Employee Benefit Highlights
2023 | 2024
City of Dunedin
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Employee Benefit Highlights
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2023-2024
Table of Contents
Introduction 1
Online Benefit Enrollment 1
Group Insurance Eligibility 2-3
Qualifying Events and Section 125 3
Medical Insurance 4-8
Other Available Plan Resources 5
Telehealth 5
Cigna OAP HDHP with HSA Plan At-A-Glance 6
Cigna OAPIN Base with HRA Plan At-A-Glance 7
Cigna OAPIN Buy Up with HRA Plan At-A-Glance 8
Health Savings Account 9
Employee Wellness Incentive Program 10
Health Reimbursement Account 10
Expenses Eligible for Reimbursement 11
Dental Insurance 12
Cigna DHMO Plan At-A-Glance 13-14
Cigna Dental PPO Plan At-A-Glance 15
Vision Insurance 16
Cigna Vision Plan At-A-Glance 17
Flexible Spending Accounts 18-19
Basic Life and AD&D Insurance 20
Voluntary Life Insurance 20-21
Short Term Disability 21
Voluntary Long Term Disability 22
Employee Assistance Program 22-23
Supplemental Insurance 23
Legal & Identity Theft Plan 24
Retirement Plan 24-25
City Programs 25
Leave Types 25
2023-2024 Rate Summaries 26-28
Claims, Billing & Benefit Assistance 29
Notes 29-31
This booklet is merely a summary of employee benefits. For a full description, refer to the plan document. Where conflict exists between this summary and the plan document, the plan document controls.
The City reserves the right to amend, modify or terminate the plan at any time. This booklet should not be construed as a guarantee of employment.
City of Dunedin
|
Employee Benefit Highlights
|
2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Contact Information
Human Resources Paula McLemore
Phone: (727) 298-3044
Email: pmclemore@dunedinfl.net
Online Benefit Enrollment Bentek
Customer Service: (888) 5-Bentek (523-6835)
Email: [email protected]
www.mybentek.com/dunedin
Medical Insurance Cigna Healthcare
Customer Service: (800) 244-6224
www.mycigna.com
Prescription Mail-Order Program Cigna/Express Scripts Pharmacy
Customer Service: (800) 835-3784
www.mycigna.com
Health Savings Account Cigna
Customer Service: (800) 244-6224
www.mycigna.com
Employee Wellness Program Vitality
Customer Service: (877) 224-7117
www.PowerofVitality.com
Health Reimbursement Account Cigna
Customer Service: (800) 244-6224
www.mycigna.com
Dental Insurance Cigna Healthcare
Customer Service: (800) 244-6224
www.mycigna.com
Vision Insurance Cigna Vision
Customer Service: (888) 353-2653
www.mycigna.com
Flexible Spending Accounts Cigna
Customer Service: (800) 244-6224
www.mycigna.com
Basic Life and AD&D Insurance and Voluntary Life
Insurance
New York Life Group Benefit Solutions
Customer Service: (800) 362-4462
www.mynylgbs.com
Short Term Disability Insurance The Standard
Customer Service: (800) 368-2859
www.standard.com
Voluntary Long Term Disability Insurance The Standard
Customer Service: (800) 368-1135
www.standard.com
Employee Assistance Program
Cigna Behavioral Health
Customer Service: (877) 622-4327
www.mycigna.com
The Standard
Customer Service: (888) 293-6948
www.healthadvocate.com/standard3
Supplemental Insurance
Aflac
Agent: Terri Scully
Phone: (727) 742-5285 | Email: terri.benefi[email protected]om
www.aflac.com
Colonial
Customer Service: (800) 325-4368
Agent: Shirley Drake | Phone: (727) 538-2960, Ext. 3
www.coloniallife.com
Legal Insurance LegalShield
Agent: Barry Olfern
Phone: (954) 655-2446
https://shieldbenefits.com/dunedin
Pet Insurance Nationwide Voluntary Pet Insurance
Customer Service: (800) 540-2016
www.petinsurance.com/dunedingov
Retirement Plans
FRS
Customer Service: (844) 377-1888
http://frs.myflorida.com
Empower Retirement
Agent: Christina Constantine
Phone: (727) 282-7048
Email: christina.constantine@empower-retirement.com
www.empower-retirement.com
Firefighters Retirement System
Agent: Patrick Kroeger
Phone: (727) 773-1598 | Email: pkroeger@tampabay.rr.com
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City of Dunedin
|
Employee Benefit Highlights
|
2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Introduction
The City of Dunedin provides group insurance benefits to eligible employees.
The Employee Benefit Highlights Booklet provides a general summary of the
benefit options as a convenient reference. Please refer to the City's Personnel
Policies and/or Certificates of Coverage for detailed descriptions of all available
employee benefit programs and stipulations therein. If employee requires
further explanation or needs assistance regarding claims processing, please
refer to the customer service phone numbers under each benefit description
heading or contact Human Resources for further information.
Online Benefit Enrollment
The City provides employees with an online benefits enrollment
platform through Bentek’s Employee Benefits Center (EBC). The EBC
provides benefit-eligible employees the ability to select or change
insurance benefits online during the annual Open Enrollment Period,
New Hire Orientation, or for Qualifying Life Events.
Accessible 24 hours a day, throughout the year, employee may log
in and review comprehensive information regarding benefit plans,
and view and print an outline of benefit elections for employee and
dependent(s). Employee also has access to important forms and carrier
links, can report qualifying life events and review and make changes to
Life insurance beneficiary designations.
To Access the Employee Benefits Center:
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Log on to www.mybentek.com/dunedin
Please Note: Link must be addressed exactly as written. Due to
security reasons, the website cannot be accessed by Google or
other search engines.
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Sign in using a previously created username and password or
click "Create an Account" to set up a username and password.
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If employee has forgotten username and/or password, click
on the link “Forgot Username/Password” and follow the
instructions.
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Once logged on, navigate using the Launchpad to review
current enrollment, learn about benefit options, and make
any benefit changes or update beneficiary designations.
For technical issues directly related to using the EBC, please
call (888) 5-Bentek (523-6835) or email Bentek Support at
support@mybentek.com, Monday through Friday during regular
business hours 8:30am - 5:00pm.
To access Bentek using a mobile
device, scan code.
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City of Dunedin
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Employee Benefit Highlights
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2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Group Insurance Eligibility
The City's group insurance plan year is
October 1 through September 30.
Employee Eligibility
Employees are eligible to participate in the City’s insurance plans if they are
benefit-eligible employees working a minimum of 35 or more hours per week.
Employees working more than 30 hours per week, but less than 35 hours per
week, on a year round basis, may elect to participate in the City’s Base HMO
medical plan option only.
Coverage will be effective the first day of the month following 30 calendar
days of employment. For example, if employee is hired on April 11, then the
effective date of coverage will be June 1.
Separation of Employment
If employee separates employment from the City, insurance will continue
through the end of month in which separation occurred. COBRA continuation
of coverage may be available as applicable by law.
Dependent Eligibility
A dependent is defined as the legal spouse/domestic partner and/or
dependent child(ren) of the participant or spouse/domestic partner. The term
“child” includes any of the following:
• A natural child
• A stepchild
• A legally adopted child
• A newborn child (up to the age of 18 months) of a covered
dependent (Florida)
• A child for whom legal guardianship has been awarded to the
participant or the participant’s spouse/domestic partner
Dependent Age Requirements
Medical Coverage: A dependent child may be covered through the
end of the calendar year in which the child turns age 26. An over-
age dependent may continue to be covered on the medical plan to
the end of the calendar year in which the child reaches age 30, if the
dependent meets the following requirements:
• Unmarried with no dependents; and
• A Florida resident, or full-time or part-time student; and
• Otherwise uninsured; and
• Not entitled to Medicare benefits under Title XVIII of the
Social Security Act, unless the child is disabled.
Dental Coverage: A dependent child may be covered through the
end of the calendar year in which child turns age 26.
Vision Coverage: A dependent child may be covered through the
end of the calendar year in which child turns age 26.
Please see Taxable Dependents if covering eligible over-age dependents.
Disabled Dependents
Coverage for an unmarried dependent child may be continued beyond age 26 if:
• The dependent is physically or mentally disabled and incapable of
self-sustaining employment (prior to age 26); and
• Primarily dependent upon the employee for support; and
• The dependent is otherwise eligible for coverage under the group
medical plan; and
• The dependent has been continuously insured
Proof of disability will be required upon request. Please contact Human
Resources if further clarification is needed.
Taxable Dependents
Employee covering adult child(ren) under employee's group medical insurance plan may continue to have the related coverage premiums payroll deducted on a pre-tax
basis through the end of the calendar year in which dependent child reaches age 26. Beginning January 1 of the calendar year in which dependent child reaches age
27 through the end of the calendar year in which the dependent child reaches age 30, imputed income must be reported on the employee’s W-2 for that entire tax year
and will be subject to all applicable Federal, Social Security and Medicare taxes. Imputed income is the dollar value of insurance coverage attributable to covering each
adult dependent child. Contact Human Resources for further details if covering an adult dependent child who will turn age 27 any time during the upcoming calendar
year or for more information.
Please Note: There is no imputed income if adult dependent child is eligible to be claimed as a dependent for Federal income tax purposes on the employee’s tax return.
