2021 Open Enrollment Employee Benefits - October, 2020 - Drexel University
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2021 Open Enrollment Employee Benefits October, 2020
Open Enrollment – Important Information
Open Enrollment Window: October 23rd to November 15th
Plan effective date: January 1st, 2021
Passive Enrollment – Drexel will be holding a PASSIVE Open Enrollment this year, which
means you will not be required to re-enroll to maintain coverage
Note that employees that do not take action during Open Enrollment will be
defaulted to the Keystone Point of Service (POS) Plan
The only exception to this is the Health Savings Account (HSA),Flexible Spending
Accounts (FSA), and Transit/Commuter Account which are always required to be
ACTIVE ENROLLMENTS. If you are currently enrolling in any of these accounts, you
are still required to re-enroll for 2021.
During Open Enrollment, you are able to make the following changes:
Change your plan election (this applies for all benefits, including medical, dental,
vision, HSA, FSA, etc.)
Change your coverage tier (i.e. Employee, Employee + Spouse, Employee +
Child(ren), or Family coverage)
Add/remove dependents
If you are not currently enrolled and would like to enroll for 2021
If you are currently enrolled in coverage but would like to waive for 2021
The annual medical waiver certification is now electronic. Members looking to waive
coverage should complete the certification within the online enrollment system
Once you have made your elections, you will not be able to change them until the next
Open Enrollment period, unless you experience a qualified life event
2
I. Enrollment and Eligibility
How to Enroll
Step 1: Log In
Members can login through DrexelOne by selecting the Employees tab and then the My Drexel
Benefits link
Step 2: Getting to the Enrollment
Once you log in, you will be taken to the Home page where you can click the orange Enroll Now button
or the white Enroll Now checkmark icon to begin your enrollment
Step 3: Getting Started and Updating Dependents
Before you make your benefit changes, you will be required to Answer/Respond to a few simple
questions that will determine your eligibility.
Add/Review Your Dependents: You will also be able to add new dependents or update dependent
information. As you proceed through the enrollment, the coverage levels you are offered are based on
the number and type of dependents you elect to cover.
Step 4: Making your Choices & Updating Beneficiaries
From the Choices section of the enrollment, you will make your benefit elections. Each page will
display your plan choices and will prompt you for additional information where needed. All deductions
are shown on a per pay basis.
Add/Review Beneficiaries: You will also be able to add new beneficiaries, update beneficiary
information, and assign beneficiary percentages.
Step 5: Enrollment Confirmation
The last page/section in the enrollment is your confirmation statement, which you can print or email.
The site will automatically save a copy for your future reference. If you need to change any of the plan
selections you have made, you can go back into the enrollment and make any additional changes
through the end of your enrollment period. 4
Eligibility Overview
Drexel University, Drexel University Online, and Academy of
Natural Science Full-time and Part-time employees are eligible
to participate in the benefits outlined in this presentation
Interns, seasonal and occasional employees are not
eligible to participate in the Plans
You may also elect coverage for your eligible dependents with
proof of dependency/marital status. Eligible dependents
include:
Your legal spouse or domestic partner
Dependent children up to age 26. Examples include:
• Biological child
• Legally adopted children
• Stepchild/ Stepchildren
• A child living with you for whom you are appointed the legal
guardian by court and for whom you are financially
responsible
5
II. 2021 Changes
What’s New for 2021?
Dental Plan
New Plan! – DHMO
• Drexel is rolling out a Dental Health Maintenance Organization (DHMO)
through Cigna with reduced premiums
• The DHMO offers comprehensive Dental benefits at a fraction of the cost
o No deductible
o Low premiums
o Strong network but note that there is no out-of-network benefits
• Referrals are needed to see specialists with the exception of Orthodontists
• The DHMO is a great fit for those who do not incur significant dental expenses
Preferred PPO Plan
• The Calendar Year Maximum increased from $1,500 to $2,000
• This plan now covers Adult Orthodontia services
Introduction of the Cigna Wellness Plus Program
• This programs allows members enrolled in either the Base or Preferred plans
to increase their Calendar Year Maximum by receiving their annual oral
wellness exam
• Base Plan: The maximum can go up by $100 each year up to $1,300
• Preferred Plan: The maximum can go up by $100 each year up to $2,300
• Note that the $100 increase will apply to the following plan year (i.e. if you get
an exam in 2020, your 2021 Calendar Year Maximum will increase by $100)
No rate change for the Base and Preferred PPO options!
