Open Enrollment

Welcome to the Open Enrollment for 2023 Benefit Plan Year – Deadline November 28, 2022

Welcome to Open Enrollment for 2023! Open Enrollment begins on Monday, November 14th at 8:00 AM and ends Monday, November 28th at 11:59 PM EST. During Open Enrollment, you have the opportunity to evaluate your benefits and choose the plan and coverage levels that best suit your needs for the upcoming calendar year.

The Stevens Benefits Guide and this Open Enrollment website were developed to ensure that faculty, staff, and their family members have detailed information about the Institution’s benefit plans in one convenient place. Please read the information provided carefully and familiarize yourself with the benefit options available. Remember, you are accountable for your own benefit enrollment.

Any changes you make to your health and welfare plans must be done during the 2023 Open Enrollment period, with changes going into effect on January 1, 2023.

If you choose not to take action, your existing coverage options from 2022 will roll over into 2023, with the exception of the Health Care Flexible Spending Account (HCFSA), Dependent Day Care Flexible Spending Account (DCFSA), and Health Savings Account (H.S.A.) options, which require you to actively re-enroll each year.

Click here to access the 2023 Employee Benefits Guidebook

Click here to access the 2023 Benefits Renewal Announcement

Click here to access the 2023 Employee Premiums

Click here to access the 2023 Open Enrollment FAQs

Click Here to access the 2023 Open Enrollment Checklist

Click here to access the 2023 Annual Notices

View Open Enrollment Webinars

Open Enrollment for 2023

What’s Staying the Same for 2023

What’s Changing for 2023

Stevens values the importance of taking time to focus on your health and well-being goals. Take a moment to review the summary of changes and enhancements to current benefit programs and new programs for the upcoming year.

NEW Cigna Voluntary Benefits: Hospital Indemnity and Accident

Stevens will now offer supplemental insurance plans from Cigna. These plans provide financial protection against expenses associated with accidents and hospitalization. These plans are 100% employee paid and are post-tax.

Change in Flexible Spending Accounts and Commuter Transit Benefits Administrator to Benefits Resource Inc. (BRI)

Benefit Resource Inc. (BRI) will be the new administrator for our healthcare, limited healthcare, and dependent care flexible spending accounts. Employees enrolled in these benefits will receive new FSA debit cards for the 2023 plan year. Employees can rollover up to $570 into the 2023 plan year for the healthcare and limited healthcare spending accounts. These rollover balances will carry forward to BRI.

Employees can submit qualifying 2022 expenses for their healthcare, limited healthcare, and dependent care accounts to our current administrator Flexible Benefits Administrators (FBA) by April 30, 2023.

Change in the salary-band structure for employee medical plan premiums

Recognizing the existing salary bands that determine the employee contributions for the medical and Rx plans have not been reviewed in several years, Stevens evaluated the structure and made changes to provide more consistency between range values and add salary bands above $120,000.

Change in Benefit Deductions for Faculty and Staff Moving to Semi-Monthly Payroll Schedule

Staff and faculty currently paid on a salary basis over 12 months will be paid semi monthly over 24 pay periods. Faculty who are currently paid on a salaried basis over 9 months will be paid semi-monthly over 18 pay periods. Staff currently paid on a salaried basis bi-weekly will be paid semi-monthly over 24 pay periods.

Cigna Healthy Awards Program

Cigna’s Healthy Awards Program rewards our employees who take active steps to ensure their health and wellness. Healthy awards can be applied toward out of pocket medical and vision expenses. Healthy awards will be applied at time of service at the pharmacy. For all other services, members will receive a check in the mail. You can find more information on Cigna’s Healthy Awards Programs on Cigna’s Website.

* Cigna provides monetary incentives for completion of the following:

Program/Activity	Deadline to Complete	Award	Eligible Members
Biometric Screening	4/30/2023	$100	Employees only
Health Risk Assessment	4/30/2023	$100	Employees and Spouses
Omada Diabetes Prevention Program	12/31/2023	$250	Employees and Spouses
Healthy Pregnancy Program	1st Trimester 2nd Trimester	$150 $75	Employees and Spouses
Lifestyle Management Program (smoking cessation, stress and weight management)	12/31/2023	$100	Employees and Spouses
Cigna Centers of Excellence (for orthopedic or heart surgeries)	12/31/2023	$300	Employees and Spouses

Healthcare Plans

All plans access the Cigna Open Access Network Plus. To search for an in-network provider or facility, please visit the Cigna Healthcare Provider Directory.

PLUS and CORE

The Plus and Core plans offers a range of physicians and facilities. Copayment, coinsurance, and deductibles (for certain services) are available for in-network preferred providers. Deductibles and coinsurance are available for out-network non-preferred providers. No referrals are required for the PLUS and CORE Plans. Certain preventive care, such as annual exams, well baby care and certain screenings are available with no cost sharing.

