Presentation Transcript

1. University of Wisconsin Annual Benefit Enrollment (ABE) Period October 7 - November 1, 2013 http://www.uwsa.edu/abe/
2. Agenda
3. UWSA Benefits Staff Responsible for benefit and leave policy development and administration, and assuring benefits and leave are administered per the applicable contract, policy, or law UWSA benefits staff is available to answer you benefit and leave questions Benefits Manager – Nicole Zimm (nzimm@uwsa.edu) Benefits Specialists Kara Webber Schiro (kwebber@uwsa.edu) LindiFarra (lfarra@uwsa.edu) Terry Lauber (tlauber@uwsa.edu) – focus on TSA Policy Analysts Beth Ritchie (britchie@uwsa.edu) LaDonnaSteinert (lsteinert@uwsa.edu) Rose Stephenson (rstephenson@uwsa.edu) – TSA Administrator General email box: benefits@uwsa.edu
4. UWSA OHRWD Website New OHRWD website: http://www.uwsa.edu/ohrwd/ Admin Area of website: http://www.uwsa.edu/ohrwd/admin/ Must be provisioned for Admin Area of website Contact LindiFarra if you need access to the site For benefits content-related questions, please contact LindiFarra at lfarra@uwsa.edu For human resources and AA/EEO-related questions, please contact Kelly Thomas at kthomas@uwsa.edu For technical questions, please email benefits@uwsa.edu and a developer will respond to your question.
5. Update – Health Insurance Marketplace Notices All notices sent Friday, September 20 – Monday, September 23 LaDonnaSteinert sending bouceback reports to institutions during week of 9/23 All current employees who did not receive initial email, must receive a Notice by October 1, 2013 (provided by Institution) October 1, 2013 and beyond – all new hires must receive a Notice within 14 days of hire date Questions / comments on distribution of initial Notice? Any employee feedback? UWSA Health Insurance Marketplace website: http://www.uwsa.edu/ohrwd/benefits/med/marketplace/
6. ETF Presentation WRS Eligibility & Changes for Rehired Annuitants Demo of Online Sick Leave Credit Certification Process

7. Wisconsin Retirement System (WRS)UW System- PresentationDetermining WRS Eligibility and Employment Categories9/27/13

   Rory McGarry Employer Services Supervisor
8. Objective & Topics Enable you to evaluate new or existing employees for WRS eligibility and employment category Eligibility Steps Expectations Upon Hire Expectations Change One-Year Anniversary 12-Month Rolling Look-Back Employment Categories
9. Determining WRS Eligibility Knowing who & whento enroll Employers are responsible for determining WRS eligibility Evaluate all employees Eligible employees must be enrolled
10. WRS Eligibility Facts Wisconsin Statute § 40.22 Statutes take precedence over union contracts and other contractual employment agreements
11. “Steps” to Determine WRS Eligibility
12. “Step 1”
13. Act 20 WRS Eligibility Changes 2011 WI Act 32 increased the number of hours an employee must work to become a participating WRS employee It did not apply to employees who were “initially employed” before July 1, 2011 2013 Wisconsin Act 20 provides that employees must be “WRSparticipating employees” before July 1, 2011 to be grandfathered in at the previous eligibility criteria. This will make it easier for employers to determine eligibility as there is no longer a need to evaluate for initial employment Separation benefit will forfeit WRS service
14. Previous Service Check Previous Service and Benefit Inquiry On-Line Network for Employers (ONE) Determine if employee received a WRS benefit: Monthly Retirement Annuity Retirement Lump-Sum Separation Benefit Determine termination dates
15. Eligibility – Upon Hire WRS participating employee before July 1, 2011 - enroll on date of hire when employee is expected to work: 440 hours (Teachers/Executives) {AS, FA, LI, and OT1 - FTE ≥ 21% Annual/28% for Academic} 600 hours (General/Protectives) {CJ, CL, and CP - FTE ≥ 29%} AND Be employed for at least one year from date of hire* Enroll within 10 days of hire Example: Hire date of 09/30/13: Employee participated in the WRS prior to 7/1/11 and is expected to 20 hrs/week in a permanent position. Enroll in WRS; effective date is 9/30/13.
