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Section IV - After-Tax Supplemental Plans
Broward County > Benefits > Section IV - After-Tax Supplemental Plans

Many additional voluntary benefit plans are available to County employees. Basic life insurance is paid for the by County and the rest are paid for by employees on an after-tax basis.

  • Life Insurance – Basic Term Life & AD&D $25,000 paid by the County
  • Life Insurance – Optional Term Life
    • Employee $25,000 up to a max $150,000
    • Spouse/Domestic Partner $12,500
    • Child(ren) through age 19 or 25 if a student $12,500
  • Life Insurance – Special Occupation Class Paid by the County
  • Long-Term Care Paid by the employee
  • Long-Term Disability Paid by the employee
  • Personal Income Protection Plans (AFLAC) Paid by the employee
  • Prepaid Legal Paid by the employee

The following apply to the EMPLOYEE PAID insurance options listed above:

These insurances are voluntary

  • Employees are responsible for 100 percent of the premium cost
  • Employees can apply for the coverage at any time (some plans subject to Medical Underwriting)
  • Employees can cancel these insurances at any time with written notice to Employee Benefit Services

As these are after-tax plans, coverage can be stopped or started at any time by submitting completed forms to Employee Benefit Services. Some enrollments are subject to medical underwriting.

LIFE INSURANCE - BASIC LIFE INSURANCE (THE STANDARD INSURANCE CO.)

The County provides $25,000 of Group Term Life and Accidental Death and Dismemberment (AD&D) insurance at no cost to all benefit-eligible employees.

  • This benefit may be continued upon retirement at applicable retiree rates
  • This benefit may be continued after separation of employment through a conversion policy at applicable rates. Contact the Standard Insurance Company for conversion information.

LIFE INSURANCE - EMPLOYEE OPTIONAL LIFE INSURANCE

Benefit-eligible employees may elect to purchase up to an additional $150,000 of group term life insurance.

  • Coverage, up to $150,000 max, is available in $25,000 increments
  • Rates are based on the employee’s age and the coverage level elected; premiums automatically increase in five-year age bands as the employee gets older
  • Premiums for optional life insurance coverage are paid on an after-tax basis
  • Coverage purchased during your initial eligibility period is not subject to medical underwriting
  • Increases in coverage are subject to medical underwriting (after your initial eligibility period)
  • By law, you will be taxed for the cost of any life insurance amount you elect in excess of $50,000 (including the County’s basic life coverage) if there is any imputed income. Even though you do not actually receive income, the value of contributions used to pay for the excess coverage is considered taxable income. Taxes are based on an age-related schedule published by the IRS. Your imputed income, if any, will be reported on your W-2 form.
  • This insurance cannot be continued under COBRA or Domestic Partner Continuation of Coverage.
  • This benefit may be continued after separation of employment through a conversion policy at applicable rates. Contact The Standard Insurance Company for conversion information.

Benefit-eligible employees can apply for new or increased coverage at any time, but after their initial eligibility
period, approval of new or increased coverage is subject to medical underwriting approved by The Standard.

Benefits for new or increased coverage will not be paid until coverage is approved by the insurance company. When the insurance Company approves the new or increased coverage, coverage for the approved amount will go into effect and Employee Benefit Services will begin payroll deduction of premiums. Note: If an employee is on leave that qualifies as FMLA leave, he/she may restart this coverage without medical underwriting upon return to work.

Employees can request cancellation of coverage or reduction in coverage to a lower increment of $25,000 at any time by writing to Employee Benefit Services (the change will go into effect the pay period in which the request is received and we will adjust your premium accordingly.)

The beneficiary/ies for employee optional life insurance is/are the same as for basic life insurance. You can change beneficiaries at any time by completing a new beneficiary form available from Employee Benefit Services. Beneficiary elections are not valid unless signed, dated and received by a representative from Employee Benefit Services during your lifetime.