OCTOBER
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City of Dunedin
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Employee Benefit Highlights
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2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Group Insurance Eligibility (Continued)
Domestic Partner Coverage
Domestic partners may be eligible to participate in the City’s group medical, dental and vision insurance plans and will be required to complete a City of Dunedin
Declaration of Domestic Partnership. IRS guidelines state that employee may not receive a tax advantage on any portion of premiums paid related to domestic partner
coverage. Employees insuring domestic partners and/or child dependent(s) of a domestic partner will see the insurance premium deductions on a post-tax basis, and
any amount subsidized by the employer will be reported as “imputed income” to employee. Employee may contact Human Resources for further details and rates
if employee is covering a domestic partner at any time during the upcoming calendar year. Upon termination of the domestic partnership, please contact Human
Resources for the applicable forms. Please note, domestic partners are not eligible for COBRA continuation of coverage.
Qualifying Events and Section 125
Section 125 of the Internal Revenue Code
Premiums for medical, dental, vision insurance and/or certain supplemental policies and contributions to Flexible Spending Accounts (FSA) are deducted through a
Cafeteria Plan established under Section 125 of the Internal Revenue Code and are pre-taxed to the extent permitted. Under Section 125, changes to employee’s pre-tax
benefits can be made ONLY during the Open Enrollment period unless the employee or qualified dependent(s) experience(s) a Qualifying Event and the request to make
a change is made within 30 days of the Qualifying Event.
Under certain circumstances, employee may be allowed to make changes to benefit elections during the plan year, if the event affects the employee, spouse or
dependent’s coverage eligibility. An “eligible” Qualifying Event is determined by Section 125 of the Internal Revenue Code. Any requested changes must be consistent
with and due to the Qualifying Event.
Examples of Qualifying Events:
• Employee gets married or divorced
• Birth of a child
• Employee gains legal custody or adopts a child
• Employee’s spouse and/or other dependent(s) die(s)
• Loss or gain of coverage due to employee, employee's spouse and/
or dependent(s) termination or start of employment
• An increase or decrease in employee's work hours causes eligibility
or ineligibility
• A covered dependent no longer meets eligibility criteria for coverage
• A child gains or loses coverage with other parent or legal guardian
• Change of coverage under an employer’s plan
• Gain or loss of Medicare coverage
• Losing or becoming eligible for coverage under a State Medicaid
or CHIP (including Florida Kid Care) program (60 day notification
period)
IMPORTANT NOTES
If employee experiences a Qualifying Event, Human Resources must
be contacted within 30 days of the Qualifying Event to make
the appropriate changes to employee’s coverage. Employee may be
required to furnish valid documentation supporting a change in status
or “Qualifying Event”. If approved, changes may be effective the date of
the Qualifying Event or the first of the month following the Qualifying
Event. Qualifying Events will be processed in accordance with
employer and carrier eligibility policy. Newborns are effective on the
date of birth. Beyond 30 days, requests will be denied and employee
may be responsible, both legally and financially, for any claim and/or
expense incurred as a result of employee or dependent who continues
to be enrolled but no longer meets eligibility requirements.
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City of Dunedin
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Employee Benefit Highlights
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2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Medical Insurance
The City offers medical insurance through Cigna Healthcare to benefit-eligible employees. The costs per pay period for coverage are listed in the premium tables below
and a brief summary of benefits is provided on the following pages. For more detailed information about the medical plans, please refer to the carrier's Summary of
Benefits and Coverage (SBC) document or contact Cigna's customer service.
Medical Insurance – Cigna OAP HDHP Plan with HSA
26 Payroll Deductions Per Plan Year
Tier of Coverage
Total Premium
Per Month
City Portion
Per Month
Employee Portion
Per Month
Payroll Deduction
Per Pay Period
Employee Only $724.90 $700.56 $24.34 $11.23
Employee + One $1,388.34 $1,152.88 $235.46 $108.67
Employee + Family $2,105.56 $1,595.04 $510.52 $235.62
Medical Insurance – Cigna OAPIN Base Plan with HRA
26 Payroll Deductions Per Plan Year
Tier of Coverage
Total Premium
Per Month
City Portion
Per Month
Employee Portion
Per Month
Payroll Deduction
Per Pay Period
Employee Only $880.86 $851.58 $29.28 $13.51
Employee + One $1,687.00 $1,403.80 $283.20 $130.71
Employee + Family $2,558.54 $1,975.84 $582.70 $268.94
Medical Insurance – Cigna OAPIN Buy Up Plan with HRA
26 Payroll Deductions Per Plan Year
Tier of Coverage
Total Premium
Per Month
City Portion
Per Month
Employee Portion
Per Month
Payroll Deduction
Per Pay Period
Employee Only $1,070.16 $935.78 $134.38 $62.02
Employee + One $2,102.30 $1,509.74 $592.56 $273.49
Employee + Family $3,230.72 $2,133.80 $1,096.92 $506.27
Cigna Healthcare | Customer Service: (800) 244-6224 | www.mycigna.com
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City of Dunedin
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Employee Benefit Highlights
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2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Medical Insurance (Continued)
Medical Opt Out Benefit
If employee is covered by another medical insurance plan (example: an
individual policy, as a dependent under a spouse’s policy, military insurance,
etc.) and wishes to opt out of the City’s medical insurance plan, the employee
will receive $75.00 biweekly (this is taxable income).
However, employee will still be enrolled in employer paid coverage’s such as
Basic Life, Accidental Death and Dismemberment, Short Term Disability, and
the Employee Assistance Program (EAP) at no cost to employee. The City may
request proof of other medical insurance (i.e., certificate of insurance, copy of
identification card, or copy of current policy) and employee's signed declination
form. Employee will be required to verify this information on an annual basis
and notify the City of any changes to employee's insurance.
Medical Plan Resources
Cigna offers all enrolled employees and dependents additional services
and discounts through value added programs. For more details regarding
other available plan resources, please contact Cigna's customer service at
(800) 244-6224 or visit www.cigna.com.
Summary of Benefits and Coverage
A Summary of Benefits & Coverage (SBC) for the Medical Plan is provided as a
supplement to this booklet being distributed to new hires and existing employees
during the Open Enrollment period. The summary is an important item in
understanding employee benefit options. A free paper copy of the SBC document may
be requested or is available as follows:
From: Human Resources
Address: 737 Louden Ave
Dunedin, FL 34698
Phone: (727) 298-3044
Email: pmclemore@dunedinfl.net
Website URL: www.mybentek.com/dunedin
The SBC is only a summary of the plan’s coverage. A copy of the plan document, policy,
or certificate of coverage should be consulted to determine the governing contractual
provisions of the coverage. A copy of the group certificate of coverage can be reviewed
and obtained by contacting Human Resources or on the following web address:
www.mybentek.com/dunedin.
If there are any questions about the plan offerings or coverage options, please contact
Human Resources at (727) 298-3044.
Telehealth
Cigna provides access to telehealth services as part of the medical plan.
MDLIVE is a convenient phone and video consultation company that provides
immediate medical assistance for many conditions.
The benefit is provided to all enrolled members. Registration is required and
should be completed ahead of time. This program allows members 24 hours
a day, seven (7) days a week on-demand access to affordable medical care via
phone and online video consultations when needing immediate care for non-
emergency medical issues. Telehealth should be considered when employee's
primary care doctor is unavailable, after-hours or on holidays for non-
emergency needs. Many urgent care ailments can be treated with telehealth,
such as:
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Sore Throat
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Headache
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Stomachache
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Fever
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Cold And Flu
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Allergies
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Rash
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Acne
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UTIs And More
Telehealth doctors do not replace employee's primary care physician but
may be a convenient alternative for urgent care and ER visits. For further
information please contact MDLIVE through Cigna.
OAP HDHP Plan Services Cost Per Visit
Primary Care Services 20% After PYD
Specialty Care Services 20% After PYD
OAPIN Base Plan Services Cost Per Visit
Primary Care Services $35.00 Copay
Specialty Care Services $45.00 Copay
OAPIN Buy Up Plan Services Cost Per Visit
Primary Care Services $20.00 Copay
Specialty Care Services $35.00 Copay
MDLIVE | Customer Service: (888) 726-3171 | www.mycigna.com
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City of Dunedin
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Employee Benefit Highlights
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2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Cigna OAP HDHP with HSA Plan At-A-Glance
Network Open Access Plus
Plan Year Deductible (PYD) October 1-September 30 In-Network Out-of-Network*
Single $2,000 $6,000
Family $4,000 $12,000
Coinsurance
Member Responsibility 20% 50%
Plan Year Out-of-Pocket Limit October 1-September 30
Single $3,400 $10,200
Family $6,800 $20,400
What Applies to the Out-of-Pocket Limit? Deductible, Coinsurance, Copays and Rx
Physician Services
Primary Care Physician (PCP) Office Visit 20% After PYD 50% After PYD
Specialist Office Visit (No Referral Required) 20% After PYD 50% After PYD
Non-Hospital Services; Freestanding Facility
Clinical Lab (Bloodwork)** 20% After PYD 50% After PYD
X-rays 20% After PYD 50% After PYD
Advanced Imaging (MRI, PET, CT) 20% After PYD 50% After PYD
Outpatient Surgery in Surgical Center 20% After PYD 50% After PYD
Physician Services at Surgical Center 20% After PYD 50% After PYD
Urgent Care (Per Visit) 20% After PYD 50% After PYD
Hospital Services
Inpatient Hospital 20% After PYD 50% After PYD
Outpatient Hospital (Per Visit) 20% After PYD 50% After PYD
Physician Services at Hospital 20% After PYD 50% After PYD
Emergency Room (Per Visit; Waived if Admitted) 20% After PYD 20% after INN PYD
Mental Health/Alcohol & Substance Abuse
Inpatient Hospitalization (Per Admission) 20% After PYD 50% After PYD
Outpatient Services (Per Visit) 20% After PYD 50% After PYD
Prescription Drugs (Rx)
Generic $15 After PYD
50% After PYD
Preferred Brand $30 After PYD
Non-Preferred Brand $55 After PYD
Specialty 20% After PYD ($250 Per Rx Maximum)
Mail-Order Drug (90-Day Supply)*** 2x Retail Copay After PYD 50% After PYD
Locate a Provider
To search for a participating provider,
contact Cigna's customer service or visit
www.mycigna.com. When completing
the necessary search criteria, select Open
Access Plus network.
