• IMPORTANT UPDATE ABOUT YOUR   DataPath, Inc.mySource (yellow) DEBIT CARD

                                                     

    The District is pleased to announce that progress is being made and the use of the MySource (yellow) Debit cards have been reinstated for PHARMACY USE ONLY EXPENSES effective immediately (July 13, 2018) through year end, December 31, 2018.  This card may be used for those employees enrolled in a District HRA insurance plan.

    If you use your MySource debit card at a pharmacy that is part of the Inventory Information Approval System (IIAS), Blue Cross/Blue Shield VT claims will feed directly to DataPath to substantiate the claims, and nothing else is required.

     Click here to search for IIAS covered merchants in the USA

    If you use a pharmacy that is not IIAS approved, while the MySource debit card can still be used at these locations, you will need to obtain and submit a receipt that documents that the item(s) qualify as a pre-tax benefit.  If you have questions about when receipts are required, please click on this link to learn more about what is required.  You may also access this information through the VEHI website.

    To help clarify how this change may affect you, we wanted to provide some answers to commonly asked questions.

    Q: Does this change affect prescriptions that are for drugs listed on wellness drug list?

    A: NOthere is no change to the drugs on the approved drug list, as these wellness drugs are already provided at no cost.

    Q: What happens when I go to pick up a prescription at the pharmacy if I have already met the prescription out-of-pocket maximum?

    A:  If the employee has already met the prescription out-of-pocket maximums ($1,350 single/$2,700 two-person family), no additional cost is expected to be paid at the pharmacy.

    Q: What happens when I go to pick up a prescription at the pharmacy if I have NOT already met the prescription out-of-pocket maximum?

    A: Use your MySource Debit Card at the pharmacy to pay for the prescription.  The pharmacy claim will be sent directly from Blue Cross/Blue Shield directly to DataPath if it is an approved IIAS pharmacy. If you use a non-IIAS pharmacy, you will have to submit documentation of the pharmacy purchase to DataPath to verify eligibility of certain expenses or individuals. DataPath will automatically send you an e-mail if a receipt or other form of verification is required.

    Q: What should I do if I have lost, destroyed or misplaced my MySource (yellow) Debit Card?

    A: Immediately call Card Services at (888) 523-4308 to deactivate the card. They may order a replacement card.

    Q: How do I access my account information about my MySource Card?

    A:  24/7 access to account information is available at www.myRSC.com.

    Q: What strategies can I use to manage my prescription costs?

    A:  Consider substituting generic drugs for name brand drugs.  Ask your doctor or pharmacist if there is a generic equivalent for the medication(s) you are on.  If there is no generic equivalent, you can ask if there is a medication on the preferred brand drug list that meets your needsExplore mail order pharmacy options though Express Scripts.

    Q: What about any previous pharmacy claims?

    A: MySource Card use for approved pharmacy expenses is effective as of today. Past pharmacy claims cannot be applied to MySource debit cards.  No retroactive payments will be made.

    Q: Whom do I call with any questions I have?

    A: Dedicated DataPath customer service representatives are available to help with questions. Their contact information is vtsupport@datapathadmin.com or call toll-free 1-866-207-3028.

    We understand this transition has been challenging. Please be assured that DataPath is continuing to work on resolving these complex claim reimbursement issues. Thank you for your ongoing patience.

     

    We have been advised that your MySource cards will not work for other health, dental or vision expenses.  The cards will only work for eligible pharmacy expenses.    

     

    Moving forward, your best approach is to:

    1) Be sure that you have DataPath direct deposit form submitted to DataPath.  Give the completed form to SBSD's Business Office.

    2) Pay your health and dental providers yourself (cash, check or credit cards) and be sure to keep receipts of the payment and explanation of benefit details. 

    3) Submit reimbursement forms with receipts and explanation of benefit info.

    4) Use your mySource Debit card at an approved IIAS pharmacy to pay for your eligible PHARMACY purchases.

     

    Remember, you are responsible for paying your medical deductible before the HRA can pay towards any of your eligible expenses. (besides eligible pharmacy costs).  Medical Deductibles will need to be met prior to having access to that portion of the HRA funds that the District has provided.