The Medical/Rx plan offering will not change, however the premium will increase by 1% 7
III. 2021 Medical/Rx Plan Designs
Medical Provider Network
All of the Drexel Medical Plans offer a three tier network strategy
Tier 1
Tower Health & University of Pennsylvania
Going to a Tier 1 provider will result in the lowest out-of-pocket
expenses
In-Network
This refers to the Independence Blue Cross (IBC) Provider
Network excluding Tower Health and University of Pennsylvania
• IBC has negotiated competitive rates with these providers
and therefore those negotiated rates are passed on to Drexel
members
Out-of-Network
These providers do not have a direct contractual relationship with
IBC
Going to an Out-of-Network provider will result in the highest out-
of-pocket payments for members
Out-of-Network providers do not have to accept the payment
received and may “balance bill” members
• This can result in significant out-of-pocket expenses 9Medical Plans – Independence Blue Cross
Keystone POS Personal Choice PPO – Basic Personal Choice PPO – High CDHP Plan with HSA
Out-of- Out-of- Out-of- Out-of-
Tier 1 In-Network Tier 1 In-Network Tier 1 In-Network Tier 1 In-Network
Network Network Network Network
Referral Needed Yes No No No
Employer HSA
N/A N/A N/A Individual: $500 / Family: $1,000
Contribution
BCBS Global Core Included. BCBS Global Core Included. BCBS Global Core Included.
International
Covers Emergency Medical Care Only For more information please call the For more information please call the For more information please call the
Coverage
service center at 1-800-2583 service center at 1-800-2583 service center at 1-800-2583
$500 $300 $1,000 $500 $1,500 $2,000 $5,000
Deductible** None None None None None
$1,500 $600 $2,000 $1,000 $3,000 $4,000 $10,000
Out-of-Pocket $1,500 $2,000 $3,000 $1,000 $2,000 $3,000 $1,000 $2,000 $3,000 $6,450 $6,450 $10,000
Maximum $3,000 $4,000 $9,000 $2,000 $4,000 $6,000 $2,000 $4,000 $6,000 $12,900 $12,900 $20,000
Preventive Plan Plan Plan Plan pays 70
No Charge No Charge No Charge No Charge No Charge No Charge No Charge No Charge
Services pays 70% pays 70% pays 80% %*
Plan Plan Plan Plan Plan
PCP Office Visit No Charge $20 Copay No Charge $20 Copay No Charge $15 Copay No Charge*
pays 70% pays 70% pays 80% pays 80%* pays 50%*
Specialist Office Plan Plan Plan Plan Plan
$10 Copay $40 Copay $10 Copay $30 Copay $10 Copay $25 Copay No Charge*
Visit pays 70% pays 70% pays 80% pays 80%* pays 50%*
Diagnostic Plan Plan Plan Plan Plan Plan
No Charge $80 Copay No Charge No Charge No Charge No Charge*
X-Ray/Imaging pays 70% pays 90% pays 70% pays 80% pays 80%* pays 50%*
Plan Plan Plan Plan Plan Plan
Inpatient Hospital No Charge No Charge No Charge No Charge No Charge No Charge*
pays 70% pays 90% pays 70% pays 80% pays 80%* pays 50%*
Outpatient Plan Plan Plan Plan Plan Plan
No Charge $50 Copay No Charge No Charge No Charge No Charge*
Surgery pays 70% pays 90% pays 70% pays 80% pays 80%* pays 50%*
Covered at Covered at Covered at Plan Plan
Emergency Room $100 Copay $100 Copay $100 Copay $100 Copay $100 Copay $100 Copay No Charge*
INN Level INN Level INN Level pays 80%* pays 50%*
Urgent Care Plan Plan Plan Plan Plan
No Charge $35 Copay No Charge $35 Copay No Charge $35 Copay No Charge*
Center pays 70% pays 70% pays 80% pays 80%* pays 50%*
*After deductible
10Telemedicine – MD Live
MD Live is a national network of U.S. board-certified doctors available
24/7/365 to diagnose, treat, and prescribe medication
Contact MD Live for non-emergency medical conditions such as:
Allergies
Asthma
Acne
Pink eye
Ear infections
Sinus issues
Respiratory infections
Urinary tract infections