Plan References
*Out-Of-Network Balance Billing:
For information regarding out-of-
network balance billing that may be
charged by out-of-network providers,
please refer to the Summary of Benefits
and Coverage (SBC) document.
** Quest Diagnostics and LabCorp
are the preferred labs for bloodwork
through Cigna. When using a lab other
than LabCorp or Quest, please confirm
they are contracted with Cigna's Open
Access Plus prior to receiving services.
*** Excludes Specialty Drugs
Important Notes
• Ambulance services are usually out-
of-network.
• The plan's deductible and out of pocket
limit accumulate on a plan year basis
(October 1 - September 30)
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City of Dunedin
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Employee Benefit Highlights
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2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Locate a Provider
To search for a participating provider,
contact Cigna's customer service or visit
www.mycigna.com. When completing
the necessary search criteria, select Open
Access Plus In network.
Plan References
* Quest Diagnostics and LabCorp are the
preferred labs for bloodwork through
Cigna. When using a lab other than
LabCorp or Quest, please confirm they
are contracted with Cigna's Open Access
Plus In-network prior to receiving
services.
** Excludes Specialty Drugs
Important Notes
• Services received by providers or
facilities not in the Cigna's Open Access
Plus In network will be denied.
• Ambulance services are usually out-
of-network.
• The plan's deductible and out-of-
pocket limit accumulate on a plan year
basis (October 1 - September 30)
Cigna OAPIN Base with HRA Plan At-A-Glance
Network Open Access Plus In-Network
Plan Year Deductible (PYD) October 1-September 30 In-Network
Single $1,000
Family $2,000
Coinsurance
Member Responsibility 30%
Plan Year Out-of-Pocket Limit October 1-September 30
Single $2,500
Family $5,000
What Applies to the Out-of-Pocket Limit? Deductible, Coinsurance, Copays and Rx
Physician Services
Primary Care Physician (PCP) Office Visit $35 Copay
Specialist Office Visit (No Referral Required) $45 Copay
Non-Hospital Services; Freestanding Facility
Clinical Lab (Bloodwork)* No Charge
X-rays No Charge
Advanced Imaging (MRI, PET, CT) No Charge
Outpatient Surgery in Surgical Center 30% After PYD
Physician Services at Surgical Center No Charge
Urgent Care (Per Visit) $40 Copay
Hospital Services
Inpatient Hospital (Per Admission) 30% After PYD
Outpatient Hospital (Per Visit) 30% After PYD
Physician Services at Hospital No Charge
Emergency Room (Per Visit; Waived if Admitted) $150 Copay
Mental Health/Alcohol & Substance Abuse
Inpatient Hospitalization (Per Admission) 30% After PYD
Outpatient Services (Per Visit) $35 Copay
Prescription Drugs (Rx)
Generic $15 Copay
Preferred $30 Copay
Non-Preferred $55 Copay
Specialty 25% Coinsurance ($250 Per Rx Maximum)
Mail-Order Drug (90-Day Supply) ** 2x Retail Copay
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City of Dunedin
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Employee Benefit Highlights
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2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Locate a Provider
To search for a participating provider,
contact Cigna's customer service or visit
www.mycigna.com. When completing
the necessary search criteria, select Open
Access Plus In- network.
Plan References
* Quest Diagnostics and LabCorp are the
preferred labs for bloodwork through
Cigna. When using a lab other than
LabCorp or Quest, please confirm they
are contracted with Cigna's Open Access
Plus In-network prior to receiving
services
** Excludes Specialty Drugs .
Important Notes
• Services received by providers or
facilities not in the Cigna's Open Access
Plus In-network will be denied.
• Ambulance services are usually out-
of-network.
• The plan's deductible and out-of-
pocket limit accumulate on a plan year
basis (October 1 - September 30)
Cigna OAPIN Buy-Up with HRA Plan At-A-Glance
Network Open Access Plus In-Network
Plan Year Deductible (PYD) October 1-September 30 In-Network
Single Does Not Apply
Family Does Not Apply
Coinsurance
Member Responsibility 0%
Plan Year Out-of-Pocket Limit October 1-September 30
Single $2,500
Family $5,000
What Applies to the Out-of-Pocket Limit? Coinsurance, Copays and Rx
Physician Services
Primary Care Physician (PCP) Office Visit $20 Copay
Specialist Office Visit (No Referral Required) $35 Copay
Non-Hospital Services; Freestanding Facility
Clinical Lab (Bloodwork)* No Charge
X-rays No Charge
Advanced Imaging (MRI, PET, CT) No Charge
Outpatient Surgery in Surgical Center $250 Copay
Physician Services at Surgical Center No Charge
Urgent Care (Per Visit) $35 Copay
Hospital Services
Inpatient Hospital (PerAdmission) $500 Copay
Outpatient Hospital (Per Visit) $250 Copay
Physician Services at Hospital No Charge
Emergency Room (Per Visit; Waived if Admitted) $150 Copay
Mental Health/Alcohol & Substance Abuse
Inpatient Hospitalization (Per Admission) $500 Copay
Outpatient Services (Per Visit) $20 Copay
Prescription Drugs (Rx)
Generic $10 Copay
Preferred $25 Copay
Non-Preferred $50 Copay
Specialty 25% Coinsurance ($250 Per Rx Maximum)
Mail-Order Drug (90-Day Supply) ** 2x Retail Copay
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City of Dunedin
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Employee Benefit Highlights
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2023-2024
© 2016, Gehring Group, Inc., All Rights Reserved
Health Savings Account
The Cigna OAP HDHP Plan complies with the Internal Revenue Service (IRS) requirements and qualifies enrollee to open a Health Savings Account (HSA). An HSA is an
interest-bearing account where funds may be used to help pay employee and dependent(s) deductible, coinsurance and any qualified health care expenses not covered
by the plan.
2023-2024 Plan Year Funding:
• The City will fund employee only HSA's $500 for 12 months.*
• The City will fund employee + one HSA's $1,000 for 12 months.*
• The City will fund employee + family HSA's $1,500 for 12 months.*
*The City funding is in addition to any voluntary amount funded.
Employee may opt to fund an HSA via pre-tax evenly dispersed payroll
deductions or in a lump sum payroll deduction. Employee contributions to an
HSA may also be made on an after-tax basis and taken as an above-the-line
deduction on employee's tax return (making such contributions tax-free).
• 2023 IRS Contribution Limitations: $3,850 (individual coverage);
$7,750 (family coverage)
• 2024 IRS Contribution Limitations: $4,150 (individual coverage);
$8,300 (family coverage)
Guidelines regarding the HSAs are established by the IRS.
What to know about an HSA
• Employee owns the HSA funds from day one and decides how and
when to spend the money.
• No use-it-or lose-it rules; funds are in the account when needed,
now or in the future. Participant cannot fund a traditional Health
Care FSA, however, participant may fund a Limited Purpose FSA for
dental and vision expenses only.
• HSA funds may earn interest.
• The HSA will be funded with employer contributions. If employee
chooses to fund the remaining IRS HSA Combined Contribution
Limit balance they may do so with pre-tax payroll deductions.
• HSA dollars may be used tax-free for all eligible medical expenses.
• HSA funds are portable from one employer to another. Accumulated
funds can help employee plan for retirement.
• An account holder may write a check or withdraw funds with a
Health Savings Account Debit Card.
• A monthly per account service fee, determined by the bank, may be
deducted automatically from the HSA.
• Account holder can access HSA statement at any time to track
account balance and activity online at www.mycigna.com.
• To be eligible to open an HSA, employee must be covered by the
Cigna OAP HDHP Plan. Employee may not be covered under another
medical plan that is not a Cigna OAP HDHP plan including a plan
the employee's spouse may have selected where he/she has family
coverage. Please note: Eligibility status to qualify for an HSA is
specifically driven by the City employee and NOT the dependents.
• HSA funds can be used for dependent(s) even if dependent is not
enrolled in the employee’s group insurance benefits as long as the
dependent is a qualified tax dependent.
• Over-age dependent is not able to use HSA funds for qualified
expenses, even if dependent is covered under the medical plan as
Federal law does not recognize them as a qualified dependent.
• If employee is enrolled in Medicare, TRICARE or TRICARE for Life,
the employee is not eligible to contribute funds into an HSA. In
addition, the IRS prohibits the City from contributing HSA funds
into the account. If employee is not enrolled in Medicare, TRICARE or
TRICARE for Life, then employee is eligible to enroll and contribute
into the HSA up to the 2023/2024 maximum contribution amounts.
• Active employee NOT on Medicare but with a spouse enrolled in
Medicare: Any active employee who is covering a spouse that is
enrolled in Medicare is eligible to enroll and contribute into the
HSA up to the maximum contribution amounts. These funds can be
utilized for the active employee and spouse expenses.
• Active employee ON Medicare and with a spouse NOT enrolled in
Medicare: Any active employee who is enrolled in Medicare and
covering a spouse may not contribute or receive HSA funding. Any
remaining balance in the HSA can be utilized until there are no
funds remaining.
*Please contact Human Resources for further information regarding funding
variations of employer HSA contributions.
