Health

Blue Options PPO Plan 3562

Annual Deductible

Individual: $500 / Family: $1,500

Annual out-of-pocket Max

In-Network: $5,000 per person/ Family $10,000

Office Visit/ Urgent Care Copay

Primary care visit $25/Specialist visit $40

Urgent Care $35

Emergency Room Services

Emergency Room $100 Copayment + 20% Coinsurance

More Information

Blue Care HMO Plan 10

Annual Deductible

$0

Annual out-of-pocket Max

In-Network: $5,000 per person/ Family $10,000

Office Visit/ Urgent Care Copay

Primary care visit $25/Specialist visit $40

Urgent Care $35

Emergency Room Services

Emergency Room $50 Copayment

More Information

Health Waiver, Dental Vision Plan

The Health Waiver, Dental Vision Plan is only available to those who waive health insurance coverage.

More Information

COBRA

A participating member of the college’s health plan can continue the group health plan benefits, through the Consolidated Omnibus Budget Reconciliation Act (COBRA), for a limited period of time under certain life qualifying events in which the coverage under the plan would otherwise end. A participating member with a COBRA qualifying event will receive a COBRA notice in the mail following the event.

Retirees

Retiree group health insurance options are available at the time of retirement. Coverage cannot be reinstated if declined

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Employee Assistance Program

Pensacola State College Employee Assistance Program, provided through Baptist Health Care, benefits employees, spouses, and dependent children. Three free counseling sessions are available for those who may need professional assistance in handling various types of personal and/or family issues. Appointments are kept confidential and names of those who seek counseling are not provided to PSC.

Counseling appointments may be made by calling Baptist Health Care at 850.469.2383, or 1.800.528.8955.

EAP Flyer (.pdf)

Wellness

Redeem up to $175.00 in rewards by working towards wellness goal with the FloridaBlue Wellness Program.

More Information

Life

Basic / AD&D

College-provided Group Term Life Insurance (no cost to employee): $50,000.00 

Employee Life and Accidental Death & Dismemberment (AD&D) Insurance

Employee earning $15,000-$49,999 annually – $50,000
Employee earning $50,000-$74,999 annually – 75,000*
Employee earning $75, 000+ annually – $100,000*

* in accordance with the law, Pensacola State College can only pay premiums on life insurance up to $50,000. Employees may contribute the required amount to have the level of coverage above $50,000

  • Accelerated living benefits
  • Waiver of premium is available to qualified employees who have been totally disabled for six months while insured
  • 24-hour coverage
  • Paid for injury which results in accidental death, dismemberment, or loss of sight

Coverage Information (.pdf)
“What would you do?” Flyer
(.pdf)
UNUM Life Planning (.pdf)
UNUM Travel Assistance (.pdf)
UNUM Work Life Balance Flyer (.pdf)

Supplemental / AD&D Life

Supplemental Life and Accidental Death & Dismemberment (cost is .277 per thousand of coverage per month)

  • Up to 3 times employee’s salary with a minimum of $1,000 and a maximum of $500,000 (as elected by the employee)
  • Accelerated living benefits
  • Waiver of premiums is available to qualified employees who have been totally disabled for six months while insured
  • 24-hour coverage
  • Paid for injury which results in accidental death, dismemberment, or loss of sight

Coverage Information (.pdf)

Dependent Life

Dependent Life Insurance Coverage is available for all eligible dependents for $3.16 per month.

Spouse:  $20,000
Child:     $10,000 / $500 (under 6 months)

  • Your lawful spouse, including a legally separated spouse. You may not cover your spouse as a dependent if your spouse is enrolled for coverage as an employee.
  • Your unmarried children from 14 days but less than age 19.
  • Your unmarried children age 19 or over but under age 25 if they are full-time students at an accredited school.

Coverage Information (.pdf)

Retirees

Retirees have the option to participate in one of the four retiree basic group life insurance options. Retiree group basic life insurance options are available at the time of retirement. Coverage cannot be reinstated if declined

More Information

Retirement

Pension

The Pension Plan is part of the Florida Retirement System. It’s a traditional retirement plan designed for longer service employees, with a vesting period requirement of eight years of service. The guaranteed retirement monthly benefit is based on the employee’s age, salary and years of service, among other factors. Employee contribution is 3% of annual salary, College contribution is 7.52%.

FRS Pension Plan Beneficiary Form (.pdf)

Investment

The Investment Plan is part of the Florida Retirement System. This plan is a portable retirement plan designed for mobile employees. The vesting period requirement is only one year of service. The retirement benefit amount is based on contributions, investment returns and account fees, among other things that contribute to the account growth. Employee contribution is 3% of annual salary, College contribution is 7.52% out of which you will only receive 3.3%.

FRS Investment Plan Beneficiary Form (.pdf)

SCORP

The State College Optional Retirement Program (SCORP) is an option only for faculty and certain administrators. A full-time employee who chooses to participate in the SCORP will withdraw from the Florida Retirement System (FRS). Pensacola State College will contribute 5.15%* of the identified full-time employee’s salary and the employee will contribute 3.00%* pre-tax to the SCORP selected vendor, for a total of 8.15%*.

SCORP vendors include TIAA-CREF, Valic and Metlife. Full-time employees who choose this option will have 90 days from their date of hire to make this election.

For more information about either plan, please call MyFRS Financial Guidance Line at 1-866-446-9377 to talk with a financial planner.

*Contributions are determined by the FRS each year and are subject to change.

