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Human Resources

Annual Enrollment

annual enrollment

The 2013 Annual Enrollment period begins November 1, 2013 and ends November 30, 2013. You will make your benefit elections online using UC Flex Employee Self Service (ESS) located at www.ucflex.uc.edu

The Human Resources Department will continue its ‘going green’ initiative this year and will not print or mail Benefit Enrollment Guides.  Information about the university’s benefits can be found at www.uc.edu/hr/benefits

As the first step in this year’s Annual Enrollment process, we recommend employees review their current benefit elections by accessing ESS.  Employees should also carefully review their covered dependents for each plan.


Action is required IF

ACTION IS REQUIRED (during Annual Enrollment period) IF:

  • you want to enroll in the Health Care Flexible Spending Account or Dependent Day Care Flexible Spending Account.  You must make a NEW election by November 30, 2012;
  • you want to change plans, increase or decrease life insurance coverage;
  • you want to ADD or remove dependents for 2013; or
  • there is a CHANGE in your Spousal/Domestic Partner Surcharge status for 2013. 

Action is not required IF

NO ACTION IS REQUIRED (during Annual Enrollment period) IF:

  • you do not want to enroll in the Health Care or Dependent Day Care Flexible Spending Account;
  • you are SATISFIED with your current enrollment decisions for Medical, Dental, LTD, Group Term Life and Personal Accident coverage.  Your 2012 enrollment elections will continue;
  • you are SATISFIED with the covered dependent and beneficiary information. Your 2012 dependents will continue to be covered in 2013 (as long as they meet the plans’ definition of eligible dependent); and
  • there is NO CHANGE in your Spousal/Domestic Partner Surcharge status for 2013.

Dependent Verification

Dependent Verification – Newly Enrolled Dependents

Employees who choose to enroll dependents during Annual Enrollment who were not covered in 2012 AND new hires who have not provided verification documents, will be required to provide verification documents (e.g., copies of marriage certificates, birth certificates, adoption records, etc.) for any dependent covered under a UC health plan.  Individuals will be contacted by HMS in January 2013.

University of Cincinnati Physician Partnership – REDUCED COPAYS CONTINUE!

Applicable to all employees covered under a UC medical plan

UC Health and University of Cincinnati Physicians (UCP) are pleased to let you know that their partnership with the University of Cincinnati (UC) and its employees, which began in 2012, will continue in 2013.  UC employees enrolled in a UC medical plan will receive 50% office visit co-pay reduction when seeing UCP physicians.  UCP is the Cincinnati area’s largest group of board-certified physicians with over 700 physicians practicing in every medical and surgical specialty. 

A listing of UCP physicians eligible for the office visit co-pay reduction is available on www.UCPhysicians.com.

  • Go to www.UCPhysicians.com
  • Select Faculty/Staff heading in the toolbar at the top of the home page.

The copay reduction does not apply to mental health services.

Employee Life Insurance Beneficiary Designation Reminder!

Are Your Beneficiaries Correct?

Annual Enrollment is an ideal time to review your current Life Insurance and Personal Accident Insurance (PAI) beneficiaries. By naming a beneficiary, you make sure your Life Insurance and PAI benefits are distributed according to your wishes. Marriage, divorce, death or other circumstances may change how you want your benefit paid. 

You can verify or update your beneficiary by logging onto to http://www.ucflex.uc.edu .   To enter a new beneficiary, select Personal Information (from the tool bar) and then Family Member/Dependent/Emergency Contact/Beneficiary.  To update or review your current beneficiaries, select Benefits and Payment (from the tool bar), Adjustment Reason “Anytime.” Select the Plan you want to review or change (Life or Personal Accident), Select Edit Plan.

Your beneficiary can be a person, a trust or your estate.  You can split the benefit among multiple beneficiaries as long as the total percentage of the proceeds equal 100 percent.  Remember that you have not added a beneficiary until you have assigned a percentage.

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What's New?

CHANGES APPLICABLE TO AAUP, AFSCME, IUOE, FOP-DISPATCHERS AND ONA REPRESENTED EMPLOYEES

For AAUP, AFSCME, IOUE, FOP-Dispatchers and ONA represented employees, the medical and dental plan options and coverage will remain the same for calendar year 2013. 

The 2013 contributions for medical coverage will change per the respective collective bargaining agreement.  

The 2013 contributions for dental coverage remains the same. 


What's New?