Cigna | Customer Service: (800) 244-6224 | www.mycigna.com
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© 2016, Gehring Group, Inc., All Rights Reserved
Employee Wellness Incentive Program
For the 2023-2024 plan year, the City will contribute money into an HRA account
for any employee enrolled in the City’s medical plans based upon participation in
the City’s Employee Wellness Incentive Program, Vitality. Wellness funds for HDHP
Plan participants will go into the employee's HSA.
Vitality Program
Vitality is an interactive, personalized and fun voluntary wellness program
that rewards medical plan participants by awarding points for completing
various healthy lifestyle activities, including online educational assessments,
preventive screenings and fitness activities. Points accumulated are ultimately
redeemable for rewards. The more members engage in Vitality, the more
points they can earn.
Participation in the Vitality Program will affect HRA funding for future years.
For more information regarding the Vitality program, please contact Vitality's
customer service or visit www.PowerofVitality.com
Vitality
Customer Service: (877) 224-7117 | www.PowerofVitality.com
Biometric Screenings, Flu Shots and Nicotine Tests
To schedule an appointment for Biometric Screening, Flu Shots or Nicotine
Testing employees may contact Health & Wellness Professionals.
Health & Wellness Professionals
1700 N McMullen Booth Rd. Unit C4
Clearwater, FL 33759
Phone: (727) 669-4551
Health Reimbursement Account
The City will continue to contribute to an HRA account for employees who
participate in either the Cigna OAPIN Base Plan or Cigna OAPIN Buy-Up
medical plans. The City utilizes Cigna for the administration of the Health
Reimbursement Account (HRA). HRA monies are funded by the City and may
be used for any qualified medical expenses such as copayments, deductibles
and coinsurance for physician services, hospital services, prescription drugs,
dental and vision services, etc. The HRA monies provide tax-free funds to cover
expenses incurred under the medical plan.
HRA Funding Allotment
HRA funding for 2023-2024 will be based upon an employee's participation
in the City's Employee Wellness Incentive Program, Humana Go365. Future
funding will be based on the City’s Employee Wellness Incentive Program,
Vitality.
• Funding for the October 1, 2023 plan year will be determined by the
Go365 Status level of the employee as of September 1, 2023.
For more information regarding the Employee Wellness Incentive Program,
Vitality, please contact Human Resources.
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© 2016, Gehring Group, Inc., All Rights Reserved
Health Reimbursement Account (Continued)
Retain Receipts
During the year, employee should keep all receipts and documentation for
prescriptions and medical related expenses for all transactions, if needed, to
verify a claim for HSA Bank or for IRS taxes. If asked to produce documentation,
a valid Explanation of Benefits (EOB) and receipt of payment for the services
rendered will be sufficient.
How to Check Available HRA Balance
Balance, activity and account history is available online at www.hsabank.com
or by calling Cigna at (800) 244-6224.
Expenses Eligible for Reimbursement
Employee may request reimbursement of expenses for employee or covered
dependent(s). Eligible expenses must be necessary for the diagnosis,
treatment, cure, mitigation or prevention of a specific medical condition.
Cosmetic expenses are not eligible for reimbursement. Reimbursement checks
will be issued to employee throughout the year for incurred expenses up to
the maximum annual benefit amount. Employee has the option to have
reimbursement checks direct deposited into employee's bank account. For
more information regarding eligible expenses, visit www.hsabank.com or by
calling Cigna at (800) 244-6224. Please note that domestic partners are not
eligible to use the HRA as federal law does not recognize them as a qualified
dependent.
File a Claim
Debit Card
Each employee will be provided with a debit card to use for payment of out-
of-pocket medical expenses. This may prevent employee from having to pay
an expense first and then seek reimbursement. However, employee may be
required to submit documentation of any expenses that do not match a copay
associated with specific service under the plan.
Cigna | Customer Service: (800) 244-6224 | www.mycigna.com
All claims must be filed within 90 days after the end of the
plan year (September 30, 2024), or 30 days from the date
employee becomes ineligible to file for expenses incurred while
participating during the plan year.
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© 2016, Gehring Group, Inc., All Rights Reserved
Dental Insurance
Cigna DHMO Plan
The City offers dental insurance through Cigna Healthcare to benefit-eligible employees. The costs per pay period for coverage are listed in the premium table below
and a brief summary of benefits is provided on the following page. For more detailed information about the dental plan, please refer to the carrier's summary plan
document or contact Cigna's customer service.
Dental Insurance – Cigna Dental DHMO Plan
26 Payroll Deductions Per Plan Year
Tier of Coverage
Total Premium
Per Month
City Portion
Per Month
Employee Portion
Per Month
Payroll Deduction
Per Pay Period
Employee Only $13.95 $13.95 $0.00 $0.00
Employee + Family $29.80 $12.52 $17.28 $7.98
In-Network Benefits
The DHMO plan is an in-network only plan that requires all services be received
by a Primary Dental Provider (PDP). Employee and dependent(s) may select
any participating dentist in the Cigna DHMO Access Plus network to receive
covered services. There is no coverage for services received out-of-network.
The DHMO plan’s schedule of benefits is set forth by the Patient Charge Schedule
(fee schedule) which is highlighted on the following page. Please refer to the
summary plan document for a detailed listing of charges and benefits.
Out-of-Network Benefits
The DHMO plan does not cover any services rendered by out-of-network
facilities or providers.
Plan Year Deductible
There is no plan year deductible.
Plan Year Benefit Maximum
There is no benefit maximum.
IMPORTANT NOTES
• Each covered family member may receive two (2) routine cleanings per plan year
(one (1) every six (6) months) covered under the preventive benefit. Additional
cleanings are available at the charge of a copay.
• Prior authorization is not required for specialty referrals for Endodontic and
Pediatric Services.
• Waiting periods and age limitations may apply for some services.
The summary on the following page has been provided as a convenient
reference. For a full listing of covered services, please see the plan’s Schedule
of Benefits or contact Cigna's customer service.
Cigna Healthcare | Customer Service: (800) 244-6224 | www.mycigna.com
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© 2016, Gehring Group, Inc., All Rights Reserved
Cigna DHMO Plan At-A-Glance
Network Access Plus
Plan Year Deductible (PYD) October 1-September 30 In-Network Only
Per Member
Does Not Apply
Per Family
Waived for Class I Services?
Class I Services: Diagnostic & Preventive Care Code In-Network
Office Visit 9430 $0
Routine Oral Exam (2 Per Calendar Year) 0120 $0
Routine Cleanings (2 Per Calendar Year) 1110/1120 $0
Bitewing X-rays (4 Films) 0274 $0
Complete X-rays 0210 $0
Fluoride 1208 $0
Sealants (Per Tooth) 1351 $12 Copay
Emergency Care to Relieve Pain (During Regular Hours) 9999 $0
Class II Services: Basic Restorative Care
Fillings (Amalgam; 3 Surface: Primary or Permanent) 2160 $0
Fillings (Composite, 3 Surface: Anterior/Posterior) 2332/2393 $0 / $82 Copay
Simple Extractions (Erupted/Exposed Tooth) 7140 $12 Copay
Surgical Removal of Tooth (Erupted/Impacted) 7210/7240 $53 Copay / $115 Copay
Root Canal Therapy (Molar)* 3330 $335 Copay
Periodontal 4341/4342 $83 Copay / $42 Copay
Deep Cleaning 4355 $65 Copay
Local Anesthesia 9215 $0
Class III Services: Major Restorative Care
Crowns (Porcelain Fused to High Noble Metal) 2750 $450 Copay
Dentures 5110/5120 $625 Copay
Bridges 6240 $450 Copay
Implants 6010 $1,025 Copay
Class IV Services: Orthodontia
Benefit — Child (To Age 19) 8670 $2,040
Benefit — Adult 8670 $2,376
Evaluation $67 Copay
Records/Treatment Planning $195 Copay
Retention 8680 $345 Copay
Locate a Provider
To search for a participating provider,
contact Cigna's customer service or visit
www.mycigna.com. When completing
the necessary search criteria, select
Access Plus network.
Plan References
*Excluding final restoration.
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© 2016, Gehring Group, Inc., All Rights Reserved
Dental Insurance
Cigna Dental PPO Plan
The City offers dental insurance through Cigna Healthcare to benefit-eligible employees. The costs per pay period for coverage are listed in the premium table below
and a brief summary of benefits is provided on the following page. For more detailed information about the dental plan, please refer to the carrier's summary plan
document or contact Cigna's customer service.
Dental Insurance – Cigna Dental PPO Plan
26 Payroll Deductions Per Plan Year
Tier of Coverage
Total Premium
Per Month
City Portion
Per Month
Employee Portion
Per Month
Payroll Deduction
Per Pay Period
Employee Only $32.88 $23.71 $9.17 $4.23
Employee + Family $87.94 $15.47 $72.47 $33.45
In-Network Benefits
The Dental PPO plan provides benefits for services received from in-network
and out-of-network providers. It is also an open-access plan which allows for
services to be received from any dental provider without having to select a
Primary Dental Provider (PDP) or obtain a referral to a specialist. The network
of participating dental providers the plan utilizes is the Cigna Total DPPO
network. These participating dental providers have contractually agreed to
accept Cigna's contracted fee or “allowed amount.” This fee is the maximum
amount a Cigna dental provider can charge a member for a service. The
member is responsible for a Plan Year Deductible (PYD) and then coinsurance
based on the plan’s charge limitations.
Out-of-Network Benefits
Out-of-network benefits are used when member receives services by a non-
participating Cigna Total DPPO network provider. Cigna reimburses out-of-
network services based on what it determines as the Maximum Reimbursable
Charge (MRC). The MRC is defined as the most common charge for a particular
dental procedure performed in a specific geographic area. If services are
received from an out-of-network dentist, the member may be responsible for
balance billing. Balance billing is the difference between Cigna's MRC and the
amount charged by the out-of-network dental provider. Balance billing is in
addition to any applicable plan deductible or coinsurance responsibility.