16. Eligibility – Upon Hire WRS participating employee on or after July 1, 2011 – enroll on date of hire when employee is expected to work: 880 hours (Teachers/Executives) {AS, FA, LI, and OT1 - FTE ≥ 42% Annual/56% for Academic} 1200 hours (General/Protectives) {CJ, CL, and CP - FTE ≥ 58%} AND Be employed for at least one year from date of hire* Enroll within 10 days of hire Example: Hire date of 8/30/13: This is the employee’s first WRS employment in a 25 hrs/week permanent position. Enroll in WRS; effective date is 8/30/13
17. “Step 2”
18. Expectations Change Change in expectations: hours to be worked (440/880 or 600/1200 hours) and/or duration of employment (at least one year) If expected to meet both WRS eligibility, enroll in WRS effective the date expectations changed Example: 08/01/12: Hire LTE to work full-time for 6 months 01/15/13: LTE accepts a 9-month appt to beginwork on 02/01/13 Enroll in WRS; effective date is 01/15/13
19. UW Expectations Change Example 09/01/2013 AS Appointment (with no WRS service prior to 7/1/11 – 2/3 criteria) hired to work one academic semester at 70% with no expectation to return. 11/15/2014 AS contract offered/accepted to return the following semester with expectation to continue (or assumed expectation) WRS effective 11/15/2014 due to expectation change.
20. “Step 3”
21. One Year Anniversary Look Back Calculate actual hours worked one year after the initial date of hire If during past year employee has worked over: 600/1200 hours (General/Protectives) or 440/880 hours (Teachers/Executives) Enroll on the one-year anniversary date Example: 03/13/12: Hire non-teacher to work 10 hr/week; WRS service prior to 7/1/11 03/13/13: Review hours; 645 hours worked Enroll in WRS; effective date is 03/13/13
22. “Step 4”
23. 12-Month Rolling Look-Back Employees working the required hours (600/1200 or440/880) in any 12 consecutive months must be enrolled Continuously monitor hours worked after one-year anniversary: At each future payroll: Add the hours from most recent payroll period Subtract the hours from oldest payroll period Determine actual day minimum hours met Enroll in WRS the dayafter minimum hours met
24. Employed Less Than 30 Days If an employee is eligible upon hire, then terminates within 30 calendar days: Employee is not eligible for WRS participation Example: 04/02/13 - Hire employee, WRS eligibility criteria met By 04/12/13 - Enroll employee effective date of hire 04/28/13 – Employee quits Employee is not eligible for WRS participation
25. WRS Eligible Less Than 30 Days If the period (duration) of employment is more than 30 days: WRS coverage may be less than 30 days Employee is eligible for WRS participation Example: 02/15/13: Hire employee; WRS eligibility criteria not expected to be met at time of hire 04/06/13: Expectations change; WRS eligible 05/01/13: Employee resigns Employee is WRS eligible 04/06/13 – 05/01/13
26. Employment Categories Contribution rates & benefit payments are different for each category Employer’s responsibility to determine appropriate employment category (Appeals Subchapter 403) Eligibility for each employment category is determined separately For WRS eligible employees, must report ALL WRS reportable earnings Employment category descriptions shown in Subchapter 401 in manual
27. WRS Categories Teacher (40) Executive (41) HRS Officer Code: Executive based on Job Codes General (30) Protective (33 – Protective under social security) HRS Officer Code: Protective based on Job Code
28. Reference WRS Administration Manual – ET-1127 Chapter 3 – WRS Eligibility Determination Chapter 4 – Employment Category Determination www.etf.wi.gov Employers Tab

29. Wisconsin Retirement System (WRS)Rehired Employees

30. Continuation of WRS Participation Once eligible for WRS, eligibility continues until: Employee - employer relationship at the same employer has been terminated for 12 or more consecutive months OR Employee terminates, receives a WRS benefit, and meets the requirements of a good-faith termination
31. Rehired by Same Employer & NOT Previously participating in the WRS
32. Example 02/01/13: Employee hired in permanent position to work 10 hours/week (Expectation less than 600/1200 hours in a year) 08/02/13: Employee resigns 10/14/13: Employee rehired in permanent position to work 10 hours/week Do one-year anniversary look back on: 2/1/14 back to 2/1/13 and enroll if they meet WRS eligibility criteria
33. Rehired by Same Employer, Previously Under WRS, & Did Not Take a Benefit
34. Reference WRS Administration Manual – ET-1127 Chapter 3 – WRS Eligibility Determination Subchapters 310 & 311 www.etf.wi.gov Employers Tab
35. Wisconsin Retirement System (WRS)

    Rehired Annuitants

36. 2013 Wisconsin Act 20 Rehired Annuitant Changes Increased Break In Service 2013 Wisconsin Act 20, effective on 07/02/2013, provides that the participant must remain separated for at least 75 days in order to be eligible for a retirement benefit. Automatic Suspension of Annuity If annuitant or a contractor has a WRS termination date on or after 7/02/2013 and is expected to work at least two-thirds of full-time, their annuity will be suspended. The annuity will be suspended the 1st of the month following their date of rehire.
