The Open Enrollment period is a period of time, determined by your employer, during which you are allowed to make any changes to your current benefits.

Note: No changes are allowed after the commencement of a new plan year unless you experience a qualifying event.

The benefits are effective January 1, 2022, through December 31, 2022.

No. You only need to re-enroll during this Open Enrollment period if you are making a change to your current healthcare and/or flexible benefits.

• Log into the employee portal and carefully review your current 2021 Benefits Statement for reference during your open enrollment session. Then, review your 2022 Benefits Statement. This statement will display your benefits for the 2021 plan year; however, it will reflect your 2022 per pay deductions based on your updated Benefit Salary.
• Review your benefits to ensure you’ve selected the plans that best fits your needs.
• View the Healthcare Plan Design Comparison Chart to compare the Cigna plan options side-by-side.
• Review/Update your beneficiary designation (Name, Date of Birth and Social Security Number is required)
• If you cover your spouse or domestic partner on a medical plan, review your response in the Surcharge Affidavit to confirm their medical coverage status has not changed.
• Complete your 2022 benefit elections by submitting your changes and don’t forget to print your Employee Benefits Confirmation Statement.

If you do not re-enroll during this Open Enrollment period, the following will occur:

• Your current healthcare and/or flexible benefits coverage and your dependent(s) coverage will continue.  Premium changes will automatically be adjusted, if applicable, effective January 1, 2022.
• If you are currently opting out of healthcare, this election will continue. You are required to complete the Declination of Healthcare Coverage Affidavit and submit it with proof of other group or state-funded healthcare to the Office of Risk and Benefits Management. If you do not provide this required documentation, you will be automatically assigned to the Cigna SureFit (employee only) healthcare plan retroactively to the beginning of the plan year and the School Board will collect the medical opt out money you’ve received retroactively via payroll.
• If you are being deducted the spouse/domestic partner annual surcharge, the deductions will continue. However, we ask that you review your response in the Surcharge Affidavit to confirm their medical coverage status has not changed. If you experience a change in salary band, as a result of last year’s negotiations, you may have an increase in both employee and dependent healthcare deductions.

You will be provided access to the online enrollment application during the Open Enrollment Period, November 2, 2021, through November 16, 2021.

If making changes, you must complete your online enrollment selections by 11:59 p.m. on November 16, 2021.

The application is available during the Open Enrollment period 24 hours/7 days a week. You must use Google Chrome web browser for the online enrollment application.

You may log into the enrollment site and change your healthcare benefits selections as many times as you want throughout the Open Enrollment period. Your last saved and submitted selections will be your benefits, effective January 1, 2022. Changes made to your benefits during the Open Enrollment period of November 2, 2021, through November 16, 2021, until 11:59 p.m., will be effective January 1, 2022. For full-time employees, the first deductions will be taken on the payroll date of January 14, 2022.

During this period, you may make changes to your current benefits, delete, or add an eligible dependent.

No. You and your eligible dependent(s) must be covered with the same benefit plan and provider.

Yes. You may decline healthcare coverage. You are required to complete the Declination of Healthcare Coverage Affidavit and submit it with proof of other group or state-funded healthcare to the Office of Risk and Benefits Management. If you do not provide this required documentation, you will be automatically assigned to the Cigna SureFit (employee only) healthcare plan retroactively to the beginning of the plan year. Enrollment in an individual healthcare plan does not qualify.

Note: In order to decline healthcare coverage, you must have other group or state-funded healthcare coverage. If not, you are ineligible to decline healthcare coverage and the School Board will collect the medical opt out money you’ve received retroactively via payroll.

In lieu of healthcare coverage, you will receive $100 per month paid bi-weekly through the payroll system, based on our deduction pay schedule (subject to withholding and FICA) as follows:

• 10-month employees will receive their payments in 20 paychecks.
• 11-month employees will receive their payments in 24 paychecks.
• 12-month employees will receive their payments in 26 paychecks.

You are required to complete the Declination of Healthcare Coverage Affidavit and submit it with proof of other group or state-funded healthcare to the Office of Risk and Benefits Management. If you do not provide this required documentation, you will be automatically assigned to the Cigna SureFit (employee only) healthcare plan retroactively to the beginning of the plan year and the School Board will collect the medical opt out money you’ve received retroactively via payroll.

Yes. Prior to enrollment you can view your 2021 Benefits Statement and verify you are enrolled in the benefits you need. Once you complete your 2022 benefit election, you will be able to print your Employee Benefits Confirmation Statement.

The Cigna Healthcare plans being offered are: Cigna Open Access Plan High, Open Access Plan Standard, and SureFit.

Yes. The Cigna SureFit Plan, employee-only coverage, is being offered at no cost to all benefits-eligible employees.

To view participating providers in Cigna: log in to www.mycigna.com and click on “Find a Provider”.

During the online enrollment, the application will display an Affidavit and you will be given the opportunity to click on the box that best describes the status of your dependent’s group coverage.   

• If you cover your spouse/domestic partner on your healthcare plan and your spouse/domestic partner has coverage available from his/her own employer, an additional annual surcharge of $500 will be charged. The annual surcharge will be billed on a bi-weekly basis according to your pay schedule.
• If you cover your spouse/domestic partner on your healthcare plan and your spouse/domestic partner does not have an employer-sponsored healthcare plan available to him/her, the spousal surcharge will not be applied.

If not previously submitted, you will need to submit dependent eligibility verification. Otherwise, your dependent’s coverage may be terminated.

Yes. Your currently enrolled dependent adult child’s, age 26-30, coverage will continue. However, you must submit dependent eligibility documentation with the completed enrollment form by the enrollment deadline. A dependent adult child, who reaches age 30, will have his coverage terminated at the end of the calendar year in which he reached the age of 30.

Once your leave is approved and the Office of Risk and Benefits Management receives notification, you will be eligible for applicable benefits in accordance to your Bargaining Unit and type of leave. You will be billed for employer-paid benefits in accordance to the type of leave and labor contact. Additionally, you will be billed for all employee-paid benefits.

Miami-Dade County Public Schools implements the Family and Medical Leave Act of 1993 (FMLA) through provisions contained in the School Board Rules and collective bargaining agreements.

For questions regarding your benefits while on leave, please call the Leave Billing Specialist at 305-995-7458.

Your coverage will cease at the end of the calendar month in which employment terminates. Benefits will remain in effect through August 31st for 10-month employees who terminate employment during the last month of the school year.

Note: An individual who loses coverage under the plan becomes entitled to elect COBRA. The individual has the right to continue his or her medical, dental, and vision coverage under COBRA law for a period of 18 months and/or Medical FSA deposits until the end of the plan year following the termination of employment. If you have any questions, please contact TASC Customer Care by phone at (800) 422-4661.