Cold and flu symptoms
MD Live is available at no cost to members enrolled in the Keystone POS, or
either of the Personal Choice PPO plans
For those enrolled in the CDHP, there will be a $40 copay per consultation
This is an IRS mandate and necessary so that the plan can maintain it’s qualified
plan status
Contact MD Live at 1.877.764.6605, or visit MDLive.com/ibx
11Prescription Drug Plans – OptumRx
Mail Order Program
Using the mail order program for maintenance medications will save you
money
You can receive up to a 90 day supply (3 months) for the cost of two retail
copays
Members in the HSA plan must satisfy the deductible before
prescription drug copays apply
Retail Prescription Mail Order Prescription
(up to a 30-day supply) (up to a 90-day supply
IN-Network IN-Network
Generic $10 copay $20 copay
Preferred Brand $30 copay $60 copay
Non-Preferred Brand $50 copay $100 copay
12Rx Cost Savings Tips
Research the best cost for you
Promotions at retail chains with pharmacies (like Shoprite, Target and
Walmart) can save you money when you fill your generic prescription
Ask your pharmacist for the full cost of the medication you are
receiving
This will help you understand the benefit the prescription plan is
providing, and help you consider lower cost alternatives
Use the Mail-Order Program
If you have a maintenance medication filled through the mail-order
service, you get one month of prescriptions for free
• Receiving a 90 day supply of your medication will only cost 2 retail
copays
The convenience of your medications being delivered directly to your
home
GoodRx
Shop for lower cost pharmacies using https://connerstrong.goodrx.com or
download GoodRx in the app store
GoodRx allows you search for your prescription drug in your zip code to
determine which pharmacy has the drug at the best price
13Monthly Employee Contributions: Medical and Prescription Drug
Full-time POS PPO Basic PPO High CDHP
Employee $116.10 $258.83 $422.52 $41.03
Employee & Child $262.82 $786.92 $1,055.47 $122.19
Employee & Children $359.28 $1,208.23 $1,506.57 $188.84
Employee & Spouse $386.86 $1,222.32 $1,586.27 $180.83
Employee & Family $522.37 $1,566.26 $2,107.14 $250.97
Part-time POS PPO Basic PPO High CDHP
Employee $174.15 $388.24 $633.77 $61.54
Employee & Child $394.23 $1,108.38 $1,527.86 $183.30
Employee & Children $538.92 $1,762.46 $2,007.23 $283.27
Employee & Spouse $580.30 $1,833.48 $2,286.03 $271.25
Employee & Family $783.56 $2,349.39 $3,040.26 $376.46
14Bi-weekly Employee Contributions: Medical and Prescription Drug
Full-time POS PPO Basic PPO High CDHP
Employee $53.58 $119.46 $195.01 $18.94
Employee & Child $121.30 $363.19 $487.13 $56.40
Employee & Children $165.82 $557.65 $695.35 $87.16
Employee & Spouse $178.55 $564.15 $732.13 $83.46
Employee & Family $241.09 $722.89 $972.53 $115.83
Part-time POS PPO Basic PPO High CDHP
Employee $80.38 $179.19 $292.51 $28.40
Employee & Child $181.95 $544.79 $705.17 $84.60
Employee & Children $248.73 $813.44 $926.42 $130.74
Employee & Spouse $267.83 $846.22 $1,055.09 $125.19
Employee & Family $361.64 $1,084.33 $1,403.20 $173.75
15IV. 2021 Dental and Vision Plans
Dental Plans – Cigna PPO and New DHMO
DPPO Base Plan DPPO Preferred Plan New for 2021! Dental HMO - K1-09
In-Network* Out-of-network* In-Network* Out-of-network* In-Network* Out-of-network*
Class I – Diagnostic & 100% 100% 100% 100% No charge No coverage
Preventive No deductible No deductible No deductible No deductible
Class II – Basic 50% after deductible 50% after deductible 90% after deductible 80% after deductible Flat co-pay amounts. No coverage
restorative See Schedule of
Benefits posted on
Benefits Express.