37. Good-Faith Termination Federal law requires a good-faith termination of employment to qualify for a benefit distribution from a qualified retirement plan such as the WRS Types of benefit distributions Retirement Annuity Lump Sum Retirement Benefit Separation Benefit
38. Good-Faith Termination Conditions In order to receive a WRS benefit and return to WRS eligible employment the employee and employer must meet two requirements: Required Conditions of a Valid Termination Wis. Admin Code ETF 10.08 (2)(b) Required Break-in-Service Wis. Admin Code ETF 10.08 (2)(c)
39. Valid Termination Conditions A valid termination meets all six conditions: Employee ceases to render compensable services Employee and employer comply with employer’s policy for voluntary termination Employer - no rights to future services from employee as of termination date Prohibits enforceable agreement for ANY future employment with the same employer even if it does not meet WRS participation standards Prohibits enforceable agreement for ANY future employment with a different WRS employer that would meet WRS participation standards
40. Valid Termination Conditions Employee is treated with the status of a former employee Employee has no authority to act on behalf of employer Employer has paid employee any accumulated benefits customarily paid to employees at termination
41. Termination Recommendations Establish termination procedures Collect resignation letters Refrain from exploratory conversations prior to termination date
42. Required Break In Service Terminated prior to July 2, 2013 Terminated on or after July 2, 2013 Employment cannot begin until the LATEST of the following dates: The day after the annuity effective date The 76th day after termination of all WRS employment The 76th day after the date ETF receives the retirement application Employment cannot begin until the LATEST of the following dates: The day after the annuity effective date The 31st day after termination of all WRS employment The 31st day after the date ETF receives the retirement application Applies if employment meets participation standards or return to employment with same employer, regardless of participation
43. Required Break in ServiceWRS Termination Prior to July 2, 2013 Reminder: When rehired by original WRS employer, must have minimum break-in-service even if not WRS eligible
44. Required Break in ServiceWRS Termination On or After July 2, 2013 Reminder: When rehired by original WRS employer, must have minimum break-in-service even if not WRS eligible
45. Example -Required Break in ServiceWRS Termination Prior to July 2, 2013 Termination date 6/30 Annuity effective date 7/1 Application received date 5/16 Employee returns to work 8/8 Day after annuity effective date 7/2 31st day after termination date 7/31 31st day after ETF’s receipt of application 6/16 Required break-in-service met
46. Example - Required Break in ServiceWRS Termination On or After July 2, 2013 Termination date 7/3 Annuity effective date 7/4 Application received date 5/16 Employee returns to work 9/1 Day after annuity effective date 7/5 76th day after termination date 9/17 76th day after ETF’s receipt of application 7/31 Required break-in-service not met
47. Actions Upon Hire Previous service check for monthly WRS benefit ONE System If employee is receiving a WRS monthly benefit evaluate for: Required conditions of a valid termination Required break-in-service If employee meets requirements and is receiving a monthly annuity: Must file Rehired Annuitant Form ET-2319 Both WRS eligible non-WRS eligible employees If employee meets requirements and received a separation benefit or lump sum retirement benefit: Enroll in WRS (if a WRS eligible position) File new Rehired Annuitant form if expectations change
48. ET-2319 Termination Date Employment Duration Pre Act-20 Terminations Post Act-20 Terminations Agent signs below the employee signature
49. Failure to Meet/Report Rehired Annuitants May result in: Retroactive suspension of an employee’s WRS benefit Repayment of any benefits received Other ETF administered benefits (Health, Life, and Income Continuation Insurance) may be affected or lost Employer liable for interest on earnings in prior years
50. Met Good-Faith Requirements For All WRS Employers
51. Reminder If rehired by same employer from whom employment was terminated before annuity began: -Break-in-service still required even if the new employment does not meet WRS participation standards -
52. Reference WRS Administration Manual (ET-1127) Chapter 14 – Termination rule and reporting Chapter 15 – Employment of annuitants Updates in progress www.etf.wi.gov Employers menu
53. Demo of Online Sick Leave Credit Certification Process

54. Sick Leave Certification & WRS Tips and Reminders

    09/27/2013 UW System Administration Office of Human Resources and Workforce Diversity in collaboration with UW Service Center
55. What we will cover Sick Leave Certifications Continuous Service/Adjusted Continuous Service Academic Year Continuous Service Date Ranges and exception statements for Sick Leave Certifications WRS Current WRS project underway HRS system drivers of WRS eligibility WRS Accumulator tables
56. Continuous Service/Adjusted Continuous Service
57. Continuous Service/Adjusted Continuous Service Continuous service: All the time in continuous employment status as computed under s. ER 18.02 (2), Wis. Adm. Code, in the unclassified service or as a permanent employee in the classified service. Continuous service does not include time served in limited term employment and in those positions under s. 230.08 (2)(k), Wis. Stats., regarding students. Determines amount of supplemental sick leave credits at retirement and annual leave accruals
58. Continuous Service – in general terms Continuous Service looks at the time a State of WI employee has worked in a PERMENANT status with the State. In simple terms, the continuous service or adjusted continuous service date is the total years in the employment of the UW or the state, in employment that is eligible to earn sick leave. Years of service are not reduced for less than full-time employment.