     

    PHONE: DataPath Administrative Services 1-866-207-3028, M – F, 9:00 am – 6:00 pm

    EMAIL: vtsupport@datapathadmin.com,   www.myrsc.com

     

    As always, thank you for your continued patience as we work with you to navigate the Health Care Account components.

     

    If you have a District HRA or if you signed up and fund a Flexible Spending Account (FSA) through your SBSD paychecks & have a mySource card, the debit card will work only for eligible PHARMACY expenses. You need to pay your health, dental or vision care provider(s) and submit your receipt(s) and explanation of benefits for a reimbursement with a form.

       


    DataPath, Inc.

    If you had a direct deposit set up with Future Planning Associates to receive your reimbursements directly in your bank account, YOU NEED to FILL OUT a NEW form for DATAPATH!  Click here for that form. Send the completed form to Payroll in the Business Office.   IF YOU DO NOT HAVE DIRECT DEPOSIT SET UP WITH DATAPATH, EACH REIMBURSEMENT CHECK YOU RECEIVE WILL COST YOU $3.

    HSA / FSA SBSD LINKS:

    HRA/HSA/FSA INFORMATION:

    Online Account Login:  https://secure.myrsc.com/           Mobil Login: https://mobile.myrsc.com/

     VEHI logo  Links to VEHI GENERAL information on Healthcare Spending Accounts (HRA, HSA, FSA):   
    VEHI general info: About Health Care Spending Accounts
    VEHI general info: Things to Know About HRA, HSA, and FSA Accounts

    FSA ENROLLMENT FORM  Flexible Spending Account also know as Section 125 Plan for employees in CDHP health plans  (Used by employees who elect to contribute pre tax monies from their paycheck to pay for qualified medical expenses. (deductibles, copays, prescriptions, etc.)

    HRA ENROLLMENT FORM  for ALL employees enrolling in HRA for SBSD Contributions towards deductibles 

    HSA FORM ONLY for employees enrolling in HSA Teachers must match $ for $



     BlueCross BlueShield of Vermont. An Independent Licensee of the Blue Cross and Blue Shield Association

    CURRENT HEALTH BENEFITS

     2018 NEW VEHI Health Care Plans in effect as of January 1st, 2018!

    Please be sure to carry your new ID cards for your new health plans.  You will need to present the new ID card when accessing medical or pharmacy services.  Be sure to alert your providers that you have new coverage.  Your new cards begin with the prefix "VEI".  Click here to see a sample card. You should destroy any outdated BC/BS ID cards to avoid confusion.

    Information on New health care plan specifics is available are on the VEHI website at: http://www.vehi.org/benefits/navigating-2018-health-plans/employee-navigation/

    January 1, 2018, New VEHI Health Plans Benefit booklet for ALL employees:  VEHI logo

     
    ACCESS to SBSD Health Insurance Benefit Presentation (on Google limited access to those with SBSD email): Benefit Presentation


    Definitions:

    Health Reimbursement Arrangement (HRA): Tax-Free employer funded account-based benefit to help employees pay for some qualified out-of-pocket health care expenses defined by the plan; may be paired with any health insurance plan; works best with a High Deductible Health Plan.

    Health Savings Account (HSA): HSAs are individual savings accounts that can be used to pay for qualified health care expenses with tax-free dollars; may be funded by the employer, the employee or both; must be paired with an HSA eligible High Deductible Health Plan.

    Flexible Savings Account (FSA): An account that is set up and owned by the employer and funded by the employee through pre-tax payroll deductions to pay for qualifying medical and child care expenses.  

    Our Third Party Provider that processes FSA and HRA is Employees may set up access to their account and login through: myRSC.com  

    Cost Sharing Terms

    Consumer Directed Health Plan (CDHP):  A health plan that meets IRS regulations that allows for funded accounts to assist in the cost of health care.  Such accounts may include a Health Savings Account (HSA), a Health Reimbursement Arrangement (HRA), or a Flexible Spending Account (FSA).

    Co-insurance: A percentage of allowable charges that the employee must pay after reaching the deductibles.  For example, after the required deductible is met, the insurance coverage for a specific service may pay for 80% of the charge and then the individual is responsible for the remaining 20% cost.