Class III – Major 50% after deductible 50% after deductible 60% after deductible 50% after deductible Flat co-pay amounts. No coverage
restorative See Schedule of
Benefits posted on
Benefits Express.
Class IV - Orthodontia N/A N/A 50% No deductible 50% No deductible Flat co-pay amounts. No coverage
See Schedule of
Benefits posted on
Benefits Express.
Class IX – Implants 50% after deductible 50% after deductible 60% after deductible 50% after deductible Flat co-pay amounts. No coverage
See Schedule of
Benefits posted on
Benefits Express.
Annual deductible $50/$150 $50/$150 $50/$150 $50/$150 None No coverage
(Individual/Family)
Calendar-year Year 1: $1,000 Year 1: $2,000 None No coverage
maximum Year 2: $1,100 Year 2: $2,100
Year 3: $1,200 Year 3: $2,200
Year 4: $1,300 Year 4: $2,300
17New Dental Plan – Cigna DHMO K1-09
Procedures listed on the Patient Charge Schedule are subject to the plan limitations and
exclusions described in your plan book/certificate of coverage
The DHMO is available at a fraction of the cost compared to the Basic and Preferred PPO
options
No deductible or calendar year maximums, and predictable costs based on your patient
charge schedule
The DHMO requires referrals to see specialists, unlike the PPO
DHMO enrollees must go to an In-network provider as the plan does not offer any out-of-
network coverage
Below is a sample of the Patient Charge Schedule
See the Patient Charge Schedule for a full list of all services, see the Benefit Express enrollment
site
In-Network Patient Charge
Office visit $0.00
Comprehensive Periodontal Evaluation
$33.00
X-ray (bitewing)
$0.00
Fluoride application $15.00
Crown $410.00 - $460.00
Space Maintainer $170.00
Inlay $410.00
Onlay $470.00
Implant $750.00 - $790.00 18Monthly Employee Contributions: Dental
Full-Time PPO Base PPO Preferred New Plan! DHMO
Employee $9.82 $14.58 $5.22
Employee + 1 or more
$29.05 $47.68 $13.17
Dependents
Part-Time PPO Base PPO Preferred New Plan! DHMO
Employee $14.73 $21.87 $5.22
Employee + 1 or more
$43.58 $71.52 $13.17
Dependents
19Bi-weekly Employee Contributions: Dental
Full-Time PPO Base PPO Preferred New Plan! DHMO
Employee $4.53 $6.73 $2.41
Employee + 1 or more
$13.41 $22.01 $6.08
Dependents
Part-Time PPO Base PPO Preferred New Plan! DHMO
Employee $6.80 $10.09 $3.61
Employee + 1 or more
$20.11 $33.01 $9.10
Dependents
20Find a Dental Provider
• If you have a MyCigna.com account:
– Log in to MyCigna.com to search for DHMO or
PPO providers
• For those who do not yet have an account
– Visit Cigna.com
– To search for a dentist on cigna.com, visit the site a
nd click “Find a Doctor, Dentist or Facility.”