59. Classified Continuous Service Classified see: Wisconsin Human Resources Handbook, Chapter 732 Classified Permanent Positions or an employee who has attained permanent status in classification Employees hired into LTE or CJ positions then transfer into CP positions do not attain permanent status until hired into CP position. However, this is not true if an employee transfers from CP to CJ because permanent status has been attained. Time as a Student Assistant, LTE, etc., does not count toward Continuous Service.
60. FASLa Continuous Service Faculty, Academic Staff & Limited Appointees must be in a leave eligible position for continuous service. The following are tools to help you determine the continuous service date. First compare employment start date to WRS start date. If it is the same, you can use the start date. Review the ALRA counter (UWS_U_ALRACT_BAL) Divide amount by 12 to convert to years of service Review personnel/benefits file for employment history, transfer records, review prior service on ETF One.
61. Breaks in Service - Adjusted Continuous Service Adjusted Continuous Service: The length of time in the most recent period in continuous state employment in either the unclassified service under s 230.08(2) Wis. Stats., or as a permanent employee in the classified service or both, revised for certain breaks in state service. Classified break of ≤ 5 years Faculty, Academic Staff & Limited appointees break of ≤ 3 years Other rules apply for FASLa’s returning to CP positions, executives, etc. Continuous Service Adjustment Worksheet from OSER at: http://oser.state.wi.us/docview.asp?docid=1691
62. WRS Creditable Service vs. Adjusted/Continuous Service WRS Creditable Service is not the same as Continuous Service/Adjusted Continuous Service. WRS Creditable Service is number of WRS eligible hours worked in a Calendar/Fiscal Year (1904 general/calendar or 1320 teacher/fiscal). Continuous Service is the amount of time employed in a permanent status and is not adjusted for part-time employment. The dates and years may be very different (Ex: part-time employment or local WRS employment)
63. Academic Year (AY) Continuous Service Date Ranges for AcSL
64. Academic Year Date Ranges Continuous Service Qualifying dates to identify the Academic Year “norm” for Academic Year (C – basis) employees If an employee has continuous service start/end dates within the range, a full year of service for the final year of employment is allowed. If an employee has continuous service where either the start or the end date does not fall within this range, an exception statement is needed on the certification.
65. AcSL Exception Statement Examples If start/end date is outside of range, an exception statement must be entered in the ETF sick leave certification so staff at ETF can manually adjust the certification Start Date outside of range: EENAMEstarted an academic year faculty appointment early to prepare for the semester.  This is an academic year employee and should be given a full year of credit for each "school year" period according to ER 18.02(2)(d) for purposes of calculating adjusted continuous service years.  This employee should have XX years of service. End Date outside of range: EENAME ended an academic year faculty appointment after the semester end in order to teach a summer course.  This is an academic year employee and should be given a full year of credit for each "school year" period according to ER 18.02(2)(d) for purposes of calculating adjusted continuous service years.  This employee should have XXyears of service.
66. WRS Project
67. HRS is a system, not a person…. HRS is a system and is not meant to replace the WRS analysis that must take place at the institution level at the time of hire and throughout employment. The HRS system looks at each job to make the WRS determination. The institution must look at the person and all jobs to see if they are eligible for WRS and should NOT rely solely on HRS to do this analysis. Communication regarding contracts with HR and at the department level is critical. WHY IS THIS IMPORTANT??
68. WRS Project for HRS issues UWSC Project to correct some HRS issues surrounding WRS eligibility and reporting. Add fields to job data to determine WRS eligibility criteria at hire, change, 1 year and rolling lookback : WRS participants prior to 07/01/2011 Rehired Annuitants with WRS terminations on or after 07/02/2013 who expect to return for 12 months at 2/3rds time. New logic added to HRS for mid-pay period enrollments/changes and terminations. Reporting/reconciliation changes for annual and periodic reporting
69. WRS Project for HRS issues (Con’t) Lookback/ HRS WRS Accumulator Logic is not working as expected and needs adjustments in HRS to calculate correctly Lookback evaluation based on correct hours (currently, everyone is reviewed at 1/3) Process updates to include reports to institutions prior to MSC load. Lump sum calculations- Some lump sum appointments, when reviewed alongside another WRS eligible position, are not being converted to hours for review through the lookback process. Retroactive pay- Hours/earnings paid through retro are not always being reviewed for the correct timeframe (in which the hours/earnings were earned, not paid). Rolling 12 month review logic – Employees who were not paid on payroll at the start of the rolling 12 month review period are not currently being reviewed for lookback.
