group Health - IYC High Deductible Health Plan Certain preventive dental, medical services and Rx covered immediately (not subject to deductible), otherwise With HDHP, you pay the full negotiated cost for all nonpreventive medical services and prescription costs until annual deductible is met. Annual deductible (must be met before insurance will pay): $1,500 deductible for Single Coverage $3,000 deductible for Family Coverage After deductible is met, you pay 10% coinsurance on most covered medical services and copays/coinsurance for Rx, up to an annual out-of-pocket limit (OOPL) 2015 UW-Madison Benefits Services 32

33 Comparison: IYC HDHP vs. IYC Health Plan Once the annual deductible under the HDHP is met, you pay 10% coinsurance on covered medical services and applicable coinsurance on prescription copays up to the annual OOPL. The annual deductible is counted towards the annual OOPL. Coverage Type Annual Deductible Annual OOPL Medical Annual OOPL RX Total Annual OOPL Single Family Single Family Single Family Single Family IYC HDHP $1,500 $3,000 $2,500 $5,000 No separate OOPL for RX $2,500 $5,000 IYC Health Plan $250 $500 $1,250 $2,500 $600* $1,200* $1,850+ $3,700+ *Amounts could be higher because Level 3 & 4 prescriptions do not apply to this out-of-pocket limit. +Total may be higher if expenses are for charges that do not apply to the out-of-pocket limit. Example: hearing aids (if over age 18).

34 Comparison: IYC HDHP vs. IYC Health Plan Employee has $10,000 surgery on Jan. 1 st these are the first charges of the year: Plan Type Deductible (Pay First) Coinsurance (Then Pay This) Member s Total Cost IYC HDHP Single $1,500 10% of $8,500 = $850 $2,350 IYC HDHP Family $3,000 10% of $7,000 = $700 $3,700 IYC Health Plan - Single $250 10% of 9,750 = $975 $1,225* IYC Health Plan - Family $250 10% of 9,750 = $975 $1,225* *Annual out-of-pocket maximum for medical services for the Health plan is $1,250 per individual/$2,500 per family UW-Madison Benefits Services

35 Comparison: IYC HDHP vs. IYC Health Plan Prescription HDHP* Member s Cost Health Plan Preventive (example: contraceptives) No cost to member Level 1 Full Cost $5 per fill Level 2 Full Cost 20% ($50 max per fill) Level 3 Full Cost 40% ($150 max per fill) Level 4 Full Cost $50 per fill at Preferred Specialty Pharmacy, or 40% ($200 max per fill) at other pharmacy 35 *Once HDHP deductible is met, Rx are covered via Coinsurance/copay.

36 Health Savings Account (HSA) HDHP Enrollment Employer Contribution Annual Limit (including employer contribution) Single $750/year $3,350* Family $1,500/year $6,750* Must open an HSA with TASC if enrolling into the HDHP The HSA is a bank (savings) account. It earns interest and a portion can be invested The employer contribution to your HSA will be paid throughout the year via the biweekly (24) or monthly paychecks *If years of age, you may contribute an additional $1,000 catch-up per year into your HSA. Craftworkers are not eligible for employer contribution 2015 UW-Madison Benefits Services 36

37 Health Savings Account (HSA) You may contribute your own money pre-tax (up to federal limits) and may begin/change/stop your contribution at any time during the year Once money is deposited into the HSA, you may use the money to pay for qualified health services Learn more: > Publication UW-Madison Benefits Services 37

38 Flexible Spending Accounts (FSA) You must re-enroll every year if you want to continue to participate! Health Care FSA Dependent Daycare FSA Limited Purpose FSA You decide how much to set aside, and that amount is deducted from each paycheck on a pretax basis. Online enrollment with TASC: UW-Madison Benefits Services 38