COMMON QUESTIONS ASKED ABOUT EMPLOYEE OPTIONAL LIFE INSURANCE

Do I pay premiums if I become disabled? No. Premiums are waived while you are totally disabled, in keeping with plan contract provisions. Waiver of Premium is not automatic; the employee must apply and be approved by Standard Insurance Company for waiver of premium to take effect.

What is the accelerated death benefit? If your life expectancy is less than 12 months and you qualify for Waiver of Premium, the plan includes an "accelerated benefit" that allows you to receive up to 75 percent of your life insurance benefit before you die. The remaining amount of your life insurance benefit, minus interest or 10 percent of your life insurance benefit, whichever is greater, would be paid to your beneficiary upon your death. Accelerated benefits are not considered taxable income to the insured. For more information, consult your Certificate of Coverage.

What is the seat belt benefit? If you die as a result of an automobile accident for which AD&D (Accidental Death and Dismemberment) is payable, and you were wearing a seat belt at the time of the accident, the plan’s seat belt incentive will pay the AD&D amount in addition to the life insurance benefit to your beneficiary.

What are other benefit enhancements?

  1. Family Benefits Package: In the event of an employee’s accidental death, their family can receive the necessary financial help for child care, college or career training.
  2. Repatriation: Should death occur away from home, benefits are payable for the expenses incurred to transport the body back to the primary place of resident.

Please refer to your Certificate for complete plan provisions.

What are the premiums for employee optional life insurance? Premiums are based on your age and the amount of coverage elected. Premiums are adjusted during the year if a change in age places you in a new premium bracket. Contact Employee Benefit Services for current rates.

LIFE INSURANCE - SPOUSE/DOMESTIC PARTNER AND CHILD LIFE INSURANCE

Benefit-eligible employees who purchase at least $25,000 of employee optional life insurance coverage may purchase group term life insurance coverage on their spouse/domestic partner and/or dependent children.

If you purchase at least $25,000 worth of employee optional life insurance, you can…

  • Purchase $12,500 of group term life insurance coverage on your spouse or registered domestic partner
  • Purchase $12,500 of group term life insurance coverage (per eligible child under 19 or 25 if a student)
  • After the initial eligibility period, coverage for any dependent, spouse or domestic partner is subject to medical underwriting.
  • You are the beneficiary for both spouse/partner and dependent coverage.
  • This insurance cannot be paid on a pre-tax basis or be continued after benefit eligibility or employment ends.
  • This insurance cannot be continued under COBRA or Domestic Partner Continuation of Coverage but may be converted to an individual policy by contacting the insurance carrier.
  • This insurance is always contingent upon carrier approval for employee optional life insurance.

COMMON QUESTIONS ASKED ABOUT DEPENDENT AND SPOUSE/DOMESTIC PARTNER LIFE INSURANCE

What are the premiums for dependent and spouse/domestic partner life insurance? The premiums are flat rates. See rate sheet for current rates.

Which dependents can I cover? You can cover:

  • your legal spouse or registered domestic partner
  • your eligible dependent children (through 19 or 25 if a student)
  • your spouse’s or your registered domestic partner’s eligible dependent children

(Eligible dependent children include stepchildren and adopted children living in your home; through age 19, or through age 25 if they are registered students in full-time attendance at an accredited educational institution. Children can be covered beyond age 25 if they are unmarried and incapable of self-sustaining employment because of physical disability or mental retardation. You may be required to provide documentation to verify student status, prove disability, or for dependents with a different last name.)

REMINDER: It is the employee’s responsibility to notify Employee Benefit Services when a dependent child no longer meets the criteria (through 19 or 25 if a student). In the event a claim is submitted for a non-eligible child, employee will only receive a refund of excess premium paid.

LIFE INSURANCE - SPECIAL OCCUPATION LIFE INSURANCE

The County provides additional group term life insurance at no cost to benefit-eligible employees in certain special occupation positions:

  • Security Guard
  • Mass Transit

Contact Employee Benefit Services for additional information about this coverage.