CHANGES APPLICABLE TO SEIU, FOP-LE AND FOP-S0 REPRESENTED EMPLOYEES

Several changes are being made to your medical and prescription drug coverage effective January 1, 2013.  You will receive additional communications from Humana regarding these changes.

NEW Medical Plan Available

SEIU employees will be eligible to enroll in Humana’s First 1000 plan during the 2012 annual enrollment period.  This plan is already available to unrepresented and FOP employees.  The First 1000 Plan is a Point of Service (POS) plan which uses the Humana network of health care providers.  A provider directory may be accessed by logging on to the Humana website (Humana.com).

First 1000 is a consumer-driven medical plan for those employees who generally experience few medical expenses and are willing to pay out-of-pocket for medical expenses within the plan limits in return for no premium. 

The plan provides:

  • coverage for catastrophic medical expenses,
  • $500 annual benefit allowance per person to cover physician, hospital and laboratory services, x-rays, preventative and wellness care.

The insured is responsible for:

  • copays which are not covered by the benefit allowance,
  • eligible expenses until the deductible and out-of-pocket limits are met.

The First 1000 option should be chosen only after careful consideration.  Please refer to the Medical Coverage Comparison Chart which can be found online at www.uc.hr/benefits.  This First 1000 handout also provides helpful information.

To receive the highest level of benefits under this plan, the insured must use the provider network; however he/she does not need to choose a primary care physician.

An insured may use providers outside the POS network; however, he/she will pay a greater share of eligible medical expenses.  In a true emergency, care by an out-of-network provider for a life-threatening illness or accidental injury will be covered at network benefit levels, provided the plan is notified within 24-48 hours.

No matter which health care provider the insured uses, he/she must follow specific plan guidelines.

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Pharmacy Plan Changes

A New Plan Design – Humana Rx4

With Rx4, your prescription medications will be covered on one of four levels. The lower the level, the less you pay.  Medicines in Level 1 have the lowest copayment.  Medicines in Level 4 have the highest copayment.

Here’s a look at the different levels:

Level 1:  Lower cost generic and brand name medicines.

Level 2: Higher cost generic and brand name medicines.

Level 3:  Higher cost medicines, most brand name medicines. These medicines may have generic or brand name alternatives on Levels One or Two that may save you money.  This level also includes some self-administered injectable medicines.

Level 4:  Expensive medicines.  This level includes self-administered injectable medicines and high-technology medicines that are often newly approved by the U.S. Food and Drug Administration.

Please note that on your Rx4 plan, generic medicines may be found on all four levels.  The Rx4 plan organizes medicines by how much they cost and whether there are less expensive options available.

Go to Humana.com and review the 2013 Rx4 Drug List to see what level your medicines will be on beginning January 1, 2013.  You should review the levels for all medicines to help estimate how much money you should put in your 2013 Health Care Flexible Spending Account.  Your copayments for Levels one, two and three will be increasing as well.  See the chart below.  You’ll be responsible for 25% of the cost of medicines in level 4 (subject to a $2500 annual maximum per member).

Refer to the Humana Rx 4 2013 Drug Listing for more information

Mail Order Prescription Drug Changes - RightSource 

Beginning January 1, 2013, you’ll need to send your maintenance medicine prescriptions to RightSourceRx, Humana’s prescription home delivery service.  Maintenance medications are those that you take regularly to treat a health condition such as high blood pressure, asthma, or diabetes. 

You will only be able to get two (2) 30-day fills from a local pharmacy. On the 3rd fill and each fill after that, you will need to use RightSource.  If you choose to continue receiving your medicine from a local pharmacy, you will pay twice (2 times) your normal co-payment.

You will no longer be able to receive 90-day supplies at a local retail pharmacy.

The good news is you will save money and time with RightSource. You’ll only pay 2 times your 30-day retail copayment for a 90-day supply of medicines. That means if your copayment is $10 for one month’s supply, you’ll only pay $20 for a three-month supply. This can add up to savings over time. 

For additional information about RightSource refer to the brochure.

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Prescription Drug Copay Increase

Prescription drug copays will increase by $5 for levels 1, 2 and 3 for retail purchases.  The new copays are shown below.

Retail - up to 30 day supply  HMO
 POS
First 1000
Level 1           
Low cost generic & brand name drugs
$12 $15 $15
Level 2  Higher cost generic & brand name drugs $17 $25 $25
Level 3  High cost, most brand name drugs, may have alternative on Level 1 & 2 $29 $35 $35
Level 4  High cost, specialty medications, refer to listing at Humana.com 25% 25% 25%

Prescription drug copays will increase by $10 for levels 1, 2 and 3 for mail order purchases.  The new copays are shown below.