    Co-payment:  A fixed dollar amount paid to a service provider at the time of service. THE ONLY MEDICAL VISIT CO-PAYMENT IS FOR A YEARLY EYE EXAM WITH A PARTICIPATING PROVIDER

    Deductible:  The amounts set each year that the insured must pay towards medical costs prior to an insurance benefit payment is made by BCBS.  There are two levels of deductibles that are used:

                   Stacked deductible: The amount required of an individual prior to the payment of insurance benefits

                   Aggregate deductible: The amount of a single or entire family that must be reached prior to the payment of insurance benefits.

    Types of Health Spending Accounts

     

    Requirements and Features

    Health Savings Account (HSA)

    (uncommon)

    Health Reimbursement Arrangements (HRA)

    (Common. Funded by the District to cover bulk of deductibles)

    Flexible Spending Account (FSA)

    (Elected by employee during

    open enrollment)

    Definition

    A health savings account   that is owned by the   employee and is savings   plan that can be used for qualified medical  expenses, as determined   by the IRS.  It can be   paired with a qualifying plan. 

    A fund set up and funded by an  employer for the benefit of an  employee.  A contribution is made each year to cover qualifying medical expenses not covered by the health  plan such as deductibles or coinsurance.

    An account that is set up and owned   by the employer and funded by the   employee through pre-tax payroll  deductions to pay for qualifying  medical and dependent care  expenses

    Features

    ·  Employee may make deposits to an HSA on a pre-tax or post-tax basis.

    ·  Employers may contribute to an employee’s fund.

    ·  May be used to cover your medical expenses or those of your spouse and dependents.

    ·  You own your HSA funds so the money you saved stays with you—even if you change employers.

    ·  May be set up through an employer’s insurance carrier, bank, credit union, or other financial institution.

    ·  If costs exceed the HSA fund balance, the employee may pay-out-of-pocket and then submit a reimbursement once the fund balance is regained.

    ·  Payments may be made directly by using a debit card or check linked to the account.

    ·  Funds are generally used to reduce premiums, pay coinsurance or deductibles.

    ·  Funds are provided by the employer, not the employee.

    ·  Funds may be tax exempt or tax deductible.

    ·  Funds may be reimbursed or employees may be issued debit cards to pay for eligible expenses, depending on how the plan is designed, consistent with IRS regulations and insurance carrier limitations.

    ·  A pre-determined maximum amount collected throughout the year and may help with reducing tax obligation.

    ·  Employer may also contribute.

    ·  You may decide how funds are spent as long as it meets IRS qualifications, for qualified medical, dental, prescriptions, or vision expenses or for dependent care.

     Three kinds of plans: 

    1. Health care that pays for medical expenses including copays and deductibles. 
    2. Dependent care that pays for the care of dependent child or adult so you may work
    3. Limited purpose that helps pay for dental and vision expenses.

    Limits

    ·  Can be used for other expenses, but will suffer a 20% tax penalty unless over 65 and disabled.

    ·  Can’t be used to pay insurance premiums.

    ·  Can’t be used to pay for Medicare supplemental insurance or Medigap policy.

    ·  You are responsible for maintaining receipts, in case of a tax audit.

    ·  Employees may not make contributions.

    ·  The Employer owns the accounts.

    ·  The employer decides how funds left in the plan at the end of the year are managed.  May or may not be rolled over.

    ·  Funds may not be used to pay for monthly health insurance premiums.

    ·  There is generally no payout on any balances

    ·  Access to accounts once an employee terminates/retires may be limited or may end with employment.

    ·  The employer may allow up to $500 remaining funds in one year to be rolled over to the next year.

    ·  There may be a limited grace period of up to 2.5 months at the end of the year to use funds or funds are kept by the employer.

    Upon Retirement or Termination

    ·  You no longer may contribute to an HSA

    ·  You can use your account tax-free for out-of-pocket expenses.

    ·  You can use your account to pay Medicare premiums, deductibles, copays and coinsurance.

    ·  Pay any retiree medical insurance premiums from the employer.

    ·  Funding to the HRA ends with employment.

    ·  May not have access for reimbursable expenses beyond a set point in time.

     

    ·  No rollover of funds. 

    ·  Access to funds may be limited to a grace period or end with employment.

    Non-qualifying reasons for eligibility

    ·  Enrolled in Medicare

    ·  Enrolled in a non-compatible HSA plan

    ·  Enrolled in another health care plan

    ·  Dependent on another person’s tax return

    ·  Eligibility is contingent upon the plan design and continued eligibility for medical insurance through the employer.