Plan Year Deductible
The Dental PPO plan requires a $50 individual or a $150 family deductible for
in-network services and a $100 individual or or $300 family deductible for out-
of-network services before most benefits will begin. The deductible is waived
for preventive services.
Plan Year Benefit Maximum
The maximum benefit (coinsurance) the Dental PPO plan will pay for each
covered member is $1,500 for in-network and $1,000 for out-of-network.
Preventive services accumulate towards the benefit maximum. Once the plan's
benefit maximum is met, the member will be responsible for future charges
until next plan year.
IMPORTANT NOTES
• Each covered family member may receive up to three (3) routine cleanings per plan
year covered under the preventive benefit.
• Waiting periods and age limitations for certain services may apply.
• The plan will provide a “Pre-Determination of Benefits” upon request of dental
provider. This will assist with determining an approximate out-of-pocket cost
should employee have the dental work performed. add bullets
• For any dental work expected to cost $200 or more, the plan will provide a “Pre-
Determination of Benefits” upon the request of the dental provider. This will assist
with determining approximate out-of-pocket costs should employee have the
dental work performed.
• Benefit frequency limitations may apply to certain services.
Cigna Healthcare | Customer Service: (800) 244-6224 | www.mycigna.com
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© 2016, Gehring Group, Inc., All Rights Reserved
Locate a Provider
To search for a participating provider,
contact Cigna's customer service or visit
www.mycigna.com. When completing
the necessary search criteria, select
Total Cigna DPPO network.
Plan References
*Out-Of-Network Balance Billing:
For information regarding out-of-
network balance billing that may be
charged by an out-of-network provider,
please refer to the Out-of-Network
Benefits section on the previous page.
Cigna Dental PPO Plan At-A-Glance
Network Total Cigna DPPO
Plan Year Deductible (PYD) October 1-September 30 In-Network Out-of-Network*
Per Member $50 $100
Per Family $150 $300
Waived for Class I Services? Yes
Plan Year Benefit Maximum October 1-September 30
Per Member (Includes Class I Services) $1,500 $1,000
Class I Services: Diagnostic & Preventive Care
Routine Oral Exam
Plan Pays: 100%
Deductible Waived
Plan Pays: 100%
Deductible Waived
(Subject to Balance Billing)
Routine Cleanings (3 Per Year )
Bitewing X-rays (2 Set Per Year)
Complete X-rays (1 Every 3 Years)
Class II Services: Basic Restorative Care
Fillings
Plan Pays: 90% After CYD
Plan Pays: 80% After CYD
(Subject to Balance Billing)
Simple Extractions
Oral Surgery
Endodontics (Root Canal Therapy)
Anesthetics
Class III Services: Major Restorative Care
Crowns
Plan Pays: 60% After CYD
Plan Pays: 50% After CYD
(Subject to Balance Billing)
Dentures
Bridges
Deep Cleaning
Periodontal Services
Class IV Services: Orthodontia
Lifetime Benefit $1,000
Child Benefit (Dependent Children Up To Age 19)
Plan Pays: 50%
Deductible Waived
Plan Pays: 50%
Deductible Waived
(Subject to Balance Billing)
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© 2016, Gehring Group, Inc., All Rights Reserved
Vision Insurance
Cigna Vision PPO Plan
The City offers vision insurance through Cigna Healthcare to benefit-eligible employees. The costs per pay period for coverage are listed in the premium table below and
a brief summary of benefits is provided on the following page. For more detailed information about the vision plan, including exclusions and stipulations, please refer
to the carrier's summary plan document summary or contact Cigna's customer service.
Vision Insurance – Cigna Vision Plan
26 Payroll Deductions Per Plan Year
Tier of Coverage
Total Premium
Per Month
City Portion
Per Month
Employee Portion
Per Month
Payroll Deduction
Per Pay Period
Employee Only $6.00 $0.00 $6.00 $2.77
Employee + One $11.46 $0.00 $11.46 $5.29
Employee + Family $18.64 $0.00 $18.64 $8.60
In-Network Benefits
The vision plan offers employee and covered dependent(s) coverage for routine
eye care, including eye exams, eyeglasses (lenses and frames) or contact
lenses. To schedule an appointment, employee and covered dependent(s) may
select any network provider who participates in the Cigna Vision network. At
the time of service, routine vision examinations and basic optical needs will
be covered as shown on the plan’s schedule of benefits. Cosmetic services and
upgrades will be additional if chosen at the time of the appointment.
Out-of-Network Benefits
Employee and covered dependent(s) may choose to receive services from vision
providers who do not participate in the Cigna Vision network. When going out
of network, the provider will require payment at the time of appointment.
Cigna will then reimburse based on the plan’s out-of-network reimbursement
schedule upon receipt of proof of services rendered.
Calendar Year Deductible
There is no calendar year deductible.
Calendar Year Out-of-Pocket Maximum
There is no out-of-pocket maximum. However, there are benefit reimbursement
maximums for certain services.
Cigna Healthcare Vision | Customer Service: (877) 478-7557
www. mycigna.com
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© 2016, Gehring Group, Inc., All Rights Reserved
Cigna Vision Plan At-A-Glance
Network Cigna Vision Network
Services In-Network Out-of-Network
Eye Exam $10 Copay Up to $45 Reimbursement
Contact Lens Exam (Fit & Follow-Up) $0 Copay Not Covered
Frequency of Services Per Calendar Year
Examination 12 Months
Lenses 12 Months
Frames 24 Months
Contact Lenses 12 Months
Lenses
Single
$15 Copay
Up to $32 Reimbursement
Bifocal Up to $55 Reimbursement
Trifocal Up to $65 Reimbursement
Frames
Allowance
Up to $130 Allowance
Then 20% Off Balance Over$130
Up to $71 Reimbursement
Contact Lenses*
Non-Elective (Medically Necessary; Prior Authorization Required) No Charge Up to $210 Reimbursement
Elective (Materials)
Conventional
Up to $130 Allowance; Then
15% Discount over $130
Up to $105 Reimbursement
Disposable Up to $130 Allowance Up to $105 Reimbursement
Locate a Provider
To search for a participating provider,
contact Cigna's customer service or visit
www.mycigna.com. When completing
the necessary search criteria, select
Cigna Vision network.
Plan References
*Contact lenses are in lieu of spectacle
lenses.
Important Notes
• Member options, such as LASIK, UV
coating, progressive lenses, etc. are not
covered in full, but may be available at
a discount.
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© 2016, Gehring Group, Inc., All Rights Reserved
Flexible Spending Accounts
The City offers Flexible Spending Accounts (FSA) administered through Cigna. The FSA plan year is from October 1 to September 30.
If employee or family member(s) has predictable health care or work-related day care expenses, then employee may benefit from participating in an FSA. An FSA allows
employee to set aside money from employee's paycheck for reimbursement of health care and day care expenses they regularly pay. The amount set aside is not taxed
and is automatically deducted from employee’s paycheck and deposited into the FSA. During the year, employee has access to this account for reimbursement of some
expenses not covered by insurance. Participation in an FSA allows for substantial tax savings and an increase in spending power. Participating employee must re-elect
the dollar amount to be deducted each plan year. There are three (3) types of FSAs:
• Health Care FSA: Available to eligible employee who is not enrolled in the Cigna HDHP Plan with an HSA. The Health Care FSA covers medical, dental, and
vision expenses that are not paid by insurance.
• Limited Purpose FSA: Available to eligible employee who is enrolled in the Cigna HDHP Plan with an HSA. A Limited Purpose Health Care FSA may be used
for qualified dental and vision expenses.
• Dependent Care FSA: Covers day care expenses for qualified dependents necessary for employee and legal spouse, if married, to work.
Health Care FSA Dependent Care FSA
This account allows participant to set aside up to an annual
maximum of $3,050. This money will not be taxable income
to the participant and can be used to offset the cost of a
wide variety of eligible medical expenses that generate
out-of-pocket costs. Participating employee can also receive
reimbursement for expenses related to dental and vision
care (that are not classified as cosmetic).
Examples of common expenses that qualify for
reimbursement are listed below.
This account allows participant to set aside up to an annual maximum of $5,000 if single
or married and file a joint tax return ($2,500 if married and file a separate tax return) for
work-related day care expenses. Qualified expenses include day care centers, preschool,
and before/after school care for eligible children and dependent adults.
Please note, if family income is over $20,000, this reimbursement option will likely save
participants more money than dependent day care tax credit taken on a tax return. To
qualify, dependents must be:
• A child under the age of 13, or
• A child, spouse or other dependent who is physically or mentally incapable
of self-care and spends at least eight (8) hours a day in the participant’s
household.
Please Note: The entire Health Care FSA election is available for use on
the first day coverage is effective.
Please Note: Unlike the Health Care FSA, reimbursement is only up to the amount that has been deducted
from the participant’s paycheck for the Dependent Care FSA.
A sample list of qualified expenses eligible for reimbursement include, but not limited to, the following:
9
Prescription/Over-the-Counter Medications
9
Physician Fees and Office Visits
9
LASIK Surgery*
9
Menstrual Products
9
Drug Addiction/Alcoholism Treatment
9
Mental Health Care
9
Ambulance Service
9
Experimental Medical Treatment
9
Nursing Services
9
Chiropractic Care
9
Corrective Eyeglasses and Contact Lenses*
9
Optometrist Fees*
9
Dental and Orthodontic Fees*
9
Hearing Aids and Exams
9
Sunscreen SPF 15 or Greater
9
Diagnostic Tests/Health Screenings*
9
Injections and Vaccinations
9
Wheelchairs
*These items are eligible expenses under the Limited Purpose FSA.