70. WRS Eligibility and HRS
71. WRS Eligibility Determination If information in HRS is not correct…guess what happens??? At time of hire or new job. Note: Institutions must look at the person as a whole and all jobs up to this point to see if he/she has or is expected to meet the WRS criteria as a result of all jobs. Confirm WRS enrollment with the HRS system. The criteria in HRS that determines eligibility for WRS: Employee Type Duration or Length of Appointment Hours or FTE (Varies based on past WRS covered employment – so HRS may not be pulling in the correct info) Rehired Annuitant/Past Service (Timing…more to come)
72. Examples of WRS Eligibility Changes An AS employee hired for 6 months, then consecutive hire for 9 months - both at 80% FTE would be expected to meet 1 year and hours at the time that the second position is offered & accepted. This would not be caught by HRS because the system does not know the date the expectation changed (the offer was accepted) – an override would be needed. When it is first known/expected that the employee will meet the hours threshold and 1 year duration, is when the employee should be placed under the WRS. Typically there is a new/revised contract in place
73. WRS Drivers in HRS - Fields to watch Job Data Person is hired and entered into Job Data. Start/end dates (work location) Position title (work location) Empl Class (job information) Hours/FTE (job information) Pay Basis (job information) Continuity (uw custom) Previous Service (uw benefits) – Depends on New Hire Hold completion if past WRS service Rehired Annuitant (uw benefits) – check and re-check upon term/rehire
74. WRS Eligible Empl Classes Note: Empl Class AS, FA, LI, and OT1 can be eligible for Grad benefits if hired for less than 1 year. However, they lose Grad eligibility once they become WRS eligible (expectation change). IF EXPECTATION CHANGE RESULTS IN AN EMPLOYEE MOVING FROM GRAD TO WRS: New application for health insurance Enrollment/change option information
75. Rehired Annuitants…Timing is everything! Rehired Annuitant Election form at time of Hire http://etf.wi.gov/publications/et2319.pdf Must enter RA code ASAP in UW BN Tab. (Job Information/Job Data/UW Benefits Tab/Rehired Annuitant) If populate eligibility runs prior to entry of RA code, the employee will be enrolled in an incorrect BN program (i.e. Grad/WRS) depending on job attributes. If this happens, institutions must contact SC/create ticket to manually back out and reassign so the employee is not reported for WRS, offered incorrect benefits, etc. More Rehired Annuitant information at: http://www.uwsa.edu/ohrwd/benefits/empcha/ra/
76. WRS Driver in HRS - New Hire Hold This nightly batch process identifies employees who are missing values in key benefits fields and will not allow events to process until the values are entered. New Hire Hold report will show anyone who is listed in ETF’s system – institutions must go in to enter prior WRS service for HRS/rehired annuitant information and review if the employee was a WRS participant prior to 07/01/2011 to determine WRS eligibility
77. New Hire Hold – things to watch The Institution must review the New Hire Hold for active WRS participation prior to 07/01/2011 and place employee under if expected to work 1/3 time and over 12 months. If the employee is a rehired annuitant who terminated his/her WRS participating employment on or after 07/02/2013 and is expected to work 2/3 time for 12 months or more, the annuitant must come under the WRS. If not under the WRS at time of hire, the WRS analysis and determination also needs to happen at the time of any future expectation change. Remember that if an employee takes a lump sum WRS benefit (not an annuity) that past credible service is wiped out...that means that they would be subject to the WRS rules as a new employee upon return to WRS employment.
78. WRS Eligibility and Accumulators in HRS
79. Teacher (40) Executive (41) HRS Officer Code: Executive based on Job Codes* General (30) Protective (33 – Protective under social security) HRS Officer Code: Protective based on Job Code WRS Categories * Chancellors, Provosts, System President and System VP’s are all Executive Category
80. WRS Accumulator Load A post payroll confirm process that cannot be run ad hoc. This process loads the information appearing on the WRS Accumulators into the WRS Accumulator table. In addition, the WRS Accumulator Load process calculated the lump sum hours.
81. WRS Hours and Earnings AccumulatorsHRS:Payroll for North America/Payroll Processing USA/Produce Payroll/Review Paycheck
82. WRS Earnings Accumulator – Lump SumsHRS: Payroll for North America/Payroll Processing USA/Produce Payroll/Review Paycheck
83. WRS AccumulatorHRS: Benefits/Reports/Regulatory and Compliance/WRS Accumulator Can copy/paste into excel to verify hours prior to 12 month or through lookback
84. WRS Reminders
85. Duration of Employment Exceeds 30 Calendar Days Duration of employment was < 30 days Employee was hired 8/1/2013 with the expectation of working 1 year and meeting the hour requirement. However, the employee terminated 8/15/2013 which is within 30 days of employment. Therefore, the employee did not meet the duration of employment requirement and is not eligible for WRS. (REFUND WRS CONTRIBUTIONS TO EMPLOYEE) Duration of employment was ≥ 30 days but under WRS < 30 days Employee was hired 8/1/2012 and not expected to meet the 1 year or hour requirement. The employee later becomes WRS eligible through Lookback effective 8/1/2013. However, the employee later terminates employment on 8/15/2013. The employee has meet the 30 day employment requirement and remains WRS eligible (no refund of WRS contributions).
