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 Information 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 Business Partner, or contact Human Resources at 207.8705 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 2019, you can contribute up to $2,600 into a Health Care FSA and $5,000 for into a Daycare/Elder Care FSA. 

Mid-year changes to an FSA election can be made in the event of a Qualifying Life Event (ex: marriage, divorce, birth/adoption, etc.).

You may spend your entire FSA pledged amount on January 1 or thereafter even though you may not have completed your annual contributions.

By participating in the Virgin Pulse Program, full-time civilian employees enrolled in a City medical health care plan can earn contributions, up to $500, to their Health Reimbursement Account (HRA)/HSA in 2019 by becoming or remaining active throughout the year. Physical activity and program participation are tracked through a pedometer and online account.

Awards are earned on a quarterly basis and deposited in your HSA or FSA/HRA at the end of each quarter. For those full-time employees who do not have an FSA due to a waiver ineligible for an HSA, one will be opened for you once your initial quarterly payout is processed. Contact the Employee Wellness Division to learn more about how the Virgin Pulse Program works.

Click here to enroll in the Virgin Pulse Program. 

Note: All money deposited into your HRA/HSA by the City is subject to a 6% contribution to your Texas Municipal Retirement System (TMRS) account. Because of the City’s contribution is recognized as income, it is subject to the deduction just like your bi-weekly earnings.  

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.

You can enroll online by logging into the Employee Self Service (ESS) System. You will be asked to enter your User ID and password. For open enrollment instructions, click on the Enrollment Instructions icon on the Open Enrollment One-Stop Shop.

Yes, employees will have the opportunity to receive one-on-one assistance during open enrollment assistance sessions this year. The schedule is as follows:

Location: Alamodome, 100 Montana St, San Antonio, TX 78203

• October 15:     noon - 5 p.m. 
• October 16:     8 a.m. - 5 p.m. 
• October 17:     8 a.m. - 5 p.m. 
• October 18:     8 a.m. - 5 p.m. 
• October 19:     8 a.m. - 1 p.m.

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 Information 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 Business Partner, or contact Human Resources at 207.8705 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.

After you reach age 55, you are allowed to make an additional $1,000 over and above the annual contribution limit of 3,500 for individual and $7,000 for family for calendar year 2018.

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:

Yes. You are eligible to enroll in the Daycare/Elder Care FSA. 

For 2019, you can contribute up to $2,600 into a Health Care FSA and $5,000 for into a Daycare/Elder Care FSA. 

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.

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