Mail Order - 90 day supply HMO
 POS First 1000
Level 1     
Low cost generic & brand name drugs
$24 $30 $30
Level 2    
Higher cost generic & brand name drugs $34 $50 $50
Level 3    
High cost, most brand name drugs, may have alternative on Level 1 & 2
$58 $70 $70
Level 4 High cost, specialty medications, refer to listing at Humana.com *
* *

Long Term Disability Plan

Long-Term Disability (LTD) insurance pays you a benefit if you are unable to work because of a disabling injury or illness.  Benefits continue as long as you meet the plan's definition of disability or you reach the plan’s age limit.  Accidents and illness can have serious financial consequences for you and your family.  LTD provides financial protection to you at a reasonable cost.

AFSCME, IUOE, SEIU and FOP employees will have TWO Long Term Disability Plan options available to them beginning on January 1, 2013.  Currently, only one LTD Plan is available.

The following plans will be available:

  • 60% Plan - NEW!
    • Six month elimination period
    • 24 month limit on mental/nervous claims
    • 24 month ‘own occupation’ definition
    • Includes Retirement Income Provision
  • 65% Plan – currently available – includes enhancements!
    • Four month elimination period
    • 24 month limit on mental/nervous claims
    • 24 month ‘own occupation’ definition

If you are currently enrolled in the 65% LTD Plan, your enrollment will continue.  No action is required unless you want to discontinue coverage or enroll in the 60% LTD Plan.

For more information about the Long Term Disability Plan, refer to the HR website.

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What's New?

CHANGES APPLICABLE TO UNREPRESENTED EMPLOYEES

Medical and Pharmacy Plan Changes Effective January 1, 2013

As the cost of providing healthcare continues to increase, the university must adjust its plans and cost sharing structure from time to time so we can continue to provide you with comprehensive coverage.  The university continues to pay the majority of your costs for coverage.

Plan Deductible Added

A deductible will be added to the HMO and POS plans effective January 1, 2013.  The deductible is $100 per individual or $200 per family.  A deductible will apply to certain covered services such as inpatient hospital stays, lab tests and X-Rays.  The deductible does not apply to office visits or prescription medications.

Refer to the Healthcare FAQs for more information.

New Office Visit Copay for Specialists

Because the cost of care provided by a specialist is oftentimes more costly than care provided by a primary care physician, the office visit copay for specialist office visits will be increased effective January 1, 2013. The specialist office visit copay will increase from $15 to $20 (POS and First 1000 Plan) and from $10 to $15 (HMO Plan). Visits to primary care physicians will remain $15 (POS Plan) and $10 (HMO Plan).

UC employees and their dependents enrolled in a Humana medical plan will receive a 50 percent office visit co-pay reduction when seeing UCP physicians.  The copay reduction does not apply to mental health services.

A primary care physician is defined as family practice, pediatrician, internal medicine, general practitioner, nurse practitioner, physician assistant, registered nurse, retail/minute clinic.

Refer to the Healthcare FAQs for more information.

* Mandatory mail order is optional for specialty medications.  A 30-day supply will be available at retail subject to the 25% copay and $2,500 maximum, per member.

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Prescription Drug Copay Increase

Prescription drug copays will increase by $5 for levels 1, 2 and 3 for retail purchases.  The new copays are shown below.

Retail - up to 30 day supply  HMO
 POS
First 1000
Level 1           
Low cost generic & brand name drugs
$12 $15 $15
Level 2  Higher cost generic & brand name drugs $17 $25 $25
Level 3  High cost, most brand name drugs, may have alternative on Level 1 & 2 $29 $35 $35
Level 4  High cost, specialty medications, refer to listing at Humana.com 25% 25% 25%

Prescription drug copays will increase by $10 for levels 1, 2 and 3 for mail order purchases.  The new copays are shown below.

Mail Order - 90 day supply HMO
 POS First 1000
Level 1     
Low cost generic & brand name drugs
$24 $30 $30
Level 2    
Higher cost generic & brand name drugs $34 $50 $50
Level 3    
High cost, most brand name drugs, may have alternative on Level 1 & 2
$58 $70 $70
Level 4 High cost, specialty medications, refer to listing at Humana.com *
* *

* Mandatory mail order is optional for specialty medications.  A 30-day supply will be available at retail subject to the 25% copay and $2,500 maximum, per member.

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