86. MUST ENROLL WHEN FIRST ELIGIBLE!! As an employer, we must enroll an employee when we they are first eligible for WRS. Evaluate upon: HIRE Expectation change (throughout employment) 1 Year review Rolling lookback (throughout employment after first 12 months) Employer/employee must pay WRS contributions from enrollment date forward.
87. Statue of Limitations for Corrections to Service, Earnings and Contributions Employers should exercise extreme caution to guarantee compliance with WRS requirements and take measures to audit their employees’ accounts to ensure that errors do not go undetected for extended periods. Requests for correction must be received prior to the end of seven full calendar years beginning on the date the final annuity computation notice is issued or on the date payment is issued for a lump sum. Correction of such an error can entail substantial cost to the employer, since contributions and interest at the effective rate will be assessed on late reported earnings.
88. Questions?
89. ABE Overview ABE website: http://www.uwsa.edu/abe/ ABE Admin website: http://www.uwsa.edu/ohrwd/admin/benefits/abe/ Calendar ABE presentation template Training materials Poster template Links to KBs It’s Your Choice books started shipping to the institutions on Sept 26
90. Changes & Reminders Individual & Family Life Insurance – all changes made during Annual Increase Option (including reducing or canceling coverage) will be effective January 1, 2014. Reminder – any application, either eBenefits or paper, can be rescinded if the employee provides written notification of the rescission by December 31, 2013. See the Sept 18, 2103, ETF bulletin for additional information: http://www.etf.wi.gov/employers/bulletins_state/ebs20130918.pdf
91. Template PowerPoint The following PPT will be posted on the ABE Admin page for use during your Annual Benefit Enrollment presentations Feel free to add institution-specific information to the presentation
92. University of Wisconsin Annual Benefit Enrollment (ABE) Period October 7 - November 1, 2013 http://www.uwsa.edu/abe
93. Your needs. Your benefits. The Time Is Now. Enroll, Make Changes… It’s the Annual Benefit Enrollment (ABE) Period for 2014! See the ABE brochure and website for details. Brochure: www.uwsa.edu/abe/brochure Website: www.uwsa.edu/abe
94. Benefit Changes Allowed During Annual Enrollment Period All benefit elections made during this period are effective January 1, 2014. You must re-enroll in ERA every year. If you do nothing, your other benefits will continue in 2014.
95. 2014 Health Insurance Premiums Premiums listed do not apply to those who are required to pay the less than half-time rates or the total premium.
96. Health Insurance Plan Changes
97. Health Insurance Plan Changes Significant Provider Changes Health plans may make provider changes annually. Plans notify current members of network changes during the ABE period and must have provider directories available.
98. Health Insurance Plan Changes Health Plan Name Changes
99. WEA Trust PPO – East expanding into Forest, Oneida, Price and Vilas Counties New Plan Dean Health Insurance – Prevea360 offered in Brown, Kewaunee, Manitowoc, Marinette, Oconto, Outagamie, Sheboygan and Menominee Counties Anthem NW not offered in 2014. Members must elect a different health plan WEA Trust PPO – Northwest members must select between Chippewa Valley and Mayo Health System provider networks. Arise Health Plan adding providers in Winnebago County. Lost some providers in Door County New Plan WEA Trust PPO South Central offered in Dane County Physicians Plus adding providers in Jefferson and Walworth Counties
100. Uniform Benefit Changes If you complete your health plan’s Health Risk Assessments (HRAs) and biometric screening, you will be eligible to receive $150 from your health plan. Your adult dependents are also eligible for a $150 incentive. Contact the health plan or visit wellwisconsin.wi.gov for more information on wellness benefits. HRAs help you understand and improve your health. {Biometric Screenings include: Blood Pressure; Body Mass Index; Cholesterol Levels and Glucose Levels} It is strongly recommendedthat you select a Primary Care Physician (PCP) on the health insurance application (ET-2301) for you and your dependents.
101. Impact of DOMA In June, the U.S. Supreme Court struck down the “Defense of Marriage Act”. Legally married same-sex couples are no longer subject to imputed income on health insurance for federal tax purposes. Imputed income for state tax purposes continues because WI does not recognize same-sex marriage. Programming changes needed to HRS (payroll) system before imputed income will stop (effective date TBD) Legally married same-sex spouses must still complete a Domestic Partner Affidavit before the spouse can be enrolled in benefits as the employee’s dependent. Exception: a same-sex spouse is an eligible dependent under the ERA program. More information will be forthcoming as direction is provided to employers.
