FAQs & Glossary
General Healthcare and Insurance Questions
- What is a Qualified Life Status Change?
- How do I find a Columbia doctor who is in the network of my Columbia University medical plan?
- Is a bone density test considered preventive?
- Is a colonoscopy considered preventive care? What if you are over age 50?
- Is there a list of what’s covered as preventive care?
- What is the coverage for preventive care?
- If I go in-network, am I subject to R & C (Reasonable and Customary) limits?
- If a physician drops out of the network, are we notified by Columbia University or our insurance company?
- Does the out-of-network benefit cover medical services outside of the US?
- If I have cancer and incur $100,000 or more, how will my reimbursement work?
- How are physical therapy visits reimbursed?
- How is a CAT scan reimbursed under the POS 100 Plan?
- What is Imputed Income?
- My salary is paid partially under my base salary and also by my clinical practice salary. Do the contributions for medical benefits take this into account?
- What are the contribution changes to dental and vision for 2012?
- Will Columbia University cover opposite-sex domestic partners for medical benefits?
- How does enrollment in the Child Care Benefit work?
- Do I need to contribute at least $1 to the Dependent Care FSA to be eligible for the Child Care Benefit?
- Is income based on joint family income?
- Can I enroll in the Child Care Benefit at any time?
- Where do I send the birth certificate for my child?
- Am I still eligible for the Child Care Benefit if my child will be enrolled in kindergarten in the fall of 2012?
Healthcare Flexible Spending Account (FSA)
- What is the annual limit allowed under the Healthcare FSA?
- Does Healthcare FSA money count toward my out-of-pocket maximum?
High Deductible Health Plan (HDHP) for Officers
- What are the advantages of the HDHP?
- Is there a vision benefit under the HDHP?
- Who would you say is most likely to enroll in the HDHP/HSA?
- Are the networks the same under the Aetna POS plans as well as the Aetna HDHP?
- What’s the advantage of using an in-network doctor under the HDHP?
- How do the out-of-network benefits work in the HDHP?
- Do you have to meet separately each of the in-network and out-of-network out-of-pocket maximums and deductibles?
- What does it mean when you say that the Medco prescription drugs are integrated with the HDHP at Aetna?
- Will the HDHP and HSA be around in 2013?
- Will the HDHP plan be available with the other carriers in future years?
- Where can I find the presentation used in the Aetna webinar on the HDHP and HSA?
- I am under 65 but my spouse will enroll in Medicare on June 1, 2012 when he turns 65. Can I sign up for the HDHP with an HSA and contribute $6,250 for 2012?
- What can the HSA funds be used for?
- Is there something that lists what counts as a qualified HSA expense?
- Can the HSA funds accumulate and be held until retirement?
- If I contribute $3,000 a year for 3 years – can I roll over my HSA to a 401(k) plan?
- What happens if I use the HSA for non-medical expenses?
- Is it true that if you have other insurance, you cannot elect the HSA?
- Is there a debit card for the HSA?
- How do I access my HSA money? Has JPMorgan Chase always managed this type of account?
- Are there fees associated with the HSA?
- Can you roll over your HSA balance from year to year and access it at any time?
- If I invest my HSA funds, am I guaranteed a return?
- Is it possible to lose some of your HSA account in the stock market?
- Does the IRS mandate using JPMorgan Chase for the HSA?
- Can I establish an HSA at another bank?
- If I move to another employer can I roll over the HSA?
- I am under age 65, but my spouse is over age 65 and is not yet collecting Social Security or Medicare. Can we both participate in the HDHP and the HSA?
- If my spouse is enrolled in Medicare, but I am under age 65, can I participate in the HDHP and the HSA? What about my spouse?
- What happens to an HSA balance when you become Medicare-eligible?
- If both my spouse and I are enrolled in Medicare, can I use my HSA balance to pay for our Medicare premiums?
- What if my spouse is not covered by Columbia University medical insurance, and has medical and a Healthcare Flexible Spending Account (FSA) with his employer, am I eligible for the HSA?
- My spouse is not covered under a Columbia University medical plan and does not have a Healthcare FSA. Can I elect the HDHP with an HSA as an individual and use the HSA to pay for his eligible healthcare expenses?
- If my spouse is covered by his employer’s medical insurance, a POS Plan, but he does not Healthcare FSA, can I elect the HDHP and HSA for myself only?
- I have family coverage including my child, who is age 21 and a college student but no longer a tax dependent. He files his own taxes. Can he use my HSA to get reimbursed for claims?
- If I had an HSA at another employer and elect a POS plan at Columbia University, what happens to my HSA?
- Are the HSA contribution limits set by the Internal Revenue Service (IRS)? Is Long-Term Care (LTC) insurance a qualified expense?
