Yes. Two providers - MissionSquare and Nationwide Retirement Solutions - are offered. You may contribute to one or both as long as the annual combined contributions do not exceed the IRS annual limit.

Employees may request cancellation of coverage during the year as permitted by Florida Statute. However, for pre-tax benefits, if there is no IRC Section 125 qualifying event, pre-tax premium payroll deductions will continue through the end of the current plan year. If you opt-out or cancel your coverage in a benefit plan, you may not reapply until the annual benefits open enrollment which takes place in the fall of each year. Requests to cancel post-tax benefits during the year will be processed without a penalty. Applications to re-enroll for life insurance benefits are subject to evidence of insurability.

The City has contracted with a Third Party Administrator (TPA) to administer the COBRA provisions and provide notification within the time frames specified by the federal law and to perform the accounts receivable functions for qualified beneficiaries who elect continuation. The City provides the TPA with information pertaining to new enrollees and employees losing group coverage due to termination of employment and other known qualifying events.

Yes.

No. You should present the HFSA card after your HRA account balance is depleted.

If you spend at least $260 in eligible expenses during the calendar year, you may save money by paying these expenses with an FSA. You decide the amount you want deposited in your FSA for the year. Please click on the Benefits Outsource button on the Benefits webpage for a listing of qualified expenses eligible for reimbursement.

Yes; the plan year runs from January 1 to December 31, the same as a calendar year, unless you make a permitted mid-plan year change, terminate employment or lose eligibility for group coverage. Contributions for the plan year may be used for claims incurred through the following March 15 provided claims are submitted to plan administrator, currently BOI, no later than March 31^st. Otherwise, you will forfeit any unused funds. The employee must provide documentation to support expenses if requested by BOI.

No; HRA funding is only available to employees enrolled in the Choice Fund Plan (CDHP). Employee may not access funds remaining in the account, upon separation of employment, since the account is not portable.

You may keep track of your HRA balance by reviewing Explanation of Benefits (EOB) statements received, by logging on to myCigna.com, or by contacting Cigna’s customer service 24/7 toll-free at 1-800-244-6224.

You may also review the Cigna summary plan descriptions on the Employee Benefits webpage.

• Employee only $1,000
• Employee + one dependent $1,500
• Employee + 2 or more dependents $2,000
• Adult Child $1,000

City funding contributions are prorated for newly eligible employees who enroll in the Choice Fund (CDHP) after January 1.

No; your Medical ID card is presented to access the HRA funding.

To make a change in your medical, dental or vision plan/life outside of the annual open enrollment, you must complete a Benefits Election Change Form and submit to the Benefits Section no later than 30 days from the event (60 days for newborns/adoptions/placement for adoption/entitlement or loss of Medicaid/CHIP). These forms may be downloaded from the Benefits webpage or obtained from The Benefits Section. Do not delay submitting the completed forms while you gather the supporting documentation. Benefits must receive the completed forms within the specified timeframes. You must then follow-up with the supporting documentation as soon as it becomes available. Changes between health plans are generally not allowed.

The City provides all active full-time, senior management fellows, and temporary full-time employees with group term life insurance at no cost equivalent to one times their base salary rounded up to the next $1,000 increment up to a maximum of $300,000. This coverage includes Accidental Death and Dismemberment (AD&D). The amount of coverage will be updated to reflect the employee’s base salary as of January 1 of each year.

Yes. Full time employees may purchase supplemental life insurance. If you apply outside of your initial eligibility period (during the annual open enrollment period) coverage is subject to evidence of insurability and approval from the life insurance provider. Spouse and children options are available. The premium is age based. Coverage reduces to 65% at age 70.

Group supplemental life insurance includes benefits for accidental death and dismemberment and accelerated death benefits payable to the terminally ill.

Yes; if you are enrolled for life insurance, you are strongly encouraged to review your beneficiaries and update, if necessary, when you experience a change in status such as divorce, marriage and any other changes. You are also encouraged to list contingent/secondary beneficiaries in the event the primary beneficiary(ies) predeceases you. You may change your life insurance beneficiaries at any time by logging into your benefit portal at https://www.benselect.com/FTL.

No; however, you are still required to complete the Benefits Election Form to waive coverage. The Affordable Care Act requires the City to maintain proof that eligible employees were offered medical coverage.

Full-time employees are eligible to participate in all group benefits. Variable hour employees such as part-timers who satisfied the requirements of the Affordable Care Act are eligible to participate Medical Coverage of the City’s health plans for the incoming plan year. Temp full-time employees are eligible to participate in the same group insurance plans as regular full-time employees.

Please also review Important Notices, which include Health Insurance Marketplace Options, on the Benefits webpage or contact The Benefits Section if you do not have access to a computer.

The City pays for $10,000 term life insurance for Management, Confidential, Professional, and Supervisory employees. You may purchase supplemental life coverage as a new hire. Life insurance coverage is guaranteed to the lesser of 3x salary or $250,000, if you apply during your initial eligibility period. Amounts in excess of the lesser of 3x salary or $250,000 are subject to Evidence of Insurability (EOI) to a maximum of $400,000. You must be actively at work for coverage to be effective. Spouse and children options are available. You may purchase coverage for children to age 19 and it may be extended to age 26 for full-time students. The Group # is 097979.

No. You must be enrolled to select dependent coverage.

Generally, no. Premium attributable to dependent children ages 26 to 30 is deducted post-tax unless they meet the definition for tax-qualified dependent under the Internal Revenue Code. Premium attributable to domestic partners, and the children of domestic partners, is deducted post tax unless it is established that they are qualified tax dependents as defined by the Internal Revenue Code. To have premium payroll deducted pre-tax, the employee must also complete the Domestic Partner Certification of Dependent Status Form included under Forms on the Benefits webpage.