– Follow the prompts on the screen and when asked
to choose your plan, select Cigna Dental Care DH
MO if interested in the DHMO, or Total Cigna DP
PO if interested in the Base or Preferred PPO optio
ns
– Review the lists given by specialty. Or narrow your
search by typing in provider name, specialty or offic
e name
– Once you get your search results, you can further r
efine your search by:
– Distance, Years in practice, Specialty, Additional
languages
21Vision Plan – Davis Vision
In-Network Out-of-Network
Exam No Charge $40 Reimbursement
Davis Collection Fashion: No charge
Davis Collection Designer: $15
Davis Collection: Premier: $40
Frames Non-Davis Collection: $50 Reimbursement
Non-Davis Collection: Up to $130 allowance
(20% discount off overage)
Visionworks frames: Up to $150 allowance
(20% discount off overage)
Lenses
Single $40 Reimbursement
Bifocal $50 Reimbursement
No Charge
Trifocal $80 Reimbursement
Lenticular $100 Reimbursement
Davis Collection: No Charge
Non-Davis Collection: Contacts:
Contact Lenses
Up to $130 allowance $80 Reimbursement
Evaluation: Up to $60 allowance
(plus 15% discount off overage)
Frequency Once per calendar year Once per calendar year
To locate participating providers or request a claim form, visit Davis
Vision at www.davisvision.com or call 1.800.999.5431
22Monthly Employee Contributions: Vision
Full-Time Vision Plan
Employee $2.17
Employee + 1 or more dependent $4.99
Part-Time Vision Plan
Employee $3.25
Employee + 1 or more dependent $7.49
23Bi-weekly Employee Contributions: Vision
Full-Time Vision Plan
Employee $1.00
Employee + 1 or more dependent $2.30
Part-Time Vision Plan
Employee $1.50
Employee + 1 or more dependent $3.46
24V. 2021 Life and Disability Plans
Life, Accident, and Disability – Lincoln Financial Group
Drexel University provides full-time benefit eligible employees with the
below Life and Disability coverages
Basic Term Life and Accidental Death &Dismemberment Insurance
2 times Basic Annual Earnings to a maximum of $500,000
Employees have the option to cap their Basic Term Life Insurance to
$50,000 to avoid imputing income
Long Term Disability (LTD) Insurance
The Drexel LTD plan will provide 60% of your pre-disability income up to a
monthly maximum of $20,000
To qualify for LTD, you must be unable to complete the tasks of your
normal occupation for at least 90 days
LTD will terminate when you are able to return to work, or at your Social
Security Normal Retirement Age (SSNRA) whichever is first.
Employees do not need to take action to be enrolled in these
coverages
Open Enrollment is however a good time to review your plan offering and
update beneficiaries
26Life, Accident, and Disability – Lincoln Financial Group
Drexel provides the following programs on a voluntary basis to all benefit eligible employees
Supplemental Life Insurance
Employees can purchase up to 4x their annual salary to a maximum of $2,500,000
Spouses can elect up to $150,000 in increments of $10,000
Children (aged 15 days to age 26) can elect up either $5,000 or $10,000
• Your specific deduction can be found in the enrollment system
Rates vary by employee, depending on salary and age
Short Term Disability
Standard Plan
• The STD Standard Plan covers 60% of weekly earnings up to a maximum of $2,700
per week
• Employees must be unable to work for 30 calendar days before the benefit begins –
this is referred to as the elimination period
• The plan duration is 90 days (those that continue to be disabled would transition to
LTD at that time)
o The 90 day duration includes the 30 day elimination period
Enhanced Plan
• The Enhanced Plan offers the same benefit as the Standard Plan, however the
elimination period is reduced from 30 days to 14 days
o This reduces the amount of PTO time that is needed before the benefit begins
STD plans must be purchased as a new hire or during open enrollment and cannot be
elected from a mid-year Qualifying Life Event
27Optional Life Insurance – Evidence of Insurability
Evidence Of Insurability (EOI)
EOI is a short questionnaire that enrollees need to complete to prove they are in good health and
to have their life insurance approved
You and your spouse may need to submit EOI this year if you are enrolling in the Optional Life