102. New: Uniform Dental (under SGH) All members will receive the same level of dental coverage through their State Group Health insurance (except the Standard Plan and SMP) in 2014. This is called Uniform Dental Benefits. Your health plan still decides if you need to see certain dentists (in-network) to have benefits paid. The Uniform Dental Benefit is included in your health insurance coverage at no additional cost to you. It is intended to provide coverage for diagnostic, preventive, and basic restorative  services (such as fillings). It does notinclude coverage for major dental services, such as crowns, root canals or implants. To find out the impact on the dental coverage currently offered by your health plan, see Uniform Dental Certificate of Coverage in the Uniform Benefits section of the It’s Your Choice 2014 Reference Guide. For more information on Uniform Dental Benefits, see Frequently Asked Questions 2 through 7 beginning on Page 9 of the guide.
103. New: Uniform Dental (under SGH) *A health plan may designate and authorize out-of-network providers so that at least one dentist is available in each county or major city, if applicable. There is no coverage for services provided by other out-of-network dental providers.
104. Other Health Insurance Information Health insurance Marketplaces (also known as the Exchanges) are available to individuals for coverage on or after January 1, 2014. These are offered under the Affordable Care Act and are separate from the State Health Insurance plan. If you are covered by the State Group Health Insurance plan (or other employer-sponsored health insurance), there is likely no benefit to you buying health insurance in the Marketplace. The Marketplace will be most beneficial to those who are not eligible for, or who pay more than 9.5% of their wages for, their employer-sponsored health insurance. (Examples at the UW include Crafts workers, lower-earning employees working less than half-time and student employees.) For more information visit HealthCare.gov, call 1-800-318-2596 or visit http://www.uwsa.edu/ohrwd/benefits/med/marketplace/.
105. Dental & Vision Insurance Enrollment Opportunities VSP Vision Insurance is offering an open enrollment EPIC Benefits+ is offering a special enrollment State Group Health (SGH) Uniform Benefits provides coverage for annual vision exam and uniform dental. If you have need for additional dental/vision insurance coverage, consider enrolling in one or both of these plans. Standard Plan and SMP do NOT provide dental coverage. Standard Plan provides annual vision exam to children under 5 (in-network) Once enrolled in EPIC Benefits+ or VSP, you must remain in the plan for the entire calendar year. These are optional, employee-pay-all benefit plans.
106. EPIC Benefits+ Administered by EPIC Life Insurance Company EPIC Benefits+ provides coverage for: Major dental services Hospital/Surgical benefit Accidental Death and Dismemberment benefit. Vision discount program through Davis Vision. OR you may choose to add EPIC Benefits+ with vision, which provides you with vision insurance at an additional cost. EPIC Benefits+ is offering a special enrollment in 2014 with a limited annual dental benefitin the first two years. Current enrollees in Gundersen, Health Traditions, Humana or WEA Trust through the State Group Health Plan will not be subject to the limited dental benefit in 2014 and 2015.
107. EPIC Benefits+ Current members: The annual benefit maximum for dental benefits will increase from $1,000 to $1,500 per member. You may enroll in the vision insurance if you’ve never been enrolled in it in the past. You may cancel the vision insurance. You cancel coverage by submitting an application to your institution benefits office by 4:30 p.m. on November 29, 2014. Be aware that if you cancel your coverage or the vision insurance you may not be able to re-enroll for the benefit in the future.
108. EPIC Benefits+ 2014 Premiums EPIC Benefits + premiums will not increase for 2014
109. VSP Vision Insurance VSP Vision Insurance provides coverage for: Annual vision exam Eyeglass lenses every calendar year and eyeglass frames once every other year Contact lenses every year instead of eyeglasses or eyeglass lenses Also offers discounts on laser vision correction See the VSP brochure for more details. You may enroll, add/remove dependents or cancel coverage for 2014. VSP is offering an open enrollment in 2014
110. Your needs. Your benefits. VSP Vision Insurance Contact lens allowance increasing from $105 to $130 (in-network only). Exam copay increasing from $10 to $15. NewKidsCare program addedto meet the eye care and eyewear demands for children:
111. VSP and Benefits+ 2014 Premiums VSP Premiums will increase for 2014
112. Canceling Dental or Vision for 2013 To cancel VSP, Dental Wisconsin or EPIC Benefits+ for 2013, you must submit an application to your local benefits office no later than 4:30pm on Friday, November 29th, 2013. If you use eBenefits, you can cancel VSP, Dental Wisconsin or EPIC Benefits+ online through November 1st. After that date but before 4:30pm on November 29th, you must use a paper application. All forms and brochures available on ABE forms page: http://www.uwsa.edu/abe/formspubs/
113. Employee Reimbursement Account (ERA) The ERA program offers two Flexible Spending Accounts (FSA) Health Care FSA – allows you to set aside money on a pre-tax basis for medical, dental, vision, and prescription expenses that are not covered by your insurance. Dependent Day Care FSA – allows you to set aside money on a pre-tax basis for dependent day care expenses (child or adult daycare, preschool, after school care…) You decide how much to set aside and that amount is deducted from each paycheck before your Federal, State, and FICA taxes are calculated so you save money on taxes. All benefit-eligible employees may participate in the ERA program except LTE, Fellow, Scholar, Graduate Intern/Trainee, or Post-Doctoral Fellow/Trainee.
