Congress passed the Consolidated Appropriations Act of 2021 (The Act). The Act has several changes to health Flexible Spending Accounts and dependent care Flexible Spending Accounts. These options are a great benefit for employees. The University of Denver has adopted the following changes:

Change Elections
Employees may change their health and dependent care flexible spending account elections at any time. The change is limited to the greater of the amount the employee has already been paid or the amount they have contributed less the amount they have been paid.

Carryover from 2020 Plan Year
Unused health and dependent care flexible spending account balances to carry over from plan years ending in 2020 to the next plan year with no maximum.

Carryover from 2021 Plan Year
Unused health and dependent care flexible spending account balances to carry over from plan years ending in 2021 to the next plan year with no maximum.

Extension of Grace Periods
Grace periods for health and dependent care flexible spending accounts ending in 2020 or 2021 are extended from 2½ months after the end of the plan year to 12 months after the end of the plan year.

Post-termination Reimbursement for Health FSAs
An Employee terminating or ceasing to participate in 2020 or 2021 may continue to receive reimbursements from unused benefits or contributions through the end of the plan year when their participation ceased.

Special Age Rule for Dependent Care
If an employee has dependent care and their dependent became too old for dependent care the age dependent care may be used is increased from 13 to 14 in the current plan year a carryover in the next plan year is allowed.

Medicare Part D Creditable Coverage Notice and Notice of Special Enrollment Rights / Spanish Version 

This notice contains important information including the following:

• Details on your current prescription drug coverage provided through the DU health plan
• Your options under Medicare's prescription drug coverage
• Enrolling in Medicare
• Late Enrollment and the Late Enrollment Penalty
• Special Enrollment Period Exceptions to the Late Enrollment Penalty
• Coordinating Other Coverage with Medicare Part D

Premium Assistance Under Medicaid and the Children's Health Insurance Program (CHIP) / Spanish Version 

If you or your children are eligible for Medicaid or CHIP and you're eligible for health coverage from your employer, your state may have a premium assistance program that can help pay for coverage, using funds from their Medicaid or CHIP programs. If you or your children aren't eligible for Medicaid or CHIP, you won't be eligible for these premium assistance programs but you may be able to buy individual insurance coverage through the Health Insurance Marketplace.

Provider: Cigna
Website: Cigna.com 

Employees residing or working in the following counties in Colorado will be in the Cigna Local Plus Network: Adams, Arapahoe, Boulder, Broomfield, Denver, Douglas, El Paso, Eagle, Jefferson, La Plata, Larimer, Mesa, Montezuma, Routt, Summit, and Weld. The vast majority of DU employees will be in the Local Plus Network. 
 
All other employees will be in the Cigna Open Access Network. 
 
Network designation is automatic and is not a choice employees make during Open Enrollment. 

Cigna is available 24/7 to answer benefit questions at 888-806-5042.

Plan Summaries and Summary of Benefits and Coverage (SBC)

• Copay, Local Plus Network / Spanish version and SBC / Spanish version
• HDHP, Local Plus Network / Spanish version and SBC / Spanish version
• Copay, Open Access Network / Spanish version and SBC / Spanish version
• HDHP, Open Access Network / Spanish version and SBC / Spanish version

Prescription Drug and Pharmacy Information

• Standard 4-Tier Prescription Drug List
• Patient Assurance Program Drug List
• myCigna Pharmacy Management 

Additional Information

• Flu Shot - Participating Retail Pharmacies / Spanish version 
• How is Cigna Different
• Tips, Tricks, and Recommendations on Cigna Plans
• Summary of Benefits and Resources 
• Local Plus Welcome Guide / Spanish Version 
• Cigna One Guide Benefits Overview / Spanish version
• myCigna App Key Features / Spanish version 
• Health Advocacy Customer Brochure
• Kaiser-to-Cigna Checklist / Spanish version
• Local Plus In-network Flyer / Spanish version 
• How to Read Your Explanation of Benefits / Spanish version 
• Urgent and Emergency Care outside of the U.S.
• Travel Program / Spanish version

Provider: Delta Dental of Colorado 
Member Service: 800-610-0201
Website: www.deltadentalco.com 

The University offers two dental plan options through Delta Dental of Colorado:

1. Delta Dental Base PPO Plan / Spanish Version
2. Delta Dental Enhanced PPO Plan / Spanish Version

With the Delta Dental options, you and your family members may visit any licensed dentist, but you will receive the greatest out-of-savings if you see a PPO Provider.

Both plans include the  Right Start 4 Kids  program. This program covers children up to their 13th birthday at 100% with no deductible when you see a PPO or Premier provider (for the same services outlined in the plan, up to the annual maximum, and subject to limitations and exclusions. Orthodontia is not covered at 100% but at the plan's listed coinsurance.

Provider: Beta Health (formerly called Patient Direct Discount Program)
Member Service: 800-807-0706
Website: www.betaplans.com

The Beta Health Alpha Dental Plan is a network only dental program that provides an average of up to 70% savings on the most commonly performed dental procedures. Refer to the Plan's fee schedule to see how much each procedure will cost.

