Employee Health Benefits Equalization
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Transcript of Employee Health Benefits Equalization
7/29/2019 Employee Health Benefits Equalization
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EMPLOYEE HEALTH BENEFITS
EQUALIZATION
Presentation to the Administrative Committee
February 12, 2013
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Present at ion Over v iew
Recap of Past Presentations
Today’s Presentation
Three Coverage OptionsCost Associated with Options
Plan Design
Legal ConsiderationsCommittee Action
2
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Recap of Past Presentations
Texas Governmental Entities and Transit PropertiesThat Offer Domestic Partner Benefits
Texas Public Policy and Law
DART’s Medical Plan
Procedure Utilized By Other Governmental Entities toOffer Domestic Partner Benefits
Costs
Plan Summaries
DART – A Potential Plan Design
Legal Considerations
3
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Three Coverage Options
and the
Cost Associated With Each Option
4
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Three Coverage
Options
Same Sex
Domestic
Partners and
their Children
Same and
Opposite Sex
Domestic
Partners and
their Children
Same and Opposite
Sex Domestic
Partners , their
Children Plus One
Relative
Costs per Additional Dependent
Adult Dependants $5,620 $5,620 $5,620
Child Dependants $2,340 $2,340 $2,340
Estimated Additional Dependents
Low High Low High Low High
Adult Dependants 1.0 12.1 11.4 138.1 50.2 235.1
Child Dependants 0.5 5.8 5.4 65.6 31.3 130.2
Total 1.5 17.9 16.8 203.7 81.5 365.3
5
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Three CoverageOptions
Same Sex Domestic
Partners and TheirChildren
Same Sex and
Opposite SexDomestic Partners
and Their Children
Same Sex and
Opposite Sex DomesticPartners and Their
Children
PLUS
Any Employee may cover up
to one relative in addition to
a spouse, domestic partner,
and/or dependent children.
Said relative would be
limited to those defined in
the bereavement leave
benefit policy in the HEMand AEM
Estimated Annual
Cost Per Option
Low High
$6,742 $81,558
Low High
$76,860 $929,758
Low High
$355,236 $1,625,697
Estimated Annual Cost
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Plan Design – Domestic Partnership Defined
An individual who lives in the same household and shares
the common resources of life in a close, personal, intimate
relationship with a DART employee; if under Texas law, the
individual would not be prevented from marrying the
employee because of age, consanguinity, or prior
undissolved marriage to another. A domestic partner may
be of the same or opposite gender as the employee.
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Plan Design – Who is Eligible
All regular full time employees are eligible for
benefits after meeting the required waiting
period. An employee’s spouse, common law
spouse, domestic partner, natural child, fosterchild, stepchild, domestic partner’s child, legally
adopted child or child under the employee’s
legal guardianship or custodianship (e.g.grandchild).
* Under option three one other relative would be
eligible. 8
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Plan Design – Proof Required• In addition to a Domestic Partnership Affidavit, at
least two of the following should be required toprove the existence of a Domestic Partnership:
– Joint Deed or Mortgage Agreement or Joint Lease
Agreement
– Title or Loan documents demonstrating common
ownership of Motor Vehicle(s)
– Joint Bank or Credit Account(s) – Primary Life Insurance Beneficiary
– Assignment of Health Care and/or Property Power of
Attorney 9
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Plan Design – Proof Required
Continued
Child Dependent - birth certificate, adoption records, courtordered guardianship or conservatorship or medical
support order.
Adult Dependent – includes parents, grandparents,
brothers, sisters, in-laws, aunts, uncles or other relative
or permanent member of the employees household
provided that there is a Court ordered guardianship oran ongoing total disability for a child over the age of 26.
*Adult dependents would qualify for benefits only if
option three is selected.10
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Key Points to be Included in
Domestic Partnership Affidavit• Domestic Partnership relationship must have been in existence a
minimum of one year
• Domestic Partners must have maintained common residence for aminimum of one year
• Domestic Partners are both at least age 18
• Domestic Partnership is the sole relationship of the two domesticpartners
• Neither domestic partner is currently married or legally separated
• Domestic Partners are not blood relatives
• Would not be prevented from marrying if opposite sexes
• Domestic Partner shares common resources in a close, personal,intimate relationship with employee
• Financially and personally interdependent with employee
• Must provide that they are not married
• Must agree to penalty of discharge if the statements within the
affidavit are untrue 11
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Proposed Options
• Permit Medical Coverage For:
– Same Sex Domestic Partners and Their Children
– Same Sex and Opposite Sex Domestic Partners andtheir children
– Same Sex and Opposite Sex Domestic Partners and
their children plus one adult as defined by
bereavement benefit policy and whether there isa guardianship or total disability of an adult child
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QUESTIONS
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