Optional dental insurance is available to all eligible employees working a minimum of 30 hours per week and their dependents (spouse and children). You do not have to be enrolled in health coverage in order to enroll in optional dental coverage. 100% of the premium is employee paid. Two options are available - a Prepaid Plan and a Preferred Dentist Organization.
Prepaid Plan - Cigna
The Prepaid Plan provides dental services at predetermined co-payment amounts, which are reduced fees for dental treatments when members receive service from their selected participating general dentist or from any participating specialist. There are no deductibles to meet, no claims to file, no waiting periods for covered members, no annual dollar maximum and pre-existing conditions are covered.
Preferred Provider Organization (PPO) - Metlife
The PPO Plan offers flexibility in that members may choose any dentist; however, members receive maximum benefits when visiting a PPO network provider. No referrals are required with the PPO option and you or your dentist will file claims for covered services. Some services require waiting periods and limitations and exclusions apply.
You can enroll in dental coverage as a new employee or during the annual enrollment transfer period. Detailed members handbooks may be obtained from The Office of Human Resources.
For those employees who elect health coverage, basic term life and special accident coverage is provided at no cost. Also available, on a contributory basis, is optional special accident insurance for employees and dependents (spouse and children) in addition to the basic special accident death coverage. Coverage is available at low group rates; no questions asked.
This program is available on a contributory basis to all eligible employees working a minimum of 30 hours per week and their dependents (spouse and children) whether or not they participate in health coverage. For guaranteed-issue coverage, the employee must enroll during the first full month of employment. If optional life coverage is not elected at that time, the employee may only enroll during the annual enrollment transfer period, and upon completion of a supplemental health application.
Try to image life without a paycheck. It can happen to even the best employee -- and it does -- to thousands of people a year when a disability strikes. You insure your life, your home, your car and your health. But isn't protecting your salary equally important? Would you be willing to sell your home or car? Use up all your savings? Borrow from your family and friends?
The most inexpensive protection against the financial devastation of disability is clearly group long-term disability insurance. Participation provides a variety of choices for income protection with regular monthly cash benefits, protection for your retirement income, and other services such as Social Security assistance and rehabilitation.
ETSU offers a long-term disability plan to meet your needs. The choice is yours . . . because each person's financial situation during disability and retirement can vary so substantially, you need to evaluate your needs and choose the benefit level that is right for you.
Protection for you and those you love! Protecting your financial future is important. Why risk draining your assets and compromising your freedom? A long-term care insurance plan is a cost-effective way to fund the costly expense of long-term care while also helping to preserve your savings and assets.
If you want to remain independent and not have to burden your loved ones to provide care or finance your care, then consider long-term care insurance. Long-term care insurance provides coverage for home care, nursing facility or assisted living facility and community-based expenses, offering you a full range of long-term care options.
We invite you to view the Program Overview and Outline of Coverage at https://www.medamericaltc.com/groups/group/index.jsp?accessCode=url29zz to learn more details about the State of Tennessee Long-Term Care Insurance Plan. If you have additional questions, please contact Customer Service at 1-866-615-5824.
ETSU may provide you with medical insurance benefits, but these benefits will not cover such costs as deductibles, loss of earning power and other out-of-pocket expenses associated with an illness or accident. At the American Family Life Assurance Company of Columbus (AFLAC), the policies pay cash benefits directly to you, unless you choose otherwise. These cash benefits can be used to help fill the gaps in your primary health care plan.
With AFLAC insurance policies, you choose the types of coverage you want and pay for them through the convenience of payroll deduction. Moreover, the AFLAC policies pay benefits regardless of any other insurance you may have.
If you are interested in obtaining AFLAC coverage for you or your family, or are seeking information about AFLAC's policies and services, the Office of Human Resources can assist you. For more information, visit http://www.aflac.com/tbr, or call the local AFLAC office at 423-913-0241.
The Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA) is a federal law that allows eligible employees and/or dependents (spouse and children) who are losing their health or dental benefits to continue coverage in certain circumstances where coverage might otherwise end. Qualified beneficiaries may be eligible to continue coverage for a specific length of time following certain qualifying events. Through COBRA, individuals pay the entire monthly premium plus a two percent administrative fee, and may be able to remain insured with their health plan for up to 18, 29, or 36 months.
COBRA coverage is available to qualified beneficiaries. Qualified beneficiaries include an employee, the employee's eligible spouse and dependent children who were covered under the state group insurance program immediately prior to termination. The Division of Insurance will send a COBRA notification letter with an application to an employee's home address automatically within 30 days from the date insurance coverage terminates.
All COBRA benefit questions should be directed to the Benefits Administration at 615-741-3590 or 1-800-253-9981, or to Human Resources at 423-439-6126.
College Savings Plans offers parents, family and friends an opportunity to set aside funds for a child's future education costs.
Tennessee Stars Program
Helping you adopt a healthier lifestyle through information and events that focus on behaviors affecting your health and well-being.
Retirement will probably be the biggest expense you will ever face. If you are a budgeted employee, you are already building retirement through an employer pension and Social Security. An employer pension and Social Security are two of the three ingredients necessary for sound retirement financing. The third ingredient is personal savings. To make it easier for you to save the third ingredient for retirement, the state offers the DEFERRED COMPENSATION PROGRAM. This program lets you set aside regular deposits through payroll reduction, beginning with as little as $20 per month. And best of all, it allows you to set that money aside before federal income taxes are applied. Plus, the State currently matches your contribution up to $50 per month.
If you are not a budgeted employee, you are still eligible to participate in this program; however the State does not match any of your contribution.
The DEFERRED COMPENSATION PROGRAM offers a number of financial advantages. The program allows you to select from three approved plans: a 457 Plan, a Roth and a 401(k) Plan, and also provides a variety of investment options. You may obtain enrollment information, prospectuses and fund profile sheets for the available investment options from the program's Internet site at http://www.treasury.state.tn.us/dc.
The Tennessee Board of Regents offers Flexible Spending Accounts (FSAs) to help you save money on your eligible medical and dependent care expenses. A Flexible Spending Account (FSA) is an IRS-approved, tax-free account that saves you money on eligible medical and dependent care expenses. By enrolling in Flexible Spending Accounts, you authorize per-pay-period deposits to your FSA from your before-tax salary. Then, as you incur eligible expenses, you request tax-free withdrawals from your account to reimburse yourself. There are two kinds of FSAs: a Medical Expense FSA and a Dependent Care FSA. If you incur both types of expenses, you can establish both accounts. You never have to pay federal or state income and Social Security taxes on the money you contribute to your FSA. Since you pay less in taxes, you have more spendable income.
If you have questions, call (800) 284-4885 or visit the HealthHub website.
Employees are offered several tax-deferred annuity plans to allow savings for retirement on a tax-deferred basis. Contributions to these plans are made through regular payroll deductions. Salary set aside through these plans cannot be withdrawn before the employee is separated from service except under a few limited circumstances. Participants in these plans are permitted to direct their contributions among a variety of investment options.
Vendors for these plans are: TIAA-CREF, Valic and Voya. Informational packets are made available by contacting the following representative(s):
403(b) - TIAA-CREF – 1-800-842-2276
VALIC – Mike Middleton – (423) 341-8202
VOYA – Deborah Perry – (423) 747-1493
Eyecare and eyewear services are provided by:
For more information about other Benefit Programs, call 423-439-6126.