Your annual Benefits Open Enrollment period will be here soon, from Monday, October 23 through Friday, November 10, 2017. To better understand your options, what's changing, and why, review the answers to frequently asked questions.
If you choose not to take action, most benefits will “roll over." This includes your medical plan and your covered dependents, which will roll over to 2018 at the new rates. It's important to note the items that do not roll over to the next year, and must be actively re-enrolled during the Open Enrollment period.
So take the time to review your options; otherwise, you’ll 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. View the Change Your Benefits page for more details.
While Stanford remains one of the few employers in the Bay Area to offer free employee-only coverage, keeping health care costs manageable for our employees while continuing to support the university's academic and operational expenses is an ongoing challenge. This year is no different as contribution rates for all plans will increase.
The SHCA, EPO and Healthcare + Savings medical plans are “self-funded” which means the university pays the claims when services are used and protects employees from becoming bankrupted by serious health issues. Each year the dollar amount the university spends on health care has grown. The rates are reflective of what we think the university will spend in 2018 based on the health of our employee population and the care they will require.
Several factors influence the cost of health care that have a compound effect on your contribution, including increased chronic conditions, demographics and specialty pharmacy needs. For Stanford, high-dollar claims and the varying costs between our plan providers also influence rates.
The above factors have resulted in nominal increases to managed care services (Kaiser HMO), whereas, the cost of fee-for-service plans (SHCA, the EPO and Healthcare + Savings) have increased at a greater rate. With our Managed Competition approach to pricing, the university’s contribution is based on the lowest-cost plan (Kaiser), and with the more expensive plans rising over time, the cost to employees also increases.
The lowest-cost plan determines the free plan for employee-only coverage. In 2018, the lowest-cost plan is Kaiser Permanente HMO. The university pays 100% of the plan premium of the lowest-cost plan for employee-only coverage, and 82% of the plan premium of the lowest-cost plan for employee + dependent coverage.
Participating in BeWell is a great way to earn incentives while staying healthy. An employee who registers with the BeWell Program can earn up to $560 in taxable incentives, depending on participation level, and their spouse/registered domestic partner can earn a $220 incentive. Visit bewell.stanford.edu for program details.