program for the first time or increasing coverage
Please see below EOI rules
Employee:
• Any election over $1,000,000 will require EOI
• Any increases of more than one level above the current benefit level will be
subject to Evidence of Insurability
o i.e. if an employee is currently enrolled in Optional Life Insurance for 1x
annual salary and they choose to elect 2x annual salary – this would not
require Evidence of Insurability
o However, if this 1 additional level increase puts the employee over
$1,000,000, then Evidence of Insurability would be required
o If this employee chose to elect 3x salary, then this would require
Evidence of Insurability
• Any increases elected during Annual Enrollment will be subject to Evidence of
Insurability if an Employee has previously been denied coverage
Spouse/Domestic Partner
• Any election will be subject to Evidence of Insurability
• Any first time election or increase elected during Annual Enrollment will be
subject to Evidence of Insurability if an Employee has previously been denied
coverage
The Benefit Express online portal will trigger if EOI is needed based on your election 28Employee Assistance Program – Lincoln Financial Group
Employees and their dependents have access to the Employee Assistance Program, or EAP through
Lincoln Financial Group
This program is offered by the University at no charge and members do not have to sign up during Open
Enrollment
This program will be available as needed throughout the year
The program offers unlimited, 24/7 access to licensed professional counselors to help with personal,
family and work/life issues
You can access the following services anytime online or with a toll-free call:
Information, resources, counselling and referrals on family matters, such as:
• child and elder care
• kennels and pet care
• Event and vacation planning
• Moving and relocation
• Care buying
• College planning
Legal referrals for expertise in family law, estate planning, landlord/tenant relations, consumer
and civil law
Financial guidance, including household budgeting, and short and long term planning
In-person assistance with short-term issues (Up to 5 in-person sessions per person, per issue, per
year)
Visit www.GuidanceResources.com or call 888.628.4824
Username: LFGsupport
Password: LFGsupport1
29Whole Life – Mass Mutual
In addition to the Term Life option available through Lincoln Financial Group, Drexel University also offers
Voluntary Whole Life Insurance through Mass Mutual
Benefit Amounts:
Minimum: $10,000
Maximum: $250,000
Non-Medical Maximum: $100,000
• This means that elections over $100,000 will require EOI
Rates are available in the enrollment portal
In addition to a Death Benefit, Whole Life also offers Level Premiums and Cash-Value accumulation
Level Premium: Premiums will never increase
• Premium is set based on your age at the time of purchase
Cash-Value Accumulation: A portion of the premiums are set aside and invested
• Tax-deferred cash value that is built within the certificate that will never decline in value
due to changes in market conditions
• Expected growth rate: 4%
Mass Mutual pays out a dividend (beginning on the second anniversary) that can be used in
multiple ways:
• Used to purchase additional coverage
• Cash payout
• Accumulate over time
• Expected dividend: 4% (not guaranteed)
Whole Life through Mass Mutual is portable – meaning you can take the policy with you if you ever leave
the University
To drop coverage, call the Mass Mutual Service Center at 844.975.7522 30Corestream Voluntary Benefits
The below products are available on Corestream on a voluntary basis
Employees can elect these benefits through the enrollment portal
The portal also includes Shopping Discounts on a wide variety of products
Product Vendor When Can you elect
Critical illness w/
Allstate Open Enrollment Only
Cancer benefit
Accident Allstate Open Enrollment Only
Legal Hyatt/MetLaw Open Enrollment Only
ID Theft Protection Lifelock Any time during the year
Auto & Home Liberty Mutual Any time during the year
Personal Loan Program Kashable Any time during the year
Pet Health Nationwide Any time during the year
Long Term Care Genworth Any time during the year
Payroll Purchasing