114. ERA Limits & Enrollment Health Care FSA Contribution Limits Minimum: $100 Maximum: $2,500 Dependent Care FSA Contribution Limits Minimum: $100 Maximum: $5,000 (depends on tax filing status) See brochure for details: http://etf.wi.gov/publications/era_2014_booklet.pdf Enroll online at www.wageworks.com Use the WageWorks calculators {www.wageworks.com/employee/calculators.htm} to determine your annual expenses and tax savings.
115. ERA - Information for Same-SexSpouses Effective September 19, 2013, legally married same-sex couples are eligible family members for the purpose of the ERA program. If you have a same-sex spouse, you may now submit claims for your spouse or request a Change in Status to increase your contributions to the ERA health care or dependent day-care flexible spending accounts. More information will be coming for same-sex spouses who were not enrolled in ERA for 2013.
116. ERA – Important Reminders You must enroll every year if you plan to use the program. If you don’t use it (your election) you lose it. Grace period for 2014 funds ends on March 15, 2015. WageWorks Visa® Cards will be reloaded with 2014 balances. First time enrollees will receive a WageWorks Visa® Card to use for Medical Account. If you are in the plan in 2013, have until March 15, 2014 to incur expenses and until April 15, 2014 to submit claims. Try the WageWorks EZ Receipts™ mobile application. Access your accounts and submit claims directly from your phone!
117. Individual & Family Life Insurance Annual Increase Option Employees covered under the Individual and Family Life insurance plan on October 1st may increase coverage during the Annual Increase Option (AIO) period that is from October 7 – November 1, 2013. All changes made during this period are effective January 1, 2014. Maximum coverage levels are increasing for 2014!
118. Individual & Family Life Insurance Annual Increase Option During the AIO period, covered employees may elect to increase coverage by the following amounts: Employee: $5,000; $10,000; $15,000 or $20,000 Spouse/Domestic Partner: $5,000 or $10,000 Child(ren): $2,500 NOTE: Spouse/Domestic Partner or Child coverage cannot exceed your total coverage. If you have Child coverage, new dependent children are covered automatically. Use Annual Increase Option form to increase coverage (or eBenefits if eligible). Can decrease/cancel coverage at any time by using regular application. You can use the Individual & Family Annual Increase calculator to see your current coverage and determine your premium for 2014 at: http://uwservice.wisc.edu/administration/indfam-increase-calculator.php
119. Your needs. Your benefits.

     The Wisconsin Retirement System (WRS)2014 Contribution Rates

     The WRS employee contribution rate for 2014 will increase from 6.65% to 7% for all employees except those covered by the Executive WRS category whose rate will increase from 7% to 7.75%. This change will occur on the first check payable in 2014.
120. Saving for Retirement and Tax Sheltered Annuity Program (403b) Wisconsin Deferred Compensation (457) Allow you to invest money on a pre-tax or post-tax (Roth) basis to save money for retirement. Are voluntary and there is no employer contribution match. You may contribute to both plans and you may contribute on both a pre-tax and post-tax basis. May enroll at any time with no start up fees or minimum balances.
121. TSA & WDC Wisconsin Deferred Compensation (457) 2013 Contribution Maximums** Under age 50 - up to $17,500 annually under each plan Age 50 or over - up to $23,000 annually under each plan Minimum contribution of $8 (bi-weekly) or $20 (monthly) per pay period. Annual Fee $12.00 for 2013 Enroll on-line at: http://www.uwsa.edu/ohrwd/benefits/ret/tsa/#enrollment No minimum contribution Annual Fee $0 - $66/year* Enroll or make changes at: www.wdc457.org/ *Depends on account balance Tax Sheltered Annuity Program (403b) **The 2014 maximums will be released later this year.
122. Your needs. Your benefits.

     Important Reminders!!!

     All benefit election made during this period are effective January 1, 2014. You have until November 1, 2013, at 4:30 p.m. to submit your paper applications to your local benefits office or make your selections using eBenefits. Visit www.uwsa.edu/abe for Annual Benefit Enrollment Period information. Be sure to attend your institution’s benefits fair! Contact your local benefits office if you have questions or need assistance.
123. Your needs. Your benefits. Questions? Thank you for attending!