Log on to http://www.irs.gov/publications/p502/index.html for additional details regarding qualified and non-qualified expenses.
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© 2016, Gehring Group, Inc., All Rights Reserved
Flexible Spending Accounts (Continued)
FSA Guidelines
• The Health Care FSA has a run out period at the end of the plan year
(90 days) to submit reimbursement on eligible expenses incurred
during the period of coverage within the plan year (October 1
through September 30).
• When a plan year ends and all claims have been filed all unused
funds will be forfeited and will not be returned.
• Employee can enroll in an FSA only during the Open Enrollment
period, a Qualifying Event, or New Hire Eligibility period.
• Money cannot be transferred between FSAs.
• Reimbursed expenses cannot be deducted for income tax purposes.
• Employee and dependent(s) cannot be reimbursed for services not
received.
• Employee and dependent(s) cannot receive insurance benefits or
any other compensation for expenses reimbursed through an FSA.
• Domestic Partners are not eligible as Federal law does not recognize
them as a qualified dependent.
Filing a Claim
Claim Form
A completed claim form along with a copy of the receipt as proof of the
expense can be submitted by mail or fax. The IRS requires FSA participants to
maintain complete documentation, including copies of receipts for reimbursed
expenses, for a minimum of one (1) year.
Debit Card
FSA participants will automatically receive a debit card for payment of eligible
expenses. With the card, most qualified services and products can be paid at the
point of sale versus paying out-of-pocket and requesting reimbursement. The
debit card is accepted at a number of medical providers and facilities, and most
pharmacy retail outlets. Cigna may request supporting documentations for
expenses paid with a debit card. Failure to provide supporting documentation
when requested, may result in suspension of the card and account until funds
are substantiated or refunded back to the City. Please keep the issued card for
use next year. Additional or replacement cards may be requested, however, a
small fee may apply.
HERE’S HOW IT WORKS!
An employee earning $30,000 elects to place $1,000 into a Health
Care FSA. The payroll deduction is $38.46 based on a 26 pay period
schedule. As a result, health care expenses are paid with tax-free
dollars, giving the employee a tax savings of $197.
With a Health
Care FSA
Without a Health
Care FSA
Salary $30,000 $30,000
FSA Contribution - $1,000 - $0
Taxable Pay $29,000 $30,000
Estimated Tax
19.65% = 12% + 7.65% FICA
- $5,698 - $5,895
After Tax Expenses - $0 - $1,000
Spendable Income $23,302 $23,105
Tax Savings
$197
Please Note: Be conservative when estimating healthcare and/or dependent
care expenses. IRS regulations state that any unused funds remaining in an FSA,
after a plan year ends and after all claims have been filed, cannot be returned or
carried forward to the next plan year. This rule is known as “use-it or lose-it.”
Cigna | Customer Service: (800) 244-6224 | www.mycigna.com
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© 2016, Gehring Group, Inc., All Rights Reserved
Basic Life and AD&D Insurance
Basic Term Life Insurance
The City provides a Basic Term Life benefit to all eligible, full-time employees
at no cost, through New York Life. Eligible employees will receive a benefit
amount equal to 1.5 times annual salary, rounded to the next higher 1,000, up
to a benefit maximum of $100,000.
Life Insurance Imputed Income
The IRS requires the imputed cost of employer paid Employee Basic Term life
insurance benefit in excess of $50,000 must be included as income and is
subject to Federal, Social Security and Medicare taxes.
Accidental Death & Dismemberment Insurance
Also, at no cost to employee, the City provides Accidental Death &
Dismemberment (AD&D) insurance, which pays in addition to the Basic Term
Life benefit when death occurs as a result of an accident. The AD&D benefit
amount equals the Basic Term Life benefit.
Age Reduction Schedule
Benefit amounts are subject to the following age reduction schedule:
› Reduces to 65% of the benefit amount at age 65
› Reduces to 50% of the benefit amount at age 70
› Reduces to 30% of the benefit amount at age 75
Retirees
Eligible retirees who have retired after 10/1/1997, may choose to continue a
Term Life insurance benefit amount of $15,000. This election will be paid at
retiree's expense in the amount of $3.65 per month.
Always remember to keep beneficiary forms updated.
Beneficiary forms may be updated at anytime through
Human Resources or by logging onto Bentek.
New York Life Group Benefit Solutions
Customer Service: (800) 362-4462 | www.mynylgbs.com
Voluntary Life Insurance
Voluntary Employee Life Insurance
Eligible, full-time employees may elect to purchase additional Life insurance
on a voluntary basis through New York Life. This coverage may be purchased in
addition to the Basic Term Life and AD&D benefit. Voluntary Life insurance offers
coverage for employee, spouse and/or child(ren) at different benefit levels.
New Hires may purchase Voluntary Employee Life insurance without
being subject to Medical Underwriting, also known as Evidence
of Insurability (EOI), up to the Guaranteed Issue amount of
$200,000.
• Units can be purchased in increments of $10,000 to a maximum of
$500,000, not to exceed five (5) times annual salary.
• Benefit amounts are subject to the following age reduction schedule:
› Reduces to 65% of the benefit amount at age 65
› Reduces to 50% of the benefit amount at age 70
› Reduces to 30% of the benefit amount at age 75
Voluntary Spouse Life Insurance
New Hires may purchase Voluntary Spouse Life insurance without being
subject to Medical Underwriting, also known as Evidence of Insurability
(EOI), up to the Guaranteed Issue amount of $50,000.
• Employee must participate in the Voluntary Employee Life plan for
spouse to participate.
• Units can be purchased in increments of $10,000, to a maximum
of $250,000, not to exceed 50% of employee’s Voluntary Life
coverage amount.
• Spouse Life insurance coverages will be subject to the same age
reduction schedule as the employee.
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© 2016, Gehring Group, Inc., All Rights Reserved
Voluntary Life Insurance (Continued)
Voluntary Dependent Child(ren) Life Insurance
• Employee must participate in Voluntary Employee Life plan for
dependent child(ren) to participate.
• Coverage may be purchased for eligible, unmarried children, from
birth to age 20, or up to age 26 if a full-time student.
• Child(ren) birth to 14 days old may be covered for a benefit amount
of $500.
• Child(ren) 15 days old to six (6) months of age may be covered for a
$5,000 benefit amount.
• Children six (6) months old up to age 20 (or 26 if a full-time student);
may be covered in increments of $5,000 up to a maximum amount
of $25,000.
Voluntary Life Rate Table
Rate Per $1,000 of Benefit
Age Bracket
(Based On Employee Age)
Voluntary Life Rate
Under Age 29 $0.072
30-34 $0.081
35-39 $0.099
40-44 $0.153
45-49 $0.261
50-54 $0.432
55-59 $0.675
60-64 $1.053
65-69 $1.890
70+ $3.384
Always remember to keep beneficiary forms updated.
Beneficiary forms may be updated through
Human Resources or by logging onto Bentek.
New York Life Group Benefit Solutions
Customer Service: (800) 362-4462 | www.mynylgbs.com
Short Term Disability
The City provides Short Term Disability (STD) insurance at no cost to all eligible
employees through The Standard. The STD benefit pays employee a percentage
of weekly earnings if employee becomes disabled due to an illness or non-
work related injury.
Short Term Disability (STD) Benefits
• STD program offers a benefit of 60% of employee's weekly earnings,
up to a benefit maximum of $800 per week.
• Employee must be disabled for 30 consecutive days prior to
becoming eligible for benefits (known as the elimination period).
• Benefit payments will begin on the 31st day after the employee is
disabled due to non-work related injury or illness.
• The maximum benefit period is 150 days.
• Pregnancy is included.
• Benefits may be reduced by other income.
• Disability benefits are taxable.
While receiving an STD benefit, employee must supplement the balance of
normal bi-weekly gross paycheck by utilizing sick leave, compensatory time
and/or annual leave. Normal payroll deductions will be deducted from these
supplements but once exhausted, employee will be responsible for making
arrangements with Human Resources for payment of payroll deductions. STD
benefits may be offset with other income benefits such as social security and
retirement benefits.
The Standard | Customer Service: (800) 368-2859 | www.standard.com
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Voluntary Long Term Disability
The City offers Voluntary Long Term Disability (LTD) insurance to all eligible
employees through The Standard. The LTD pays a percentage of monthly
earnings if employee becomes disabled due to an illness or injury.
Voluntary Long Term Disability (LTD) Benefits
• LTD provides a benefit of 60% of employee's monthly earnings up to
a benefit maximum of $5,000 per month.
• Employee must be disabled for 180 days prior to becoming eligible
for benefits (known as the elimination period).
• Benefit payments will commence on the 181st day of disability.
• Employee may continue to be eligible for partial benefits if
employee returns to work on a part-time basis.
• Benefits are payable up to age 65 or are based on a reduced benefit
duration if the employee is disabled after the age of 63.
• Benefits may be reduced by other income.
While receiving an LTD benefit, employees who are still actively employed must
supplement the balance of the normal bi-weekly gross paycheck by utilizing
sick leave, compensatory time and/or annual leave. Normal payroll deductions
will be deducted from these supplements but once exhausted, employees will
be responsible for making arrangements with Human Resources for payment
of payroll deductions. LTD benefits may be offset with other income benefits
such as social security and retirement benefits.