    ·  Eligibility is contingent upon the plan design and continued eligibility for medical insurance through the employer.

      


     Teacher Specific Info:


    Support Staff Specific Info:


    VEHI logo

    Vermont Education Health Initiative
    52 Pike Drive
    BerlinVT 05602
    802-223-5040
     

    Links to specific topics are listed below:

    VEHI Health Plans (Effective 1/1/18):
    VEHI Comparison Grid 4 Plans 2018
    VEHI FAQ on VEHI Health Plan Choices

    VEHI Slideshow on Health Plans:
    VEHI Video Informational Series for New Plans
    VEHI PowerPoint of Presentation by VEHI Staff

    VEHI information on Stacked and Aggregate Deductibles:
    VEHI and BCBS general info: About Stacked and Aggregate Deductibles

      BlueCross BlueShield of Vermont. An Independent Licensee of the Blue Cross and Blue Shield Association

    Link to: Blue Cross/Blue Shield

       Login for Members: http://www.bcbsvt.com/login/resource-center

       Health Care Provider Lists (EVERYONE ENROLLED NEEDS A PRIMARY CARE PHYSICIAN!) : http://www.bcbsvt.com/find-a-doctor.

       BCBS VEHI Health insurance plan Form for new enrollees or changes to membership (name / address updates)

       Information on BCBS Specific Rx Prescription Drug Info:  BCBS VEHI Drug List Link

       Information about BCBSVT Translation Services


     

     


    CBA Blue 

    Dental Insurance

    Employees engaged in regular active full time employment performing at least 1,000 hours of service per year are eligible.  Part time, temporary or regular employees working less than 1,000 hours are not eligible for coverage.

    Spouses and the unmarried, dependent children (under the age of 19) of eligible employees are eligible for enrollment.  Certain requirements may also allow dependent children of eligible employees who are enrolled full time at an accredited school or college up to the age of 23.

    Coverage will begin on the first day of the calendar month of eligibility, varies by employee group.  Coverage includes:

    • 100% of Reasonable and Customary costs of Diagnostic and Preventive care.
    • 80% of Reasonable and Customary cost of Basic Restorations, Endodontics, Periodontics, Prosthodontics Maintenance and Oral Surgery.
    • 50% of Reasonable and Customary costs of Major Restorations, Dentures and Bridgework.
    • 50% of Reasonable and Customary costs of Orthodontics.


    Calendar Year Deductibles:
    $25 Individual Coverage Deductible
    $75 Aggregate Family Coverage Deductible


    For Basic Restorations, Endodontics, Periodontics, Prosthodontic Maintenance, Oral Surgery, Major Restorations, Dentures, Bridgework and Orthodontics.

    Maximum Benefits: 

    • $1750 per person per year for Diagnostic and Preventive services, Basic Restorations, Endodontics, Periodontics, Prosthodontics Maintenance, Oral Surgery, Major Restorations, Dentures and Bridgework.
    • $1,000 per person per lifetime for Orthodontics


    Life, Accidental Death & Disability Insurances

    Eligible employees are welcomed to participate in the following group insurance plans offered through the District.  To be eligible, employees must be regularly employed for at least 1,000 hours per year.  The insurance coverage and costs vary according to employee group and are as follows: 

    Life Insurance

    • Support Staff: $50,000 to age 70 and $12,500 after age 70.
    • Teachers2 times annual salary.
    • Administrators: $250,000 to age 70 and $50,000 after age 70.  or   $125,000 to age 70 and $50,000 after age 70.

     Accidental Death & Dismemberment (AD&D) 

    • Support Staff: $25,000.
    • Teachers: 2 times salary.
    • Administrators: $250,000 or $125,000.

     Long Term Disability Coverage

    • Support Staff: OPTIONAL, AT EMPLOYEE'S expense, enroll at initial hire 
    • Teachers2 times salary.  60%, must be elected on paperwork, EMPLOYER paid
    • Administrators: OPTIONAL, AT EMPLOYEE'S expense, enroll at initial hire 

    Elimination Period:  180 days.  If deemed eligible, benefits begin the day after the elimination period is completed.

    Minimum Hours Requirement: Eligible employee must be working at least 1,000 hours per year.

