2016 Employee Guidebook to Open Enrollment

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The 2016 Open Enrollment Guidebook for Employees provides information on the Open Enrollment process, as well as a summary of health plan changes, events, and FAQs.

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  • 2016 EMPLOYEE GUIDEBOOK TO BENEFITS OPEN ENROLLMENT

  • Contents

    Start Planning ..................................................................3

    Stanfords Approach to Managing Employee Health Care Costs ..............................................................4

    Discover: Whats Happening in 2016 ...............................7

    Whats Staying the Same ..................................................7

    Whats Changing................................................................8

    Explore: Five Ways to Tour Open Enrollment Information ........................................10

    Benefits Fairs ...................................................................12

    Information Sessions ......................................................12

    Webinars ..........................................................................12

    Finding Your Way: Common Questions ........................13

    Full Time Medical Contribution Rates 2016 ...................15

    Destination: Cardinal at Work .......................................16

    THE UNIVERSITY HR SERVICE TEAMWERE HERE TO HELP During Open Enrollment, you may require additional support to help understand your benefits choices. The University HR Service Team, your in-house benefits specialists, receives triple the normal call volume during the Open Enrollment period. Therefore, to ensure continuous high-quality service and fast response times, we have enlisted an off-site service team from Oct. 26 Nov. 13. The auxiliary staff will confidently handle your 2016 benefits questions and process elections over the phone.

    Log into My Benefits on the Cardinal at Work website (http://caw.stanford.edu/ my-benefits): Submit an online form or chat live with a specialist.

    Or Call: 877-905-2985 or 650-736-2985

  • Start Planning

    Mark your calendar for Open Enrollment, the annual opportunity for you to make health benefits changes and to add or drop coverage for eligible dependents. And, be sure to bookmark the Cardinal at Work website (http://cardinalatwork.stanford.edu), your new online destination for employee-related information!

    October 26 through November 13

    Even if youre happy with your elections from last year, its always a good practice to review and confirm that youve signed up for the right plan for you and your family. If you choose not to take action, coverage will either roll over or default into a new plan.* So take the time to review your options; otherwise, youll have to wait until the next Open Enrollment period unless you experience a qualified life event (such as getting married, having a baby, changing job status) to make changes.

    * The cost of coverage will reflect the 2016 contribution amounts. Also, if you elected the following plans in 2015, youll need to re-enroll as these plans will not roll over:

    Health Savings Account (HSA)

    Health Care Flexible Spending Account (FSA)

    Dependent Day Care Flexible Spending Account (FSA)

    Child Care Subsidy Grant (CCSG)

    What

    When

    Why

    Joe Knox Customer Experience SpecialistStanford Web Services

    ATTENTIONThe Blue Shield PPO is being discontinued, so if you do not update your elections, youll be defaulted into the Blue Shield Healthcare + Savings plan.

    For more information, see page 8.

    cardinalatwork.stanford.edu | 2016 Employee Guidebook to Benefits Open Enrollment 3

  • Stanfords Approach to Managing Employee Health Care CostsYour annual Benefits Open Enrollment period will be here soon, from Oct. 26 through Nov. 13, 2015. Given the changing health care landscape, here is some background behind some of the changes you can expect this year, including how we are designing health care benefits and managing the growing costs.

    In designing health care benefits, we consider four key principles:

    1 Helping you stay healthy. We cover the cost of preventive care for you and your family with no co-pays or deductibles, and also provide you access to recreation facilities and healthy living classes to help you and your family maintain a path to good health.

    2 Providing access to excellent care. We are fortunate to be surrounded by several health care providers that provide quality service, including Stanford Health Care, Kaiser, Palo Alto Medical Foundation and others.

    3 Managing rising health care costs. We will continue to explore ways to minimize our overall health care costs so that we can continue to offer comprehensive health care benefits.

    4 Keeping you informed. We will continue to provide information and perspective to help you and family members keep up with changes so you can make the most of your health care benefits.