LONG-TERM CARE INSURANCE (CNA)

This coverage assists with the cost of providing help for individuals who can no longer care for themselves on a daily basis because of a long-lasting disability or a cognitive illness, e.g., Alzheimer’s disease, or who simply need assistance in managing daily living activities such as bathing or dressing.

Long-Term Care (LTC) applies to care provided in nursing homes and to eligible care provided at home or in the community, i.e., home health aides or visiting nurses, etc.

The plan offers two plan types:

PLAN A
Base Plan

PLAN B
Base Plan with Automatic Benefit Increase Inflation Protection

Upon completion of your third anniversary as a participant in the plan you will be able to increase your maximum daily benefit amount. The automatic inflation benefit feature automatically increases the amount of your daily nursing home and home health care benefits each year by 5 percent of the prior year’s amount for life.

You should know the following about this insurance option:

  • If issued to a new hire, this insurance is "guaranteed issue."
  • Benefit-eligible employees can apply for coverage at any time, but after their initial eligibility period, approval of coverage is subject to medical underwriting. After such eligibility period, coverage will go into effect when we receive approval from CNA following the medical underwriting process. No benefits for coverage will be paid until coverage is approved. When CNA approves the coverage, we will begin payroll deduction of premiums.
  • This insurance is available to benefit-eligible employees, their spouse or registered domestic partner as well as parents and grandparents of the employee, their spouse or domestic partner
  • Premiums for the employee and spouse/domestic partner can be paid through payroll deduction or through direct bill from CNA.
  • All other dependents will be direct billed by CNA on a quarterly basis.

This is an individual plan, not a group plan, so coverage can be continued when employment ends with no change in rates and benefits. Contact the insurance carrier to request continuation of coverage.

LONG-TERM DISABILITY INSURANCE (THE STANDARD INSURANCE CO.)

Long-Term Disability (LTD) insurance provides disability income for covered individuals to assure regular income if they cannot work for an extended period of time because of a covered illness or injury.

  • LTD pays for 60 percent (up to $6,000) of a covered individual’s monthly pre-disability earnings, based on hourly rate of pay, after a 90-day benefit waiting period.
  • Benefits are coordinated with Workers’ Compensation, retirement benefits, Social Security and certain other types of income.

Employees can combine accrued paid leave with their LTD benefit to bring their total disability benefit up to 100 percent of their pre-disability earnings. If paid leave and the LTD benefit combined are more than 100 percent of the employee’s pre-disability earnings, the LTD benefit will be reduced until the total benefit is equal to 100 percent.

You should know the following about this insurance option:

  • Employees can apply for LTD at any time during the year, but after their initial eligibility period coverage is subject to medical underwriting and Active at Work Requirements.
  • Premiums are based on the employee’s age and rate of pay and will automatically adjust.
  • There is a 90-day benefit waiting period after you are disabled before any benefits are payable
  • Since LTD premiums are on an after-tax basis, any benefits you receive will not be taxed as income to you.
  • If an employee is on leave that qualifies as FMLA leave, he/she may restart this coverage without medical underwriting upon their return to work.

COMMON QUESTIONS ASKED ABOUT LONG-TERM DISABILITY INSURANCE

Do I have to complete a medical history statement to enroll? If you elect LTD coverage during your initial eligibility period (first of the month following 60 days in a benefit-eligible position), a medical history statement is not required. If you apply for LTD after your initial benefit eligibility period, coverage is subject to medical underwriting and a medical history statement is required. LTD coverage applied for after the initial benefit eligibility period goes into effect when we receive approval from The Standard Insurance Company following the medical underwriting process.

How does LTD protect my income? In the event you are disabled according to the plan’s definition, the plan pays you 50 percent of the first $6,000 of your monthly pre-disability earnings, reduced by any deductible income. The minimum benefit is $100 per month.

See the Certificate of Coverage for Definition of Disability.

What if I get benefits from another source? If you receive income from one or more of the sources listed below, the total benefits you receive from the other sources will be subtracted from the amount that would be paid under the LTD plan and the difference will be paid from the LTD plan. If the difference is less than $100, you will receive the $100 minimum monthly benefit.