    Monthly Benefit: Benefits may be reduced by deductible sources of income and disability earnings.  Some disabilities may not be covered or may have limited coverage under this plan.

    • Support Staff: 60% of monthly earnings to a maximum of $3,000 per month.
    • Teachers: 60% of monthly earnings to a maximum of $3,000 per month.
    • Administrators: 66.6667% of monthly earnings to a maximum benefit of $3,000 per month.

     

  • Dental Insurance

    Employees engaged in regular active full time employment performing at least 1,000 hours of service per year are eligible.  Part time, temporary or regular employees working less than 1,000 hours are not eligible for coverage.

    Spouses and the unmarried, dependent children (under the age of 19) of eligible employees are eligible for enrollment.  Certain requirements may also allow dependent children of eligible employees who are enrolled full time at an accredited school or college up to the age of 23.

    Coverage will begin on the first day of the calendar month of eligibility.  Enrollment application is necessary. Dental coverage and costs varies by employee group.  Coverage includes:

    • 100% of Reasonable and Customary costs of Diagnostic and Preventive care.
    • 80% of Reasonable and Customary cost of Basic Restorations, Endodontics, Periodontics, Prosthodontics Maintenance and Oral Surgery.
    • 50% of Reasonable and Customary costs of Major Restorations, Dentures and Bridgework.
    • 50% of Reasonable and Customary costs of Orthodontics.

    Calendar Year Deductibles:
    $25 Individual Coverage Deductible
    $75 Aggregate Family Coverage Deductible

    For Basic Restorations, Endodontics, Periodontics, Prosthodontic Maintenance, Oral Surgery, Major Restorations, Dentures, Bridgework and Orthodontics for Support Staff and Educators.

    Maximum Benefits: 

    • $1750 per person per year (Support Staff and Educators) $750 per person per year (Administrators) for Diagnostic and Preventive services, Basic Restorations, Endodontics, Periodontics, Prosthodontics Maintenance, Oral Surgery, Major Restorations, Dentures and Bridgework.
    • $1,000 per person per lifetime for Orthodontics for Support Staff and $3.000 per person per lifetime for Orthodontics for Educators.
    Summary Plan Descriptions:
  • HomeEmployee Assistance Program

    Purpose of Service: The Employee Assistance Program (EAP) is a human service program which provides counseling and referral services to employees of the South Burlington School District. The District has contracted Vermont School Boards Insurance Trust (VSBIT) to provide a trained counselor outside the District who can work with the employee or the employee’s household member to resolve personal concerns. Occasionally healthy, productive working people can be affected by short term or long term personal concerns. It is important to resolve these difficulties before work performance is negatively impacted and the EAP through trained counselors can help. Counselors are available to talk on the phone or meet face-to-face.

    Referrals:  Employees generally initiate contact with EAP either at the suggestion of another person or on their own. To request services for an employee or the employee’s household member, call the EAP at Invest EAP at 1-800- 287-2173, give our password or go to their website www.investeap.org. An appointment will be made with an EAP Counselor within three working days at a location that is convenient for the employee. Crisis service is available 24 hours a day, 7 days a week. Supervisory Referral is made when the supervisor detects a slack in work performance. The employee is offered the opportunity to meet with an EAP counselor off-site to identify and address any personal problems that may be affecting work performance. Self Referral occurs when an employee contacts the EAP counselor on his or her own. A Third Party Referral is made when a co-worker, family member or a friend suggests and EAP referral. Consultations for Supervisors/Principals: The EAP can be helpful to a supervisor or principal in providing consultation and guidance for a difficult workplace situation.

    Types of Issues EAP Can Assist With: EAP can provide assistance with any problems that are affecting the well being of employees either at home or at work such as: Marital and family difficulties; Alcohol and Drug Abuse; Stress on and off the job; Relationship Problems; Parenting Dilemmas; Eldercare Resources; Feelings of Depression or Anxiety; Childcare Resources; Financial Concerns/Resources; Legal Issues; Low Self Esteem; and Anger Management.

    EAP is Confidential: Information concerning an employee’s contact with the EAP is kept in confidence. No personal information about an employee’s or employee’s household member’s use of the program will be released without written authorization from the employee.

    Contact Information:  The South Burlington School District Employee Assistance Program: Invest EAP, 1-800-287-2173 or www.investeap.org