    4 2016 Employee Guidebook to Benefits Open Enrollment | cardinalatwork.stanford.edu

  • DESIGNING PLANS TO KEEP YOU HEALTHYOver the years, we have proactively helped employees get on a path toward

    improved health by implementing a number of strategies:

    Increased promotion of wellness and disease prevention. We have enhanced our benefits offerings to focus on health improvement. For example, the BeWell@Stanford wellness program continues to offer cash incentives to participants who are actively making meaningful lifestyle changes to improve their health. In addition to wellness benefits, we subsidize the Stanford Coordinated Care (SCC) program, which helps employees with chronic illnesses improve their quality of life and navigate their health care experiences.

    Expanded access to outpatient mental health providers. In 2015, non-network coverage was enhanced for the Blue Shield EPO and High Deductible Health Plan, as well as Stanford Health Care Alliance (SHCA). This provides you more flexibility in accessing psychologists, therapists, counselors and other mental health services.

    Encouraged health care marketplace competition. The introduction of the SHCA in 2014 has meant greater competition, and as a result, we expect to see new and different health care plans and provider partnerships. This means more options for you to choose from.

    Maria Eugenia Smith

    Director of Finance and Administration

    Office of Public Affairs

    cardinalatwork.stanford.edu | 2016 Employee Guidebook to Benefits Open Enrollment 5

    STANFORDS APPROACH TO MANAGING EMPLOYEE HEALTH CARE COSTS

  • MANAGING THE GROWING COST OF HEALTH CAREIn addition to offering health benefits that support the varying lifestyles and well-being of our employees, we must also continue efforts to keep health care costs manageable.

    Keeping health care plan costs low for you and the university has been a challenge. National health care spending costs continue to climb and, according to recent reports, are expected to grow 5.8% annually through 2024.

    The reasons for this include:

    Increased numbers of patients with chronic illnesses;

    Increased aging population;

    Poor lifestyles and obesity; and

    New costly drugs to treat chronic illnesses.

    In addition, spending is fueled by the increased use of fee-for-service health plans (when doctors/hospitals get paid for each service performed) versus managed care (HMO-type plans).

    Stanford remains one of the few employers in the Bay Area to offer free employee-only coverage. That means we pay 100% of the lowest-price plan for employees who cover themselves only. The cost differential between the lowest-price plan and the more expensive plans are increasing over time, which means the difference in your semi-monthly contributions, will also continue to rise. The lowest-priced plan for 2016 will be the Stanford Health Care Alliance (SHCA).

    While many community members might prefer that Stanford simply contribute more, employee health care benefits have been absorbing an increasing share of the universitys operating budget, constraining the funds available for salary increases and other benefits, said Randy Livingston, Vice President Business Affairs & CFO.

    WHAT YOU CAN EXPECT One way to slow down rising plan premiums is to increase co-pays, deductibles and out-of-pocket maximums. You can expect increases in these for 2016, and possible increases in 2017 and 2018 if the Affordable Care Acts (ACA) excise Cadillac tax remains unchanged. (See page 15 for more on the Cadillac tax impacts).

    Stanford is not the only employer exploring changes to keep health care costs down. In a survey done recently by risk management and human resources consulting agency, Towers Watson, 84% of employers predict moderate to significant changes to their health care benefit programs for full-time employees over the next three years.

    Other industries are implementing more aggressive strategies such as implementing an extra surcharge for enrolled spouses, mandatory enrollment in wellness programs, and increasing rates or medical plan premiums based on biometric results.

    We want to be transparent about changes to our programs and share information early so that our employees are informed and can make the best decision for their health needs, said Neal Evans, Stanfords Health Benefits Director. Our approach will focus on solutions that allow the university to stay aligned with our core mission while continuing to provide sustainable benefits to our employees within the legislative and financial requirements.