Purchasing Power Any time during the year
Program
31VI. 2021 Spending Accounts
Health Savings Accounts – Benefits Express
Limits - the 2021 IRS maximum contribution that can be made to your HSA on
a pre-tax basis is $3,600 for individuals and $7,200 for families
Participants age 55 or over can contribute an additional $1,000
The Health Savings Account is only available to members in the Consumer
Directed Health Plan
This is a personal bank account administered through Optum Bank
When electing to open the account on the Benefit Express enrollment site, enrollees
must complete the certification process to open the account
HSA enrollees need to re-enroll in the HSA every year
Enrollees can change their contribution throughout the year
Drexel makes an annual HSA contribution of $500 for individual accounts and
$1,000 for those covering at least one dependent
This is prorated for those that enter the plan mid-year
Triple tax benefits - contributions are pre-tax, interest is tax-free, and you can
make tax-free withdrawals for qualified medical expenses
Convenient - the HSA program issues a debit card to pay for prescription
medications, doctor fees, etc. at the point of sale
Rollover - if you have money left in your HSA at the end of the year, it will
automatically rollover to the following year
Retirement - HSAs act as a vehicle to save for medical expenses in retirement 33Flexible Spending Accounts – Benefits Express
Healthcare FSA
A Flexible Spending Account (FSA) allows you to set aside money, on a pre-tax basis,
for eligible out-of-pocket medical, dental, vision and dependent care expenses
FSA enrollees need to re-enroll in the FSA every year
• Unlike the HSA, FSA participants cannot change their election throughout the
year
There is a "use it or lose it" provision set by the IRS – you may only carry up to $550
in to the 2021 plan year
The 2021 annual maximum contribution to the Healthcare FSA is $2,750
You can use the FSA to pay for deductibles, copays, coinsurance & other eligible
expenses not covered by the medical, dental or vision plans
Employees who elect the CDHP with HSA cannot participate in the Health Care FSA,
however you can choose to participate in the Limited Purpose FSA
• A Limited Purpose FSA allows you to use pay for Dental and Vision expenses
only
Dependent Care FSA
The annual maximum contribution to the Dependent FSA is $5,000 per year
($2,500 if married filing separately)
A dependent care FSA is used to reimburse eligible expenses related to the care of
your dependents (both children and adults)
All unused funds at the end of the year are forfeited – there is no carryover provision
Qualified expenses include before/after school programs, nursery, day care (child
and adult), preschool, camp, etc.
Note that if you leave Drexel during the 2021 plan year, the remaining FSA 34
elections will be forfeitedCommuter and Transit – Benefits Express
Commuter and Transit
Employees with daily commutes involving mass transit and/or
parking expenses can participate in the Transit and Parking
Accounts
As of 2021, employees may contribute:
Up to $270 per month for transportation (mass transit, train,
subway, bus fares) and
Up to $270 per month for parking expenses incurred at or
near your work location or near a location from which you
commute using mass transit
Commuter/Transit enrollees need to re-enroll in the plan every
year
Employees cannot transition funds between the Transit account
and Parking account – they are separate
Any account balance at the end of the plan year will remain in
your account and will be available for your use in the next plan
year
Unused balances will be forfeited when your employment with 35
Drexel endsVII. Additional Programs
Health Advocate
Health Advocate (HA) helps employees navigate a complicated
healthcare system
This service is available to you at no cost
HA has experiences Personal Health Advocates that can assist
with your healthcare challenges
Billing issues
Claim issues
Finding a provider
General benefits questions
Additionally, members have access to a personal Wellness
Coach for support and motivation!
37Healthier U
Drexel University offers a wide range of health-related offerings
to encourage employees to be active!