DROP

The Deferred Retirement Option Program (DROP) was implemented July 1998. An eligible participant may retire and instead of receiving his/her monthly benefit, the amount will be paid into the employee’s DROP account, which earns interest. The employee continues to work for the College up to the date in which the participant’s DROP period ends.

Optional

Dental Plan

Pensacola State College offers the choice of two dental plans which includes coverage for preventive, basic, and major dental work. Both plans offer Out-of-Network coverage and both plans participate in the dental rewards programs, which allows the member to carry over part of the unused annual maximum benefit to next calendar year.

LOW Plan                      

Deductible      $50 Individual per Calendar Year for Basic and Major Care

$150 Family per Calendar Year for Basic and Major Care

 

Benefit                        In-Network                Out-Network                             

Preventative              100%                          100%

Basic                          80%                             50%

Major                          50%                             25%

Annual Maximum     $1,250                         $1,000

Allowance                 Discounted Fee           Discounted Fee

 

HIGH Plan                      

Deductible      $50 Individual per Calendar Year for Basic and Major Care

$150 Family per Calendar Year for Basic and Major Care

 

Benefit                        In-Network                Out-Network                             

Preventative             100%                        100%

Basic                         80%                          80%

Major                         50%                          50%

Annual Maximum     $1,500                      $1,500

Allowance                 Discounted Fee       90th Usual & Customary

 

Dependent Eligibility Requirements include:

  • Legal Spouse
  • Each child through the end of the calendar year in which they turn age 30, for whom the insured or the insured’s spouse, is legally responsible.
  • The child must be dependent upon the employee for support and either living in the household or is a full or part-time student.
  • Each child age 30 or older who is totally disabled or becomes totally disabled while insured as a dependent.

Ameritas 1-800-487-5553
Ameritas.com

 

Dental Low Plan Highlight (.pdf)

Dental High Plan Highlight (.pdf)

Disability Plan

Have you thought about what would happen to your earning potential if you were to become totally disabled? You will be faced with the financial burden of daily living expenses, in addition to immediate and long-term debt, without means to cover those obligations.

Group Voluntary Disability Insurance is a relative inexpensive way to provide for your family and loved ones in the event you are disabled by protecting your biggest asset – your ability to earn a paycheck. This type of benefit is offered through your employer, and paid for through the convenience of payroll deductions.

Short and Long Term Disability Package (.pdf)

Flexible Spending Account

The Flexible Spending Account (FSA) allows you to set aside a certain amount of money on a pretax basis, increasing your spending power and tax savings.

When calculating your annual reimbursement amount, take into consideration the services to be provided during the upcoming plan year for you and your dependents.

FSA is an annual benefit and does not rollover year to year. Employees are required to sign up and designate their amount every year during open enrollment.

To access your account go to www.myflexonline.com or contact Custom Benefits at (352) 369-9453.

For More Information

Supplemental Benefit Plans

Cancer Care

 

 

Accident Indemnity Advantage

 

 

Critical Care and Recovery

 

 

Hospital Advantage

 

Vision Care

Ameritas Vision Plan Options: Vision Care Benefit Brochure

Plan 1, VSP Focus, emphasizes in health and preventative care using independent private practice with VSP eye doctors.

VSP Doctor Directory 
VSP Provider Choices

 

Plan 2, EyeMed ViewPointe, emphasizes in quality care and convenient service that fits in with employees busy lifestyles. EyeMed network includes the choice between independent and retail providers. Advantages of retail chains are same-day service, evening and weekend hours and walk-in appointments.

EyeMed Network 
EyeMed Network Directory

Life Change Event

Life Change Event

Pensacola State College pre-tax benefits are governed by IRS guidelines. Once open enrollment ends or 31 days from hire enrollment date expires you are only allowed to make changes to your pre-tax benefits if you experience a qualifying change in status event. Change in status is outlined by the Internal Revenue Services to allow you to adjust your benefit elections as needed.  The benefit changes must be in relation to your qualifying change in status event.

You must report your change in status qualifying event within 30 days. Otherwise, the change in status event will not be valid and you will have to wait until the following open enrollment period to submit your changes.

Changes in Status Qualifying events include the following:

  • Marriage
  • Divorce or Legal Separation
  • Birth of a Child, Adoption, Legal Guardianship
  • Qualified Medical Support Order
  • Death of a child or dependent
  • Change in job status or reduction of hours resulting in loss of coverage
  • Unpaid leave of absence for employee and spouse
  • Or, any other circumstance where individual, spouse or dependent lose coverage

Updating Your Beneficiary Information

Beneficiary designations to your life insurance, retirement account, deferred compensation plans, and/or special pay plan account should be evaluated when you experience a life change event. However, you may change your beneficiaries anytime during the year. Below is the information and beneficiary forms needed to update your information:

Other

  • coming soon

Privacy Statement

Florida College System Risk Management Consortium, FCSRMC, acting as the covered entity and Pensacola State College, acting as the plan sponsor, have undertaken fiduciary duties to the plan. A covered health plan includes a group health plan, which is defined as an employee welfare benefit plan under ERISA. This may include hospital and medical benefit plans, vision plans, health flexible spending accounts and employee assistance plans.

It is the policy of FCSRMC and PSC that appropriate physical safeguards will be in place to reasonably safeguard protected health information from any intentional or unintentional use or disclosure that is in violation of the HIPAA Privacy Rule. These safeguards will include physical protection of premises and personal health information, technical protection of PHI maintained electronically and administrative protection. These safeguards will extend to the oral communication of personal health information.