    6 2016 Employee Guidebook to Benefits Open Enrollment | cardinalatwork.stanford.edu

    STANFORDS APPROACH TO MANAGING EMPLOYEE HEALTH CARE COSTS

  • DISCOVERWhats Happening in 2016

    WHATS STAYING THE SAMEHere are the plans and options Stanford will continue to offer in 2016:

    Health Plan Options

    We know having options is important. In 2016, youll still have several plans to choose from including the Blue Shield EPO, the Blue Shield Healthcare + Savings Plan (formerly the Blue Shield High Deductible Health Plan), as well as the Kaiser HMO and the Stanford Health Care Alliance (SHCA) plan.

    Vision and Dental

    Good dental and vision care contribute to your overall health and wellness, and both continue to be part of our comprehensive health care benefits.

    Mental Health A healthy body also needs a healthy mind. Youll continue to receive expanded access to out-of-network outpatient mental health providers for the Blue Shield EPO, Blue Shield Healthcare + Savings and SHCA plans.

    BeWell Incentive ProgramThe BeWell program will continue to offer a monetary incentive and other rewards to encourage healthy lifestyle behaviors.

    Free Employee-Only Coverage We remain one of the few employers in the Bay Area to offer free employee-only coverage. Stanford Health Care Alliance (SHCA) is the lowest-price plan for 2016 that is free for employees who cover themselves only.

    cardinalatwork.stanford.edu | 2016 Employee Guidebook to Benefits Open Enrollment 7

  • WHATS CHANGINGThe plan changes for 2016 are comparable to previous annual benefit changes, and include increases to health plan costs; deductibles and out-of-pocket maximums; and co-pays for office visits, prescription drugs

    and other services. Here are highlights of the changes:

    Changes Details

    Health Plans

    Blue Shield PPO plan is discontinued

    The PPO Plan is being discontinued, so current members will have an opportunity to elect a new plan during Open Enrollment.

    If you choose to do nothing, youll be defaulted into the Blue Shield Healthcare + Savings Plan (formerly the High Deductible Health Plan).

    Kaiser HMO

    This plan is no longer the lowest-price plan, which means employee-only coverage is no longer free for Kaiser HMO.

    Stanford Health Care Alliance (SHCA)

    SHCAs administrator is changing from Blue Shield to Aetna.

    Plan members will receive new ID cards by January 1, 2016.

    Plan members should check the SHCA website at http://stanfordhealthcarealliance.org for a list of in-network providers.

    Blue Shield Healthcare + Savings Plan (formerly the High Deductible Health Plan)

    The Blue Shield High Deductible Health Plan(HDHP) is now called the Blue Shield Healthcare + Savings Plan.

    The plan design hasnt changed, only the name which better aligns with the Health Savings Account (HSA), an optional savings account that you may elect to help offset eligible health care expenses. With this plan, Stanford will also make a contribution to your HSA.

    This plan pays 80% of covered costs in network and 60% out of network, after youve paid the deductible.

    Deductibles: $1,750 individual; $3,500 family.

    Out-of-pocket maximum expenses: $3,750 individual; $7,500 family.

    8 2016 Employee Guidebook to Benefits Open Enrollment | cardinalatwork.stanford.edu

    DISCOVER: WHATS HAPPENING IN 2016

  • Changes Details

    Health Plans (continued)

    Blue Shield ACA Basic High Deductible Health Plan NEW

    This is a new plan option that meets the minimum essential coverage requirements under the federal health care reform, Affordable Care Act (ACA).

    When compared to the Blue Shield Healthcare + Savings Plan, this plan has higher out-of-pocket costs:

    This plan only pays 60% of covered costs in network and only 50% out of network, after youve paid the deductible.

    In-Network Deductibles: $3,250 individual; $6,500 family; Out-of-Network Deductibles: $6,500 individual; $13,000 family.

    Out-of-pocket maximum expenses for in-network services: $6,500 individual and $13,000 family. Out-of-pocket maximum expenses for non-network services: $13,000 individual and $26,000 family.

    You may enroll in a Health Savings Account (HSA) to set aside money to cover eligible out-of-pocket expenses, but unlike the Blue Shield Healthcare + Savings Plan, Stanford will not contribute to your HSA.