Employee Olympics
Weekly Walking Club
The program has a focus on both Physical, Financial, and
Emotional Health and Wellness
Additionally, there are 30-60 wellness onsite/online workshops
per year with varying topics:
Empowered Posture
Sustainable Spending
Cultivating Self-Compassion
Note that employees are eligible to get $400/year in incentives, and
spouses are eligible for an additional $250/year
To learn more, visit https://Drexel.edu/hr/benefits/a-healthier-u
38Tuition Remission and Tuition Exchange
Tuition remission
Provided to full-time Drexel University, Drexel University Online
(DUO) and Academy of Natural Sciences (ANS) employees
This program provides assistance to qualified spouses, domestic
partners and dependent children of eligible full-time faculty and
professional staff for undergraduate credit and non-credit
courses taken at Drexel University
For more information, visit
https://Drexel.edu/hr/benefits/tuition/remission
Tuition Exchange
This program is a scholarship exchange program for eligible
dependent children of faculty and professional staff at Drexel,
DUO and ANS
Drexel will award up to 20 scholarships to dependents of full-time
employees who wish to attend other institutions
For more information, visit
https//Drexel.edu/hr/benefits/tuition/exchange
39HomeOwners Benefits
The Home Purchase Assistance Program encourages and
supports home ownership within defined borders of the Drexel
University City Campus community
The program offers a forgivable loan to benefit eligible full and
part-time Drexel University faculty and professional staff
This loan can go towards the purchase of a home or renovation
of homes within a defined area
The area spans from 31st street to 48th street (east-west) and
from Girard Avenue to Chestnut Street (north-south)
For more information, visit
https//Drexel.edu/hr/benefits/other-benefits/home-
purchase/A
40403(b) Plan
The 403(b) Defined Contribution Retirement Plan is offered to
full-time and part-time employees
All employees are eligible to defer pre and post-tax dollars out
of their pay into the plan except for student employees and co-
op positions
How to enroll:
Log in to DrexelOne
Select the Employee Tab
Select 403(b) Plan Management
Note that contribution changes can be made to the retirement
plan on a pay to pay basis
Drexel works with Fidelity Investments, TIAA and Vanguard
Group
Please visit the 403(b) webpage for information on contacting the
vendor and scheduling an individual consultation
41VIII. Benefit Resources
Important Contacts
Each of Drexel’s carriers have customer service representatives
available to help answer your benefits related questions
Plan Carrier/Vendor Phone Number Website
Manage Benefits / FSA / HSA / Email:
Benefits Express 1.844.690.3992 help@mybenefitsexpress.com
Commuter Benefit
Medical Independence Blue Cross 1.800.ASK.BLUE Ibx.com
Prescription Drug OptumRx 1.855.796.3480 Optumrx.com
Dental Cigna 1.800.CIGNA24 www.mycigna.com
Vision Davis Vision 1.800.999.5431 www.davisvision.com
Life: 1.888.786.2688
Life and Disability Lincoln Financial Group www.LFG.com
Disability: 1.888.786.2688
Whole Life Mass Mutual 1.844.975.7522 www.massmutual.com
Voluntary Benefits CoreStream 1.888.935.9595 Drexelvoluntarybenefits.com
Wellness / General questions /
Claims questions / Health Advocate 1.866.695.8622 Members.healthadvocate.com
Find a provider assistance
Health Savings Account Optum Bank 1.866.234.8913 Optumbank.com 43Important Dates
Drexel will also have detailed sessions on each of the below
topics
These sessions will be recorded and posted on the Drexel Open
Enrollment website as well as the online benefits enrollment
portal
Event registration was on the OE Announcement email and
posted on the HR events calendar:
https://Drexel.edu/hr/about/calendar-events/
Topic Date/Time
Consumer Directed Health Plan and
10/27/20 at 12PM
Health Savings Accounts
Mass Mutual Whole Life 10/28/20 at 12PM
Cigna Dental 10/29/20 at 12PM
44Disclaimer Conner Strong & Buckelew (CSB) is providing the work product herein in order to assist in the evaluation and analysis of your group benefit plan(s). The work product reflected herein and contained in any exhibits or attachments is based upon data and information supplied by your contracted administrators, carriers, insurers and other vendors engaged in the administration of your plans. In some instances, the data and information may have been supplied by you. As such, CSB cannot warrant the accuracy of said data and information received and used by us in order to produce this analysis. We have evaluated said data and information to the best of our capability and rely upon the representations of your contracted administrators, carriers, insurers and other vendors as to the accuracy of the data and information they have supplied. It is important to note that while our consultants are very familiar with the design, administration and operation of employee benefit plans and the law applicable to those activities, Conner Strong & Buckelew is not a law firm. Therefore, our recommendations should not be construed as, nor are they intended to be, legal advice. You may wish to consult with legal counsel about the issues addressed. The information contained herein is not intended by Conner Strong & Buckelew to be used, and it cannot be used, for the purpose of avoiding penalties under the Internal Revenue Code that may be imposed on the taxpayer. The information contained herein and in any exhibits or attachments is confidential and may not be shared, reproduced or disclosed to any third parties without the express written consent of CSB.
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