EPO Plan

The EPO Plan provides a managed network of physicians and facilities in which all care services must be rendered. A primary care physician (PCP) coordinates healthcare. No coinsurance, claim forms, or physical referrals are required. Certain preventative care, such as annual exams, well baby care and certain screenings are covered with no cost sharing.

HDHP with a Health Savings Account (HDHP)Plan

The HDHP has an annual deductible applicable to all services, except preventive care, before the plan pays 70% of eligible facility and prescription drug charges. Office visits and emergency room visits are subject to a co-payment after the deductible is satisfied. If you have family coverage, you must meet the family deductible before benefits are payable.

Plan Designs

	Core Plan (In-Network)	Core Plan (Out-Network)	Plus Plan (In-Network)	Plus Plan (Out-Network)	EPO Plan (In-Network)	EPO Plan (Out-Network)	HDHP/HSA Plan (In-Network)	HDHP/HSA Plan (Out-Network)
Benefit %	100%	70%	100%	80%	100% or 80%	Out-Network Services are Not Covered	100% or 70%	Out-Network Services are Not Covered
Deductibles	$500 Single/ $1000 Family	$1500 Single/ $3000 Family	$250 Single/ $500 Family	$1000 Single/ $2000 Family	$1000 Single/ $2000 Family		$1500 Single/ $3000 Family
Out-of-Pocket Maximums	$2000 Single/ $4000 Family	$4000 Single/ $8000 Family	$2000 Single/ $4000 Family	$2500 Single/ $5000 Family	$3500 Single/ $7000 Family		$3000 Single/ $6000 Family
Office Visits	Primary $25 Copay/ Specialist $50 Copay	70% after deductible	Primary $20 Copay/ Specialist $40 Copay	80% after deductible	$20 or $40 Copay		Primary $20 Copay/ Specialist $40 Copay after deductible
Inpatient Stays	100% after deductible	70% after deductible	100% after deductible	80% after deductible	80% after deductible		70% after deductible
Outpatient Surgeries	100% after deductible	70% after deductible	100% after deductible	80% after deductible	80% after deductible		70% after deductible
Emergency Room Visits	$100 Copay	$100 Copay	$100 Copay	$100 Copay	80% after $100 Copay		70% after deductible and $100 Copay

Prescription (Rx) Plan

Prescription Drug benefits are included in your medical plan election, for all plans. Prescription benefits will be administered through Cigna prescription partner, Express Scripts. The cost of the prescription drug plan is included with the medical premium.

Core, Plus and EPO Plan

The prescription drug plan for the Core, Plus and EPO plans is administered through Express Scripts.

High Deductible Health Plan (HDHP)

Prescription drugs are administered through Express Scripts as well and are subject to the plan’s deductible. After your deductible has been met, you are responsible to pay 30% of the full discounted cost of your prescription drug medication.

For information on quantity limits, step therapy and/or pre-certification requirements for certain prescription drugs, please visit the Cigna website or review the Cigna Standard 3 Tier Drug List below:

	Core	Plus	EPO	HDHP
Retail (30 day supply)	$10 copay	$10 copay	$10 copay	70% after deductible
Mail Order (90 day supply)	$25 copay	$25 copay	$25 copay	70% after deductible
Specialty	$40 copay	$40 copay	$40 copay	70% after deductible

IRS Account Based Plan Limits

Employee Premiums

Eligibility

Are You Eligible?

Employees that work at least 30 hours in a regular full-time position are eligible to apply for benefits.

Eligible employees may add dependents to their benefits plan.

ELIGIBLE DEPENDENTS	REQUIRED DOCUMENTATION
Legal Spouse	Marriage certificate
Children (up to age 26)	Birth certificate

Benefits Coverage Period

Benefits coverage begins on the 1st of the month following date of hire, or the same day if hired on the 1st of the month. Coverage ends on the last day of the month following termination, or the same day if terminated on the last day of the month.

DATE OF HIRE	COVERAGE BEGINS	DATE OF TERMINATION	COVERAGE ENDS
November 4	December 1	June 19	June 30
November 1	November 1	June 30	June 30

Enrollment

CIGNA Benefit Documents

For assistance, please contact:

Gallagher Benefit Advocate Center (BAC)
Phone: 1-844-647-6571
Email: [email protected]

Cigna Pre-Enrollment Call Center
Phone: 1-800-401-4041

Stevens Open Enrollment Team
Email: [email protected]

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Open Enrollment

Welcome to the Open Enrollment for 2023 Benefit Plan Year – Deadline November 28, 2022

Open Enrollment for 2023