    Covered Service Charge: Gender Reassignment

    Coverage for gender reassignment procedure has been extended to the Blue Shield EPO, Blue Shield Healthcare + Savings and Stanford Health Care Alliance plans. Previously, Kaiser was the only plan to offer this coverage.

    Flexible Spending Account (FSA)

    The FSA administrator has changed its name to TASC (formerly Benesyst, a TASC company).

    The Health Care FSA maximum election is increasing to $2,550.

    Health Savings Account (HSA)

    The HSA maximum limit for families is increasing to $6,750.

    Stanford will only contribute to the HSA when you elect the Blue Shield Healthcare + Savings Plan and when you enroll through HealthEquity, Blue Shields financial partner.

    Long-Term Care (LTC) Insurance

    Stanfords Long-Term Care provider is changing to Genworth.

    If you are currently enrolled through CNA, you may continue coverage or purchase a new policy with Genworth; Genworth will manage all new Long-Term Care enrollees.

    For a limited time (10/12 11/13), Genworth is offering active, full-time employees under age 66 a special opportunity to apply for LTC insurance using a brief health questionnaire vs. a full evidence of good health form. To learn more or to apply, visit the Genworth website (www.genworth.com/groupltc) (Enter Group ID: Stanford and Access Code: groupltc), or call (800) 416-3624.

    cardinalatwork.stanford.edu | 2016 Employee Guidebook to Benefits Open Enrollment 9

    DISCOVER: WHATS HAPPENING IN 2016

  • EXPLOREFive Ways to Tour Open Enrollment Information

    1. Watch the Open Enrollment Video

    Visit http://cardinalatwork.stanford.edu/OpenEnrollment to learn more about whats changing in 2016.

    A BENEFITS FAIR OR 2. Attend a Benefits Open Enrollment Event

    See page 12 for the schedule of fairs and information sessions. For Open Enrollment event updates, visit http://cardinalatwork.stanford.edu/OpenEnrollment.

    10 2016 Employee Guidebook to Benefits Open Enrollment | cardinalatwork.stanford.edu

  • 3. Compare Plans Using Online Tools

    Want to take a closer look at the plan options and see how they differ? We have a few tools to help you compare plans:

    Comparison ToolThis tool provides high-level information on plan options allowing you to compare how medical and dental plans cover various services. No authentication is required to view the Comparison Tool.

    Health Plan EvaluatorTo access this robust tool, log into My Benefits (authentication is required). The Evaluator tool provides a more detailed estimate on your total out-of-pocket costs based on data you input including plan options, estimated health care claims for yourself and covered dependents, prescription drugs and other key information.

    Contribution Rate SummaryThis tool allows you to review and compare plan costs based on the following plan options:

    Employee-only

    Employee + spouse/ registered domestic partner

    Employee + children

    Employee + family

    Visit http://cardinalatwork.stanford.edu/OpenEnrollment to compare plans today!

    4. Review the Common Questions

    See page 13 for the questions and find other benefits resources online.

    5. Log Into My Benefits To Enroll Starting Oct. 26

    Log into My Benefits (http://caw.stanford.edu/ my-benefits ) to get started!

    cardinalatwork.stanford.edu | 2016 Employee Guidebook to Benefits Open Enrollment 11

    EXPLORE: FIVE WAYS TO TOUR OPEN ENROLLMENT INFORMATION

  • BENEFITS FAIRSMeet more than a dozen Stanford plan providers so you may ask questions and learn more about their services. Participating providers include Kaiser Permanente, Blue Shield, Stanford Health Care Alliance, Delta Dental, Aetna, Genworth and Vanguard, along with BeWell, Health Improvement Program, WorkLife and more!

