Open enrollment is the one time each year when employees can make changes to their health benefits without experiencing a Qualifying Life Event. Employees can add or remove dependents, as well as select a different health plan during open enrollment. Employees can also establish or re-establish a Flexible Spending Account. The City has an active enrollment each year. This means that every employee who wishes to be covered under the plans must enroll and be sure your dependent(s) if any are also listed for coverage. This is true even if you have insurance coverage for the current year.

2021 Benefits Open Enrollment is October 5-23.

Applied Behavioral Analysis (ABA) Therapy - This treatment option is for individuals who have autism spectrum disorders. It is intended to provide improvement in a variety of skill areas, including looking, listening, imitating, language, behavioral, and social.

Consumer Medical - Through this benefit, you have access to customized, evidenced-based support, educational materials, and assistance from a team of health care professionals throughout your health journey.

Next Generation Transform Diabetes Care - This program helps those with diabetes better manage their condition through no-cost access to treatment supplies, an individualized care management plan, two (2) diabetes monitoring visits per year at a MinuteClinic, BioTel Care-connected glucose meter, and more. If eligible for this program, Next Generation Transform Diabetes Care will contact you.

Travel & Lodging - This benefit provides reimbursement for those traveling to receive treatment for a transplant or inpatient/outpatient cancer treatments.

All of these benefits are available under the three medical benefit plans at no cost to you.

Consumer Choice is a medical plan that meets the IRS definition of a high-deductible health plan. The Consumer Choice plan allows you to have more control over how your health care dollars are spent. It includes a higher deductible and a Health Savings Account (HSA). The plan requires you to meet an annual deductible before you and the City share the costs of services. The City’s payment is 80%, and you will pay 20% of costs of service You can read more about the Consumer Choice plan in the CivilianBenefit Matters Guide or watch the video in our video library.

Think about your total costs for health care; this includes your premium and anticipated costs you pay after the insurance pays.

You pay a monthly bill for your health plan (a "premium"), even if you do not use medical services. Based upon how you use the plan, decide if you want to pay less in premiums and more when you use the plan or more in premiums and less when you pay for services.

Know your out-of-pocket costs. You pay out-of-pocket costs, including a deductible, co-pay, and co-insurance when you get care. These costs do not include premium.

Use the following formula for calculating your potential annual out-of-pocket costs.

• Assume you will have the worst year possible and add your maximum out of pocket and the annual premium for your medical plan of choice. The result is your potential total out-of-pocket costs.
• Apply the same formula to the remaining plan and compare results.

There are several tools and resources you can access on the Human Resources website:

• Civilian Benefit Matters Guide – This document provides you with an overview of your health benefits.

• Benefits Video Library – The library features informative videos covering topics such as open enrollment, Flexible Spending Accounts, your medical plan options, and more.
  
  

You will also have access to tools and resources online through the Open Enrollment One-Stop Shop, and can speak with their department’s Employee Relations team or contact Human Resources Customer Service at 207.8705 or AskHR@sanantonio.gov for assistance during open enrollment.    

To be an eligible individual and qualify for an HSA, you must meet the following requirements.

• You are covered under Consumer Choice.
• You have no other health insurance other than dental, vision, or critical illness coverage.
• You are not enrolled in Medicare.
• You cannot be claimed as a dependent on someone else's tax return.    

The primary differences between an HSA and an FSA are:

You may not rollover any spending account dollars into an FSA. FSA accounts are funded through payroll deductions only.

For the last eight (8) years, the Virgin Pulse Program has enhanced the lives of City employees through education, tools, and incentives to make long-lasting lifestyle and
health improvements.

Due to current financial conditions related to COVID-19, the City has suspended the wellness contribution portion of the Virgin Pulse Program for Fiscal Year 2021. Although you will still be able to earn Virgin Pulse Points through the program, the levels will have no financial value, as of October 1, 2020 through September 30, 2021. Being healthy is now more important than ever. We encourage you to prioritize your well-being by continuing to participate in the Virgin Pulse Program for free, just as before, and to take advantage of new program features that have been added to provide additional variety and support.

If you are new to Virgin Pulse, simply click here to register, and a free activity tracker will be shipped to your home address. You can also begin tracking your physical activity immediately upon enrollment in the program using your online account or the Virgin Pulse mobile app.

In addition to the tools and resources available to you on the Open Enrollment One-Stop-Shop, including videos, benefit guides, informational handouts, and more, you can contact your department's Employee Relations team or Human Resources Customer Service at 210.207.8705 or AskHR@sanantonio.gov for assistance.

Think about your total costs for health care; this includes bi-weekly premiums (if any) and anticipated costs you pay after the insurance pays.

Depending on the health plan you choose, you may pay a bi-weekly bill (a "premium") for your health plan even if you do not use medical services. Based upon how you use the plan, decide if you want to pay no premiums and more when you use the plan or premiums and less when you pay for services.

Know your out-of-pocket costs. You pay out-of-pocket costs, including a deductible, co-pay, and co-insurance when you get care. These costs do not include premium, if any.