The Standard | Customer Service: (800) 368-1135 | www.standard.com
Employee Assistance Program
The City cares about the well-being of all employees on and off the job and
provides, at no cost, a comprehensive Employee Assistance Program (EAP)
through Cigna Behavioral Health. EAP offers employee and each household
member access to licensed mental health professionals through a confidential
program protected by State and Federal laws. EAP is available to help
employee gain a better understanding of problems that affect them, locate
the best professional help for a particular problem, and decide upon a plan of
action. EAP counselors are professionally trained and certified in their fields
and available 24 hours a day, seven (7) days a week.
What is an Employee Assistance Program (EAP)?
An Employee Assistance Program offers covered employees and household
members/domestic partners free and convenient access to a range of
confidential and professional services to help address a variety of problems
that may negatively affect employee or family member’s well-being.
Coverage includes eight (8) visits with a specialist, per person, per issue, per
year, telephonic consultation, online material/tools and webinars. EAP offers
counseling services on issues such as:
9
Child Care Resources
9
Legal Resources
9
Grief and Bereavement
9
Stress Management
9
Depression and Anxiety
9
Work Related Issues
9
Adult & Elder Care Assistance
9
Financial Resources
9
Family and/or Marriage Issues
9
Substance Abuse
Are Services Confidential?
Yes. Receipt of EAP services are completely confidential. If, however,
participation in the EAP is the direct result of a Management Referral (a referral
initiated by a supervisor/manager, we will ask permission to communicate
certain aspects of the employee’s care (attendance at sessions, adherence
to treatment plans, etc.) to the referring city employee designated by the
employee. The designated employee will not receive specific information
regarding the referred employee’s case. The designated employee will only
receive reports on whether the referred employee is complying with the
prescribed treatment plan.
Cigna Behavioral Health | Customer Service: (877) 622-4327
www.mycigna.com
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Employee Assistance Program (Continued)
Eligible employees participating in the Voluntary Long Term Disability Plan,
have access to a comprehensive Employee Assistance Program (EAP) through
the Standard. EAP counselors are available 24 hours a day, seven (7) days a
week. Coverage includes three (3) visits, with a specialist, per person, per
issue, per year via phone, Online, live chat, email or text. EAP offers counseling
services on issues such as:
9
Depression and Anxiety
9
Family and/or Marriage Issues
9
Life Improvement and Goal-
Setting
9
Substance Abuse
9
Stress Management
9
Financial and Legal Resources
9
Identity Theft and Fraud
Resolution
9
Online Will Preparation
Please Note: This program is strictly confidential and no information will be
shared with employer.
The Standard | Customer Service: (888) 293-6948
www.healthadvocate.com/standard3
Supplemental Insurance
Aflac
Aflac offers a variety of supplemental insurance plans that may be purchased
on a voluntary basis and premiums paid by pre-tax payroll deductions for most
offerings. Aflac pays money directly to employee, regardless of what other
insurance plans employee may have. To learn more about these Aflac plans
and/or to schedule a personal appointment, contact the local Aflac agent.
Details regarding available Aflac plans and services are also available online
at www.aflac.com.
Available Aflac plans include coverage for:
9
Critical Care Protection
9
Cancer Protection Assurance
9
Accident Advantage Plan
9
Life Solutions - Term Life
Insurance
9
Hospital Choice
Aflac | www.aflac.com
Agent: Terri Scully | Phone: (727) 742-5285
Email: terri.benefits@gmail.com
Colonial Life
Colonial Life offers a variety of supplemental insurance plans that may
be purchased on a voluntary basis and premiums paid by pre-tax payroll
deductions for most offerings. Children may be included in some plans through
the age of 25. To learn more about these Colonial Life plans and/or to schedule
a personal appointment, contact the Shirley Drake at our local Colonial Office
by calling (727) 538-2960, Ext. 3. Details regarding available Colonial plans
and services are also available online at www.coloniallife.com.
Available Colonial plans include coverage for:
9
Accident Insurance
9
Cancer Insurance
9
Life Insurance
9
Critical Illness Insurance
9
Hospital Confinement
Insurance
9
Gunshot Wound Insurance
Colonial Life | Customer Service: (800) 325-4368
Agent: Shirley Drake | Phone: (727) 538-2960, Ext. 3
www.coloniallife.com
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Legal & Identity Theft Plan
LegalShield
The City offers employees the opportunity to participate in a voluntary pre-
paid legal program offered through LegalShield. By enrolling in the legal
plan, employees and family member(s) will have direct access to a nationwide
network of law firms for a variety of situations. Dependents are covered up to
age 26, if living at home or a student. The plan provides assistance, but is not
limited to the following benefits:
9
Legal Consultation and
Advice
9
Court Representation
9
Dedicated Law Firm
9
Legal Document
Preparation and Review
9
Speeding Ticket Assistance
9
Will Preparation
9
24/7 Emergency Legal Access
9
Irrevocable or Revocable Trust
IDShield
The City also offers employees the opportunity to enroll in a voluntary identity
theft protection/credit monitoring service through IDShield. By enrolling in
this plan as an add-on benefit to the LegalShield plan, employee will have
access to the following benefits:
9
Identity Consultation
and Advice
9
Dedicated Licensed
Private Investigators
9
Identity and Credit
Monitoring
9
Social Media Monitoring
9
Child Monitoring
(Family Plan Only)
9
Comprehensive Identity
Restoration
9
Identity and Credit
Threat Alerts
9
24/7 Emergency Access
9
$1 Million Fraud Policy
9
3-Credit Bureau
monitoring
There are several levels of coverage options that may be purchased. The cost for
each option, are as follows:
Payroll
Deduction
Amount
LegalShield IDShield
Combined
(LegalShield &
IDShield)
Individual $7.27 Per Pay $4.13 Per Pay $10.80 Per Pay
Family $7.27 Per Pay $7.82 Per Pay $13.94 Per Pay
Plan benefits include unlimited phone consultations. For additional information
please contact the City’s dedicated Agent Barry Olfern as listed below.
LegalShield
Agent: Barry Olfern | Phone: (954) 655-2446
Email: [email protected]om
https://shieldbenefits.com/dunedin
Voluntary Pet Insurance
The City offers employees the opportunity to enroll in a Voluntary Pet insurance
plan. Premiums for this plan will be made by bank draft from personal bank
account. As an employee of the City, employee is eligible to receive a discount
for all the plan options available. Coverage under these plans can help pay for a
variety of services as listed below. To enroll, please call Nationwide’s customer
service number or enroll on www.petinsurance.com/dunedingov.
9
Office Visits
9
Diagnostic Tests
9
Medications
9
X-Rays
9
Lab Fees
9
Hospitalization
9
Surgery
9
Vaccinations
9
Routine Care
Claims Mailing Address
PO Box 2344, Brea, CA 92822-2344
Fax: (714) 989-5600
Nationwide Voluntary Pet Insurance | Customer Service: (800) 540-2016
www.petinsurance.com/dunedingov
Retirement Plan
City of Dunedin Defined Contribution Plan (City Plan) 401(a): City of
Dunedin Defined Contribution Plan (City Plan) 401(a): Applicable to regular
class status employees employed on or after January 1, 1997.
The City Plan is a defined contribution plan and is non-contributory for
members. During each year, the City will make a contribution to the plan,
generally 10% of the participant’s compensation for anyone hired prior to
January 1, 2010. Employees hired after January 1, 2010 currently in both
instances will receive a contribution of 8% of the participant’s compensation.
• Plan year is October 1 through September 30.
• Members of the regular class vest after five (5) years of creditable
service.
401 (a) Vesting Schedule (Effective 1/1/18)
Years of Credible Service % Vested
0-2 Years 0%
3 Years 50%
4 Years 75%
5 Years 100%
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Retirement Plan (Continued)
Florida Retirement System (FRS): Only applicable to regular class status
employees employed prior to January 1, 1997.
The FRS is a defined benefit plan. During each year, the City will make a
mandatory contribution to the plan.
• Plan year is July 1 through June 30.
• Members of the regular class vest after six (6) years of creditable
service.
• FRS employees not in DROP will have a 3% contributory cost for the
FRS plan.
Firefighter Retirement System: Applicable to all sworn firefighters of
the Dunedin Fire Department. For a summary of benefits, contact the Plan
Administrator, Patrick Kroeger.
Deferred Compensation Plan IRS 457 (b)
The deferred compensation plan is regulated by the Internal Revenue
Service, Code 457. Employees may make voluntary contributions through
payroll deductions into either a Pre Tax 457b or an After Tax Roth account to
complement FRS, City Plan and Social Security. All regular status employees are
eligible to participate. Investments are administered by Empower Retirement.
Always remember to keep beneficiary forms updated.
Beneficiary forms are available in Human Resources by logging
onto Bentek at www.mybentek.com/dunedin.
City Programs
Direct Deposit
Payroll direct deposit is available to all employees regardless of banking
institution. Once employee has chosen this option, one pay period must pass
before next paycheck is directly deposited into the banking account of choice.
Education Reimbursement
Once eligible employees successfully complete the one-year probationary
period, the City may reimburse the cost of tuition, enrollment fees and required
books for academic courses related to a city-approved degree program. Pre-
approval paperwork is required for all courses prior to enrollment and the
reimbursement schedule is as follows:
• 100% reimbursement for grades A or B.
• 75% reimbursement for grade C.
• Two (2) year buy-back if employment ends with the City.
Leave Types (See ESSR for Further Details)
Annual Leave
All classified service status employees shall be entitled to earn and accrue
annual leave with pay, which will be computed from the starting date of
employment in proportion to the number of hours regularly scheduled.
• The employee shall be eligible to use such leave as earned subject
to the provisions of the rules and the approval of the department/
division director.
• Leave must be used in quarter-hour increments.
• Exempt employees must use applicable leave for the balance of the
work day, if on a particular day at least 1/2 of employee's normal
work hours are not worked.