    Date Time Location

    Wednesday, November 4 11 a.m. 2 p.m. Tresidder Memorial Union, Oak Lounge

    Monday, November 9 11 a.m. 2 p.m. School of Medicine, Li Ka Shing (2nd Floor), 291 Campus Drive

    Tuesday, November 10 11 a.m. 2 p.m. SLAC, Redwood Rooms

    Wednesday, November 11 11 a.m. 2 p.m. 3160 Porter Drive, Pacific Ocean Room

    INFORMATION SESSIONSJoin our staff of benefits experts at an upcoming information session. The hour-long sessions include an overview of Stanfords health plans including details of whats changing and whats staying the same. The meeting closes with a brief Q&A session. No plan providers attend the information sessions.

    Date Time Location

    Monday, October 26 9:30 a.m. 10:30 a.m. Clark Center Auditorium

    Tuesday, October 27 10 a.m. 11 a.m. Graduate School of Business, Room G101

    Thursday, October 29

    Two sessions

    9:30 a.m. 10:30 a.m.

    1:30 p.m. 2:30 p.m.

    3160 Porter Drive, Pacific Ocean Room

    Environmental Health & Safety, Room A-27

    Monday, November 2

    Two sessions

    9:30 a.m. 10:30 a.m.

    2 p.m. 3 p.m.

    Frances C. Arrillaga Alumni Center

    Building & Facilities Management, Bonair Siding

    Wednesday, November 4 12 noon 1 p.m. Tresidder Memorial Union, Cypress Room

    Monday, November 9 10:30 a.m. 11:30 a.m. School of Medicine, Alway Building (M114), 300 Pasteur Drive

    Tuesday, November 10 12 noon 1 p.m. SLAC, Sycamore Room

    Wednesday, November 11 12 noon 1 p.m. 3160 Porter Drive, Crystal Springs Room

    WEBINARSCant attend a fair or information session? Attend an online seminar presented by our benefits experts where they will walk you through the changes you can expect in 2016.

    Date Time Location

    Friday, October 30 10 a.m. 11 a.m. Log into http://stanford.bluejeans.com and enter Meeting ID# 916934714

    Thursday, November 5 1 p.m. 2 p.m. Log into http://stanford.bluejeans.com and enter Meeting ID# 194788127

    12 2016 Employee Guidebook to Benefits Open Enrollment | cardinalatwork.stanford.edu

    EXPLORE: FIVE WAYS TO TOUR OPEN ENROLLMENT INFORMATION

  • FINDING YOUR WAY

    Common QuestionsQ If Im a current Blue Shield PPO member, what steps must I take during Open Enrollment?

    A Because the Blue Shield PPO plan is being discontinued, you have two options:

    1. Review and elect a new plan (Blue Shield EPO, Blue Shield Healthcare + Savings, Stanford Health Care Alliance or Kaiser).

    2. Should you choose not take any action, you will automatically be enrolled in the Blue Shield Healthcare + Savings Plan, which is the high deductible plan. With this plan, you may also elect a Health Savings Account (HSA) which is an account used to pay for health care costs with pre-tax dollars. The HSA is not automatic; you must elect this optional plan during Open Enrollment to set your contributions and receive contributions from Stanford.

    Q What is the difference between the Blue Shield Healthcare + Savings Plan and the Blue Shield ACA Basic High Deductible Health Plan?

    A While both plans are high deductible health plans, there are significant differences. The Blue Shield ACA Basic High Deductible Health Plan was designed to meet minimum coverage requirements

    based on the federal Affordable Care Act (ACA). This means your out-of-pocket costs are higher when compared to the Blue Shield Healthcare + Savings Plans. Compare coverage details below:

    Blue Shield Healthcare + Savings Plan Blue Shield ACA Basic High Deductible Health Plan

    Deductibles $1,750 individual$3,500 family

    In Network $3,250 individual $6,500 family

    Out of Network$6,500 individual$13,000 family

    In Network 80% of costs covered after youve paid the deductible

    60% of costs covered after youve paid the deductible

    Out of Network 60% of costs covered after youve paid the deductible

    50% of costs covered after youve paid the deductible; deductible is also higher for out-of-network services.