39 Flexible Spending Accounts (FSA) Participants will receive a new TASC card in 2016, however, do not throw away your 2015 card! You cannot use 2015 TASC card for expenses in 2016, but your MyCash balance will remain on 2015 TASC card if funds are not moved to bank account Consider moving your MyCash balance to your bank account Carryover funds (max of $500) will not be available until after the run-out period (March 30 th ) Can incur expenses during run-out period, pay out of pocket, and submit claims once funds are loaded after run-out period 2015 UW-Madison Benefits Services 39

40 Flexible Spending Accounts (FSA) The plan year is from 01/01/ /31/2016 Up to $500 remaining in your Health Care or Limited Purpose FSA can carry over to the following plan year. Anything over $500 will be forfeited. Current participants: If you have any unused funds in your 2015 Health Care or Limited Purpose FSA on 12/31/2015, up to $500 will carry over to 2016 You will have until 03/30/2016 to file your 2015 claims UW-Madison Benefits Services 40

41 Flexible Spending Accounts (FSA) FSA Type Eligible Expenses Eligible Dependents Annual Contribution Limits Enrollment Restrictions Healthcare FSA Medical, dental, vision & prescription You, your spouse, qualifying child or relative Min: $100 Max: $2,550 May not enroll if enrolled in an HDHP Dependent Day Care FSA After school care, adult or child daycare Your spouse, qualifying child or relative Min: $100 Max: $5,000 dependent on tax filing status No restrictions Limited Purpose FSA Dental, vision & postdeductible expenses You, your spouse, qualifying child or relative Min: $100 Max: $2,550 May enroll if enrolled in an HDHP 2015 UW-Madison Benefits Services 41

42 HSA vs. Health FSA 2016 Contribution Limits Type of health plan with which it works HSA Single HDHP: $3,350 Family HDHP: $6,750 May only open and contribute to HSA if enrolled in HDHP FSA $2,550 per employer Any type (LPSA for health if in HDHP with HSA) Account Owner Employee Employer Who may contribute? Anyone (employer, employee, or others) Usually only the employee. No employer contribution. Do the funds roll-over from year to year? What if the participant leaves state service? Withdraw funds for nonqualified expenses? When is the employee eligible to use the money? Yes Owned by employee, so employee keeps all funds, but becomes responsible for HSA-associated fees Yes, though taxes and penalties apply (consult a tax advisor) As soon as the money is accrued in the account Maximum of $500 will rollover to the next plan year. Subject to COBRA so employee can keep FSA account open and active. Otherwise, expenses covered through end of month of last FSA contribution No As soon as the coverage is effective 42

43 Transit &/or Parking Bus Transit - $130/month max Train Ferry Subway Vanpools --- Eligible commuter expenses must be work-related --- Not usually needed if already signed-up for pre-tax bus pass. Parking $250/mo. max Ramps Park & Rides --- Eligible parking expenses must take place at or near your place of employment, or at a location from which you commute to work Not usually needed if already signed-up for campus pre-tax parking! UW-Madison Benefits Services 43

44 UW-Madison landing page our site links to UW System Administration s Annual Benefits Enrollment website: Employee Trust Funds home.asp TASC Flexible Spending Accounts (FSA) & Health Savings Accounts (HSA) YouTube Url=%2f qqjqyzcdcga UNIVERSITY OF WISCONSIN MADISON

45 UNIVERSITY OF WISCONSIN MADISON ebenefits

46 ebenefits Self Service Who is participating in Benefits Self Service for open enrollment? DoIT OHR Chemistry ebenefits web site ebenefits open labs ebenefits mail box and support team Feedback? UNIVERSITY OF WISCONSIN MADISON

47 2016 Meeting Dates UNIVERSITY OF WISCONSIN MADISON

48 HRS Coordinator Meetings Schedule Thursday, January 7 Thursday, February 4 Thursday, March 3 Thursday, April 28 Thursday, May 12 Thursday, June 9 Thursday, July 7 Thursday, August 4 Thursday, September 1 Thursday, October 13 Thursday, November 10 Thursday, December 8 UNIVERSITY OF WISCONSIN MADISON

49 HRS Coordinators Meeting Questions UNIVERSITY OF WISCONSIN MADISON