  • Any state disability income benefit law
  • Workers’ Compensation
  • Federal Social Security Act
  • Any other federal, state, county or municipal retirement acts or laws, including FRS
  • Any other group policies you may have that provide disability benefits

In addition, you can use accumulated or donated paid leave to supplement your LTD benefits as long as the total of the two does not exceed 100 percent of your pre-disability earnings. If it does, your LTD benefits will be reduced to bring the total back to 100 percent.

What disabilities are excluded? You are not covered for a disability caused by or contributed to by an intentionally self-inflicted injury, while sane or insane. You are not covered for a disability caused or contributed to by war or any act of war. War means declared or undeclared war, whether civil or international, and/or any substantially armed conflict between organized forces of a military nature or armed aggression.

Do I pay premiums if I become disabled? No. Premiums are waived while you are receiving LTD benefits, in keeping with plan contract provisions.

How are LTD premiums calculated? LTD premiums are based on your age and your covered earnings. Premiums are adjusted during the year for changes in your salary and age if you enter new LTD brackets. LTD benefits are based on your earnings in effect on the last full day of active work. See insert for current rates.

What are the plan’s limitations?

  • You must be under the ongoing care of a physician during the benefit waiting period
  • No benefits will be paid for any period of disability when you are not under the ongoing care of a physician
  • Payment of benefits is limited to 24 months during your entire lifetime for a disability caused by or contributed to by your use of alcohol or any drug, including hallucinogens, alcoholism or drug addiction
  • Benefit payments are limited to 24 months for each period of disability caused by or contributed to by a mental disorder(1). However, if you are confined to a hospital(2) at the end of the 24 months, this limitation will not apply while you are continuously confined.

(1) (Mental disorder means any mental, emotional, behavioral, psychological, personality, cognitive, mood or stress-related abnormality, disorder, disturbance, dysfunction or syndrome, regardless of cause, including any biological or biochemical disorder or imbalance of the brain. Mental disorder includes, but is not limited to, bipolar affective disorder, organic brain syndrome, schizophrenia, psychotic illness, manic depressive illness, depression and depressive disorders, anxiety and anxiety disorders.)

(2) (Hospital means a legally operated hospital providing full-time medical care and treatment under the direction of a full-time staff of licensed physicians. Rest homes, nursing homes, convalescent homes, homes for the aged and facilities affording custodial or educational care are not hospitals. Hospital does not include any rehabilitative care facility unless the rehabilitative care is for treatment of physical disability and is provided in a licensed hospital accredited by the Joint Commission on Rehabilitative Facilities.)

Consult your Certificate of Coverage for more information.

PERSONAL INCOME PROTECTION PLANS (AFLAC)

This insurance plan pays benefits for specified medical conditions, treatments and screenings in addition to benefits provided by the health insurance plans.

You should know the following about this insurance option:

  • This insurance is available to benefit-eligible employees, their spouses/domestic partners and child dependents, up to age 19 (if a full-time student age 25), of the employee or their spouse/domestic partner
  • Coverage is subject to medical underwriting
  • This is an individual plan, not a group plan, so coverage can be continued when employment ends with no change in rates and benefits. Contact the insurance carrier to request continuation of coverage.

PREPAID LEGAL INSURANCE (U.S. LEGAL SERVICES)

This insurance plan provides benefits for pre-paid legal services.

The plan:

  • permits participants to select an attorney from those affiliated with the plan in South Florida
  • permit participants to select an attorney out of network

If using an affiliated attorney, bills are handled by the insurance company with no deductible or copayment.

If using a non-affiliated attorney, employees can be reimbursed for covered services subject to plan limitations.

You should know the following about this insurance option:

  • This insurance is available to benefit-eligible employees, their spouse/domestic partner and child dependents, up to age 19 (if a full-time student age 25), of the employee or their spouse/domestic partner
  • This insurance can be started or stopped at any time.
  • This is a group plan, so coverage can be converted when employment ends, but with different plan benefits and rates. Contact the insurance carrier for conversion information.