    Out-of-Pocket Maximum Expenses

    $3,750 individual$7,500 family

    In Network$6,500 individual$13,000 family

    Out of Network$13,000 individual$26,000 family

    Health Savings Account (HSA)

    May elect an HSA through HealthEquity, Blue Shields financial partner, and Stanford will make a contribution ($300 for employee only; $600 employee + family)

    May elect an HSA but Stanford will not make a contribution

    cardinalatwork.stanford.edu | 2016 Employee Guidebook to Benefits Open Enrollment 13

  • Q Why should I consider the Blue Shield Healthcare + Savings Plan?A The Blue Shield Healthcare + Savings Plan

    offers network flexibility, is reasonably priced and provides the opportunity to save money for future medical expenses.

    Access to Non-Network Providers With this plan, youll have access to a network of top-notch doctors and providers. The plan features free in-network preventive care, includes prescription coverage, and puts a cap on the amount youll pay for care within a year.

    Less costly than the EPOWhile you pay more up front before the university starts sharing costs, this high deductible plan can accompany an optional HSA, which can help save costs overall.

    Health Savings Account (HSA)The HSA is an optional account through Blue Shields partner, HealthEquity, which helps you pay for eligible health care expenses. You can contribute money to the account from your paycheck, before taxes are taken out, and Stanford will also make a contribution.

    Q Why was the PPO discontinued?

    A Stanford elected to remove the PPO plan choice due to cost. Over the years, the PPO

    plan has continued to be the most expensive plan offered by the university, for what employees pay in premiums as well as what the university pays in administrative costs. Additionally, when looking ahead at the Affordable Care Act (ACA) excise Cadillac tax, to be implemented in 2018, the PPO plan is already too expensive to maintain under the current ACA thresholds.

    Q Why is Kaiser no longer being offered for free for employee-only coverage?A In 2015, Kaiser and SHCA were both priced

    the same. For the 2016 plan year, Kaisers proposed increase was higher than that of SHCA, so the Kaiser plan is no longer the lowest-price option.

    Q What are some things I can do to help me save on health care costs?A Some actions you can take to help defray

    costs are:

    Preventive CareTo stay on the healthy track, be sure to take advantage of preventive care, such as an annual exam or well baby checkups. Preventive care is free under all of the plans as long as you stay in network.

    Elect a Health Care Flexible Spending Account (FSA) during Open EnrollmentThe Health Care FSA lets you set aside money for health care expenses such as deductibles, co-pays, prescriptions, eyeglasses, etc., before taxes are calculated on your salary.

    Choose generic vs. brand name prescriptionsSave money on prescriptions by requesting generic or lower-cost versions of the medicine you need, and by taking advantage of mail-order programs.

    Use urgent care facilities and limit emergency room visitsDont run to the emergency room for needs that are better suited to a doctors office or an urgent care clinic. Also, take advantage of your medical plans advice nurse.

    If you choose the Blue Shield Healthcare + Savings plan, stay in network and elect a Health Savings Account (HSA)The HSA is available to pay for health care costs with pre-tax dollars!

    Note: If you have an HSA, you cannot also have a Health Care FSA.

    Participate in BeWellWhen you register with the BeWell Employee Incentive Program and take the Stanford Health and Lifestyle Assessment (SHALA), you can earn up to $480* depending on your participation level.

    * To be eligible for the incentive, BeWell participants must also be enrolled in a Stanford-sponsored medical plan in 2016. Visit http://bewell.stanford.edu for program details.