Provider: EyeMed
Member Service: 866-723-0514
Website: www.eyemed.com

The University offers two vision plan options through EyeMed: 

1. EyeMed Base Plan / Spanish Version 
2. EyeMed Enhanced Plan / Spanish Version 

Both plans include the Freedom Pass. Select any frame at Target Optical at no cost to you. Your frame will be covered 100% no matter the brand or the original retail price point. You must show this flyer to the Target store associate to receive the offer. 

Members-Only Special Offers for 2021

• Contactsdirect: Save 10% on contact lenses with code EYEMED2021
• Target Optical: Extra 25% off in addition to your EyeMed benefits
• LensCrafters: Extra $50 off in addition to your EyeMed benefits

View flyer for more information. 

Provider: Life Insurance Company of North America, a Cigna Company

Basic Life and Accidental Death & Dismemberment (AD&D) Insurance 

The University provides a basic life insurance coverage of 1x your current salary to a maximum of $100,000, plus a basic accidental death & dismemberment (AD&D) insurance coverage of 1x your current salary to a maximum of $100,000 at no cost to you. 

Voluntary Life Insurance 

You may purchase life insurance in addition to your company-provided coverage. You may also purchase life insurance for your dependents if you purchase additional coverage for yourself.

• Summary of Benefits / Spanish version

Voluntary Accidental Death & Dismemberment (AD&D)

You may purchase AD&D insurance in addition to your company-provided coverage. You may also purchase AD&D insurance for your dependents if you purchase additional coverage for yourself. 

• Summary of Benefits / Spanish version

Provider: Life Insurance Company of North America, a Cigna Company

The University is excited to offer NEW benefits: Accidental Insurance and Critical Illness Insurance. Please view the premium rate sheet and see below for more detail plan information. 

Employees may now call a Q&A line at 800-351-9214, available Monday through Friday from 8 a.m. and 8 p.m. (EST) to get more information.

Accidental Injury Insurance 

Accidental Injury coverage provides a fixed cash benefit according to the schedule below when a Covered Person suffers certain Injuries or undergoes a broad range of medical treatments or care resulting from a Covered Accident.

• Summary of Benefits / Spanish version

Critical Illness Insurance 

Critical Illness insurance provides a cash benefit when a Covered Person is diagnosed with a covered critical illness or event after coverage is in effect.

• Summary of Benefits / Spanish version

Provider: Rocky Mountain Reserve 
FSA Member Service: 888-722-1223
Website: www.rockymountainreserve.com 

Flexible spending accounts (FSAs) allow employees to use pre-tax dollars for healthcare or child/dependent care expenses not covered by insurance plans. The University offers three flexible spending account (FSA) options through Rocky Mountain Reserve:

• Health Care FSA
• Limited Purpose Health Care FSA
• Dependent Care FSA

Healthcare FSA
A healthcare FSA is a pre-tax benefit account used to pay for eligible medical, dental, and vision care expenses that aren’t covered by your insurance plan or elsewhere. It’s a smart, simple way to save money while keeping you and your family healthy and protected. The IRS sets a limit on how much you can contribute to this account each year. For 2021, the contribution limit is $2,750.

Limited Purpose FSA
A limited purpose FSA (LPFSA) is a flexible spending account that only reimburses you for eligible dental and vision expenses. An LPFSA is available to employees who are enrolled in a high deductible health plan (HDHP); you may enroll in both the LPFSA and the HSA. By establishing an LPFSA, you can save money on taxes by using your LPFSA dollars for your dental and vision expenses while preserving your HSA funds for other purposes, including simply saving those funds for the future. The IRS sets a limit on how much you can contribute to this account each year. For 2021, the contribution limit is $2,750. 

There is a rollover feature for the health care FSA and Limited Purpose FSA. Employees may rollover $550 at the end of the plan year to use in future years. 

Dependent Care FSA
A dependent care FSA is a pre-tax benefit account used to pay for dependent care services, such as preschool, summer day camp, before or after school programs, and child or elder daycare. A Dependent Care FSA is a smart, simple way to save money while taking care of your loved ones so that you can continue to work. The IRS sets a limit on how much you can contribute to this account each year.

For 2021 only, per the American Rescue Plan Act (ARPA) employees are allowed to contribute up to $10,500 married and filing jointly or single as head of household or $5,250 if married and filing separately, to their DCAP until December 31, 2021.

Starting January 1, 2022 contributions revert back to the standard IRS limit of $5,000 if married and filing jointly or single as head of household or $2,500 if married and filing separately.

For more information, view the FSA Enrollment Guide.  For a list of eligible expenses, visit RMR's website "What's Covered." 

Provider: Rocky Mountain Reserve 
Member Service: 888-722-1223
Website: www.rockymountainreserve.com 

IMPORTANT: 
If you are enrolling in the Cigna HDHP plan and will have a HSA with Rocky Mountain Reserve (RMR) for the first time, you will receive a "Welcome" email from RMR. 

If you want to contribute to your HSA, please complete the HSA Payroll Deduction form and return it to Shared Services at Benefits@du.edu .  