Use the following formula for calculating your potential annual out-of-pocket costs.

• Assume you will have the worst year possible and add your maximum out of pocket and the annual premium, if any, for your medical plan of choice. The result is your potential total out-of-pocket costs.
• Apply the same formula to the remaining plan and compare results.

There are several tools and resources you can access on the Human Resources website:

• Police Benefit Matters Guide – This document provides you with an overview of your health benefits.
• Benefits Video Library – The library features informative videos covering topics such as open enrollment, Flexible Spending Accounts, your medical plan options, and more.

You will also have access to tools and resources online through the Open Enrollment One-Stop Shop, and can speak with their department’s Employee Relations team, or contact Human Resources Customer Service at 207.8705 or AskHR@sanantonio.gov for assistance during open enrollment.    

To be an eligible individual and qualify for an HSA, you must meet the following requirements.

• You are covered under Police - CDHP.
• You have no other health insurance other than dental, vision, or critical illness coverage.
• You are not enrolled in Medicare.
• You cannot be claimed as a dependent on someone else's tax return.    

The funds you accumulate in your HSA will always be yours, even if you switch plans.

Yes. You may use your HSA account to pay for the eligible expenses of your tax dependents.

Yes. You must obtain and complete the rollover or transfer form. Check with your bank for additional information.

A schedule of fees will be provided to you by HSA Bank in your welcome kit.

You can obtain the form from the Employee Benefits Office. You may also make after-tax payments to your HSA account through HSA Bank.

An after-tax contribution can be submitted directly through HSA Bank.

An FSA is a pre-tax benefit account used to pay for eligible medical, dental, and vision care expenses that are not covered by your insurance plan or elsewhere. It is a smart, simple way to save money while keeping you and your family healthy and protected.

The primary differences between an HSA and an FSA are:

Your spending is limited to the amount you have contributed beginning the first pay period in January.

The IRS “use-it-or-lost it” provision requires the funds to be forfeited if not used by December 31.

There are several tools and resources you can access on the Human Resources website:

• Fire Benefit Matters Guide – This document provides you with an overview of your health benefits.
• Benefits Video Library – The library features informative videos covering topics such as open enrollment, Flexible Spending Accounts, your medical plan options, and more.

You will also have access to tools and resources online through the Open Enrollment One-Stop Shop, and can speak with their department’s Employee Relations team, or contact Human Resources at 207.8705 or AskHR@sanantonio.gov for assistance during open enrollment.

To be an eligible individual and qualify for an HSA, you must meet the following requirements.

• You are covered under Fire - CDHP.
• You have no other health insurance other than dental, vision, or critical illness coverage.    
• You are not enrolled in Medicare.
• You cannot be claimed as a dependent on someone else's tax return.

The primary differences between an HSA and an FSA are:

You will receive a mailing from Blue Cross and Blue Shield of Texas regarding your eligibility to continue enrollment in your medical, dental, and vision plans. This is referred to as COBRA coverage or continuation coverage. You will have 60 days from the date of the letter to enroll in the eligible plan(s). The coverage you select will become effective on the date that your active employee coverage ended.

If you do not enroll in coverage within 60 days, you will forfeit your right to COBRA coverage. The cost of COBRA coverage varies by plan and tier selected. You are responsible for 102% of the premium, as the City does not provide a subsidy for coverage under COBRA.

Example: Joe Cosa was enrolled at the employee-only level in the City's medical, dental, and vision plan coverage when his employment ended on June 1. The coverage he had ended as of 12:01 a.m. on the day after his service ended. Within three weeks, Joe received his COBRA information in the mail and decided to continue his medical coverage. He submitted his enrollment form before August 1 (the end of the 60-day enrollment period). As a result, Joe's medical coverage became effective on June 2, and he will need to pay the monthly medical premium for the month he enrolled, including any back premium.

If you have less than 5 years of service when you leave employment with the City and do not go to work for another TMRS city, you can request to have your personal contributions and interest refunded to you. The refunded amount will not include any matching contributions from the City. Click here for the TMRS Refund Application.

If you have at least 5 years of service, but less than 20 years and not age 60 with 5 years of service, you will have two options regarding your TMRS account: 

• Leave your personal contributions, City contributions, and interest in the account until you reach 60. Once you reach age 60, you are eligible to receive a monthly pension payment OR 
• Receive a lump sum payment of your personal contributions and interest. You are not eligible to receive City contributions and interest if you receive payment of your account prior to age 60.

Your final paycheck from the City will not be direct deposited into your bank account. It will be a paper check that will be mailed to the home address we have on file for you. This check will include any working time prior to your termination date, compensatory time, and any remaining Annual Leave days. Remaining Personal Leave and Family Wellness/Education Leave hours will not be paid out. In order to ensure a smooth end-of-employment process, be sure to:

• Update address in ESS to ensure you last paycheck is mailed to the correct location 
• Submit resignation letter to your supervisor 
• Return your City I.D. badge, City-issued equipment, parking pass, etc. to your supervisor