    14 2016 Employee Guidebook to Benefits Open Enrollment | cardinalatwork.stanford.edu

    FINDING YOUR WAY: COMMON QUESTIONS

  • Full Time Medical Contribution Rates 2016

    Medical Plan CostsSemi-Monthly

    Total Cost University ContributionYour

    Contribution

    Stanford Health Care Alliance

    Employee Only $295.94 $295.94 $0.00

    Employee & Spouse 621.46 509.60 111.86

    Employee & Child(ren) 532.68 436.80 95.88

    Employee & Family 858.20 703.72 154.48

    Kaiser California

    Employee Only 299.40 295.94 3.46

    Employee & Spouse 628.76 509.60 119.16

    Employee & Child(ren) 538.92 436.80 102.12

    Employee & Family 868.28 703.72 164.56

    Blue Shield Healthcare + Savings Plan

    Employee Only 355.90 295.94 59.96

    Employee & Spouse 672.64 509.60 163.04

    Employee & Child(ren) 576.54 436.80 139.74

    Employee & Family 928.86 703.72 225.14

    Blue Shield EPO

    Employee Only 420.28 295.94 124.34

    Employee & Spouse 882.56 509.60 372.96

    Employee & Child(ren) 756.48 436.80 319.68

    Employee & Family 1,218.78 703.72 515.06

    Blue Shield ACA Basic High Deductible Health Plan

    Employee Only 270.66 254.16 16.50

    Employee & Spouse 568.42 449.20 119.22

    Employee & Child(ren) 487.20 385.00 102.20

    Employee & Family 784.92 620.28 164.64

    Dental and Vision Plan CostsSemi-Monthly

    Total Cost University ContributionYour

    Contribution

    Delta Dental Basic PPO

    Employee Only $19.46 $19.46 $0.00

    Employee & Spouse 40.88 40.88 0.00

    Employee & Child(ren) 35.04 35.04 0.00

    Employee & Family 56.44 56.44 0.00

    Delta Dental Enhanced PPO

    Employee Only 27.54 19.46 8.08

    Employee & Spouse 57.80 40.88 16.92

    Employee & Child(ren) 49.56 35.04 14.52

    Employee & Family 79.82 56.44 23.38

    VSP Vision Care

    Employee Only 5.90 0.00 5.90

    Employee & Spouse 9.45 0.00 9.45

    Employee & Child(ren) 9.65 0.00 9.65

    Employee & Family 15.55 0.00 15.55

    To view dental, vision and other health plans, visit http://cardinalatwork.stanford.edu/OpenEnrollment

    How has the Affordable Care Act (ACA) impacted our plans and costs?

    To date, the Affordable Care Act (ACA) has had little impact on Stanfords employee health care benefits and costs. One very positive effect has been the ability to keep dependents on our plans until they reach the age of 26. However, the costs associated with universal health care in America continue to grow. In 2018, a federal excise tax (also known as the Cadillac tax) is one of the ways the ACA is being funded. Under this mandate, the excess of health plan costs over $27,500 per family and $10,200 per individual per year will be taxed at 40%. Currently, all but one of Stanfords health plans exceed the thresholds. If the university maintained its current health plan offerings, Stanford would face a possible $14 million excise tax. Therefore, Stanford must continue its efforts to keep health care costs manageable for both employees and for the university.

    cardinalatwork.stanford.edu | 2016 Employee Guidebook to Benefits Open Enrollment 15

  • Cardinal at Work is the new online destination for all employee-related information, brought to you by University Human Resources. Below are highlights of what youll experience:

    Benefits & RewardsThis section is your one-stop destination for all health, retirement savings, work-life and other benefits-related content. This is also where youll log into My Benefits to make your Open Enrollment elections.

    Learn & GrowReview content related to career guidance and navigation and use the tools to support your career development at Stanford.

    Manage & LeadIf you are a people manager, look here for tools and resources to help you manage your team.

    ConnectWant to connect with colleagues and the university community? Lots of options, including newsletters and other publications, social channels, videos and more are waiting!

    DESTINATION

    Cardinal at Work

    3160 Porter Drive, Suite 250 Palo Alto, CA 94304-8443

    FIRST-CLASS MAIL

    PRESORTED

    U.S. POSTAGE PAID

    PALO ALTO, CA

    PERMIT NO. 28

    16 2016 Employee Guidebook to Benefits Open Enrollment | cardinalatwork.stanford.edu

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