Sick Leave
Employees are entitled to accrue sick leave under the same rules as annual
leave; however, sick leave is available for use as earned. Sick leave is earned at
the rate of 5% of regularly scheduled annual hours. Sick leave is charged to the
employee for the actual time the employee is away from work in quarter-hour
minimum increments. Exempt employees must use applicable leave for the
balance of their work day, if on a particular day at least 1/2 of normal work
hours are not worked, or if they are out of the office due to illness for one or
more full days.
Job Basis Leave
Eligible FLSA Exempt employees shall be granted job basis leave of either
twenty (20) or forty (40) hours during the current calendar year, pro-rated
on a calendar year basis as follows: Hired on or before June 1st 100% leave
allotment; Hired after June 1st through December 1st - 50% leave allotment;
Hired after December 1st - No leave allotment until the following calendar year
Please refer to the Job Basis Leave Policy for further details.
Compensatory Time
Compensatory Time (Comp Time) is the time earned in lieu of overtime payment.
• A maximum of 60 hours may be in the employee's Comp Time Bank
at any given time.
• Comp Time must be used prior to Annual Leave Usage.
• Comp Time must be used in quarter-hour increments.
Holidays
The holidays celebrated by the City of Dunedin on an annual basis are provided
below.
City of Dunedin Annual Holiday Schedule
New Year’s Day Labor Day
Martin Luther King, Jr. Day Veteran’s Day
Good Friday Thanksgiving Day
Memorial Day Day After Thanksgiving
Independence Day Christmas Day
City Manager’s Designated Holiday
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© 2016, Gehring Group, Inc., All Rights Reserved
2023-2024 Rate Summaries
The City offers three (3) medical plan options through Cigna Healthcare to benefit-eligible employees. The costs per pay period for coverage are listed in the premium
tables below. For information about employee medical plans, please refer to the Summary of Benefits and Coverage (SBC) provided.
Medical Insurance Premiums: Active Employees
Coverage Tier
Total Premium
Per Month
City Portion
Per Month
Employee Portion
Per Month
Payroll Deduction
Per Pay Period
Cigna OAP HDHP Plan with HSA
Employee Only $724.90 $700.56 $24.34 $11.23
Employee + One $1,388.34 $1,152.88 $235.46 $108.67
Employee + Family $2,105.56 $1,595.04 $510.52 $235.62
Cigna OAPIN Base Plan with HRA
Employee Only $880.86 $851.58 $29.28 $13.51
Employee + One $1,687.00 $1,403.80 $283.20 $130.71
Employee + Family $2,558.54 $1,975.84 $582.70 $268.94
Cigna OAPIN Buy Up Plan with HRA
Employee Only $1,070.16 $935.78 $134.38 $62.02
Employee + One $2,102.30 $1,509.74 $592.56 $273.49
Employee + Family $3,230.72 $2,133.80 $1,096.92 $506.27
Medical Insurance Premiums: COBRA Participants*
Coverage Tier
Total Monthly Premium
(Paid by Participant)
Total Monthly Premium
(Paid by Participant)
Total Monthly Premium
(Paid by Participant)
Cigna OAP HDHP Plan Cigna OAPIN Base Plan Cigna OAPIN Buy Up Plan
Employee Only $739.40 $898.48 $1,091.56
Employee + One $1,416.11 $1,720.74 $2,144.35
Employee + Family $2,147.67 $2,609.71 $3,295.33
*Premiums include a 2% administrative fee.
Medical Insurance Premiums: Retirees*
Coverage Tier
Total Monthly Premium
(Paid by Participant)
Total Monthly Premium
(Paid by Participant)
Total Monthly Premium
(Paid by Participant)
Cigna OAP HDHP Plan Cigna OAPIN Base Plan Cigna OAPIN Buy Up Plan
Employee Only $724.90 $880.86 $1,070.16
Employee + One $1,388.34 $1,687.00 $2,102.30
Employee + Family $2,105.56 $2,558.54 $3,230.72
Please Note: Retiree benefits are offered under a separate medical plan for the purpose of the Affordable Care Act.
*Retirees who elect coverage for spouse or dependent(s) must also cover themselves and pay the applicable premium amount.
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2023-2024 Rate Summaries (Continued)
Dental Insurance Premiums: Active Employees
Coverage Tier
Total Premium
Per Month
City Portion
Per Month
Employee Portion
Per Month
Payroll Deduction
Per Pay Period
DHMO
Employee Only $13.95 $13.95 $0.00 $0.00
Employee + Family $29.80 $12.52 $17.28 $7.98
PPO
Employee Only $32.88 $23.71 $9.17 $4.23
Employee + Family $87.94 $15.47 $72.47 $33.45
Dental Insurance Premiums: COBRA Participants*
Coverage Tier
Total Monthly Premium
(Paid by Participant)
Total Monthly Premium
(Paid by Participant)
DHMO PPO
Employee Only $14.23 $33.54
Employee + Family $30.40 $89.70
*Premiums include a 2% administrative fee.
Dental Insurance Premiums: Retirees*
Coverage Tier
Total Monthly Premium
(Paid by Participant)
Total Monthly Premium
(Paid by Participant)
DHMO PPO
Employee Only $13.95 $32.88
Employee + Family $29.80 $87.94
*Retirees who elect coverage for spouse or dependent(s) must also cover themselves and pay the applicable premium amount.
Vision Insurance Premiums: Active Employees
Coverage Tier
Total Premium
Per Month
City Portion
Per Month
Employee Portion
Per Month
Payroll Deduction
Per Pay Period
Employee Only $6.00 $0.00 $6.00 $2.77
Employee + One $11.46 $0.00 $11.46 $5.29
Employee + Family $18.64 $0.00 $18.64 $8.60
Vision Insurance Premiums: COBRA Participants*
Coverage Tier
Total Monthly Premium
(Paid by Participant)
Employee Only $6.12
Employee + One $11.69
Employee + Family $19.01
*Premiums include a 2% administrative fee.
Vision Insurance Premiums: Retiree Participants*
Coverage Tier
Total Monthly Premium
(Paid by Participant)
Employee Only $6.00
Employee + One $11.46
Employee + Family $18.64
*Retirees who elect coverage for spouse or dependent(s) must also cover themselves
and pay the applicable premium amount.
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2023-2024 Rate Summaries (Continued)
Voluntary Life Insurance
Age ≤ 24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70-74 75+
Voluntary Life Rate $0.072 $0.072 $0.081 $0.099 $0.153 $0.261 $0.432 $0.675 $1.053 $1.890 $3.384 $3.384
*Dependent Child Benefit Rate: $0.315 per $5,000 of benefit.
÷ 1,000 = X = X 12 = ÷ 26 =
Benefit
Election
Rate by Age
(In Table)
Pay
Periods
Bi-Weekly
Premium
* Dependent Child Calculation: Benefit Election ÷ 1,000 X $0.063 X # of Children Covered X 12 ÷ 26 = Bi-Weekly Premium
Voluntary LTD Insurance
Age ≤ 24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65-69 70+
Employee Rate $0.041 $0.057 $0.097 $0.162 $0.275 $0.365 $0.527 $0.680 $0.527 $0.356 $0.284
$
÷ 12 =
$
÷ 100 =
$
X =
$
X 12 =
$
÷ 26 =
$
Annual
Salary
Or $6,667 Rate by Age
(In Table)
Pay
Periods
Bi-Weekly
Premium
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© 2016, Gehring Group, Inc., All Rights Reserved
Notes
Use this section to make notes regarding personal benefit plans or to keep track
of important information such as doctors' names and addresses or prescription
medications.
Claims, Billing & Benefit Assistance
If employees have questions on claims, receive bills from providers
which they do not understand or would like general information on
any of the employee benefits provided, please contact the Gehring
Group Service Team.
The Gehring Group Service Team works directly with the City of
Dunedin and its employees to provide claims and benefits service and
will assist employees with their concerns. Please remember this is in
addition to the City's Human Resources and is not replacing assistance
employee may need from Human Resources.
Employee may contact a claims specialist by:
1. Email: dunedin@gehringgroup.com
Please include your name, contact information and a brief description
of the issue. A Gehring Group Claims Specialist will respond via email
or phone call to gather additional information.
OR
2. Call: (800) 244-3696
When calling, please identify yourself as an employee of the City and
ask to speak to a Claims Specialist or another member of the City's
designated team to assist with questions or concerns.
Office hours are Monday through Friday, 8:30am – 5:00pm. If calling
after office hours, please leave a message indicating you are a City of
Dunedin employee who would like to speak to a Claims Specialist.
Please leave full name, contact information and a brief message and a
Claims Specialist will be in contact with you the following business day.
At the Gehring Group, our goal is to be your advocate and ensure issues
are resolved as quickly as possible.
Q A
&
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City of Dunedin
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© 2016, Gehring Group, Inc., All Rights Reserved
30
City of Dunedin
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Employee Benefit Highlights
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Notes
Use this section to make notes regarding personal benefit plans or to keep track of important information such as doctors' names and addresses or prescription medications.
© 2016, Gehring Group, Inc., All Rights Reserved
31
City of Dunedin
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Notes
Use this section to make notes regarding personal benefit plans or to keep track of important information such as doctors' names and addresses or prescription medications.
© 2016, Gehring Group, Inc., All Rights Reserved
3500 Kyoto Gardens Drive, Palm Beach Gardens, Florida 33410
Toll Free: (800) 244-3696
|
Fax: (561) 626-6970
|
www.gehringgroup.com
© 2016, Gehring Group, Inc., All Rights Reserved
FINAL
Last Modified: August 24, 2023 4:30 PM