What is a Health Savings Account (HSA)?
A Health Savings Account (HSA) is an individually-owned, tax-advantaged account that you can use to pay for current or future IRS-qualified medical expenses. With an HSA you’ll have the potential to build more savings for healthcare expenses or additional retirement savings through self-directed investment options.

Are you eligible for an HSA?
You can open and contribute to an HSA if you:

1. Are covered by an HSA-qualified health plan (HDHP);
2. Are not covered by other health insurance (with some exceptions);
3. Are not enrolled in Medicare;
4. Are not enrolled in TriCare;
5. Are not eligible to be claimed as a dependent on another person’s tax return;
6. Have not received health benefits from the Veterans Administration with the exception of services for a “service related disability” or an Indian Health Services facility within the last three months; and 
7. Are not covered by your own or your spouse’s Healthcare FSA.

How does an HSA Account work?

• You can contribute to your HSA via payroll deductions, an online banking transfer, or send a personal check to RMR. Your employer or a third party, such as a spouse or parent, may contribute to your account as well. 
• You can pay for qualified medical expenses with your debit card directly to your medical provider or pay out-of-pocket. You can either choose to reimburse yourself or keep the funds in your HSA to grow your savings.
• Unused funds will roll over year to year. After age 65, funds may be withdrawn for any purpose without a penalty but will be subject to ordinary income taxes. 

How much can you contribute to your HSA?
DU contributes $331.68 per year ($27.64 per month) to your HSA. Your contribution plus DU's contribution cannot exceed the IRS maximum for the calendar year. 

Provider: TIAA
Customer Service: 800-842-2252
Website: www.tiaa.org/du   

The University offers a 403(b) retirement savings plan. Roth option is available. View the retirement savings plan overview for general information or for more detailed information, you may view the Plan document. 

Roth in-plan conversion option is now available. View this flyer to learn more about this option including general information about Roth contribution.

Register to enroll in a new retirement plan or login to view your account on the TIAA website set up exclusively for DU.

Important Changes to Your University of Denver 403(b) Plan

The University of Denver seeks to provide comprehensive benefits to faculty and staff. Accordingly, we have historically offered a fixed percentage matching contribution under the University of Denver Retirement Plan.

Over the past few months, COVID-19 has produced numerous operational and economic challenges for colleges and universities. As you can imagine, the pandemic has adversely affected each of our revenue sources—tuition, research grants, investments, and endowments. We must now confront our current financial reality and mitigate COVID-19's negative effects on our University.

Retirement benefits are a significant cost to the University; yet importantly, they help us attract and retain excellent faculty and staff. We are committed to continuing to contribute to employees' retirement plans for as long as possible; but we must reduce our matching contribution to a maximum of 4 percent.

This change will be effective with your first paycheck after July 1. In the future, we will reevaluate the percentage we are able to match and notify you when we can reinstate contributions.

You may continue to make contributions to the plan as you normally do. In fact, we encourage you to keep investing if you can. Making regular contributions in both up and down financial markets is the best way to secure adequate savings for your retirement. Faculty and staff remain our top priority, so please let us know if you have any questions.

For information about your 403(b) plan generally or to review or adjust your contributions, please contact TIAA by calling (800) 842-2252 Monday through Friday, 6 a.m. to 8 p.m. (MT) and Saturday, 7 a.m. to 4 p.m. (MT). You may also access your account and make changes at www.tiaa.org/du.

Please note: TIAA has decided to temporarily suspend on-site visits to institutions by Financial Consultants, Relationship Managers and other members of your service team. They are also suspending face-to-face client meetings at TIAA offices. Instead, TIAA will work with you by phone, email, webex, virtual meetings (phone or video), websites and other channels. 

Provider: Rocky Mountain Reserve 
FSA Member Service: 888-722-1223
Website: www.rockymountainreserve.com 

Rocky Mountain Reserve administers COBRA for the University.  

• July 1, 2021 - June 30, 2022 COBRA Rates

Cafeteria Plan
Cafeteria Plan Summary Plan Description

Please visit the Well@du webpage for more information on the employee assistance program.   

• Introduction to Cigna / Introducción a Cigna
• Cigna Medical Plan Options / Opciones del Plan Médico de Cigna
• Navigating the Transition, Cigna
• Pharmacy Transition, Cigna
• Transition of Care, Cigna

We’re excited to launch a new employee benefit in the coming weeks, TIAA’s student debt solution. TIAA is collaborating with a social impact company (Savi), to bring you a tool and a service to help you successfully navigate federal programs like Public Service Loan Forgiveness (PSLF) and income-driven repayment plans.

With Savi’s easy to navigate online tool, you may be able to lower your monthly student loan payments and work toward loan forgiveness.

More details are forthcoming, but you can register to attend an exclusive live webinar just for University of Denver employees now:

• Wednesday, October 20 at 12:00 p.m.

Stay tuned!

TIAA Individual Retirement Consultants will work with you by phone, email, virtual meetings (phone or video), and other channels for 1-on-1 retirement counseling sessions to answer your questions about your account and DU's retirement savings plan. Click here to register for TIAA financial counseling.