- If I leave or retire from Columbia University, do my HSA assets with JPMorgan Chase have to remain there, or can they be moved to another bank?
- Will the Medicare amounts be available, as this makes a difference in which plan I chose?
- If a provider charges 200% of the Medicare maximum allowable charge out-of-network, can they balance bill me for the amount that exceeds the 150% of the Medicare maximum allowable charge?
POS Medical Plans
- How are lab charges paid under the POS 80 or POS 90 Plans?
- Is there a cap on how much I pay out-of-pocket in the POS 80 and 90 Plans?
- Under the POS 80 or 90 Plans, if you go to the doctor’s office for an exam and the doctor takes specimen(s) for lab test(s), do you need to pay the $30 copay plus coinsurance on the cost of the test(s)?
- Will Columbia University accept a NYS marriage license for a same-sex domestic partner?
- Does an HSA work like a Healthcare FSA when it comes to same-sex domestic partners?
- What's the difference between the Columbia University Retirement Plan (Retirement Plan) and the Voluntary Retirement Savings Plan (VRSP)?
- When am I eligible to participate in the Voluntary Retirement Savings Plan (VRSP)?
- How do I elect my VRSP contributions?
- Do my CU Retirement Plan contributions start immediately?
- Do my VRSP contributions start immediately?
- Where can I find information about my retirement account?
- What does “Vesting” mean?
- Where can I find more information about the CU Retirement Plan and the Voluntary Retirement Savings Plan?
HEALTHCARE & INSURANCE
General Healthcare and Insurance Questions
Q. What is a Qualified Life Status Change?
A. A “Qualified Life Status Change” is one that is recognized by the Internal Revenue Service which allows you to make a change in certain benefits during the calendar year. After your initial enrollment as a new hire, or after annual Benefits Open Enrollment, you will only be able to change your benefits for the remainder of the calendar year if you experience a qualified life status change. If you have a Qualified Life Status Change, you must log into the Columbia University Benefits Enrollment System with your UNI and password to make any changes to your benefits within 31 days of the event.Examples of a qualified life status change include:
- marriage, divorce, or the beginning or end of a same-sex domestic partnership
- birth, adoption, placement for adoption
- death of a dependent
- a dependent losing eligibility for coverage (child reaches maximum age, spouse/partner loses non-University coverage)
- change in home address that makes you ineligible for your current plan option
- a permanent change in the way you commute to work (applies to the Transit/Parking Reimbursement Program)
You may be subject to audit, so you must be able to provide proof (for example, marriage certificate or birth certificate). Your benefits changes must be consistent with the nature of your qualified life status change.
If you need assistance, please call the HR Benefits Service Center at 212-851-7000, 9 a.m. to 4 p.m. Monday through Friday.
Q. How do I find a Columbia doctor who is in the network of my Columbia University medical plan?
A. There are directories online for each network (Aetna, CIGNA, UHC) where you can look up participating physicians. Links are on the CU Benefits Enrollment System. However, the best approach is to check with your physician and/or his/her office staff. You should identify yourself as a Columbia University employee and ask if Columbia University medical insurance is accepted.
Q. Is a bone density test considered preventive?
A. Generally, yes. However, the frequency of this test must be consistent with age and gender preventive care guidelines. For example, a bone density test every 6 months would not be covered as preventive.
Q. Is a colonoscopy considered preventive care? What if you are over age 50?
A. Yes. Age appropriate colonoscopies are considered a preventive procedure as long as the doctor bills for the procedure as a preventive screening and it falls within preventive guidelines. For example, insurance companies will not pay for a colonoscopy once every 6 months.
Q. Is there a list of what’s covered as preventive care?
A. There is no one list available and each medical insurance carrier may use different resources. The plan carrier is able to tell you if a service is considered preventive or not. The American Association of Pediatrics and the American College of Preventive Medicine publish what is considered preventive care. Different medical practice areas publish information also. Some preventive care is age-based and/or gender-based.
Q. What is the coverage for preventive care?
A. If you’re in any of the POS 90 or 80 plans, or the HDHP, and you get your preventive care in-network, you’re covered 100% for all the following:
- routine physical exam
- routine gynecological exam
- routine mammogram
- routine immunizations
There is no out-of-network coverage for any of these preventive services.
Q. If I go in-network, am I subject to R & C (Reasonable and Customary) limits?
A. No, in-network benefits are based on negotiated rates.
Q. If a physician drops out of the network, are we notified by Columbia University or our insurance company?
A. No, the doctor’s office should notify you. However, if you see your doctor infrequently (e.g., a specialist), you should check each time to make sure there have been no changes in your doctor’s participation in your network.
Q. Does the out-of-network benefit cover medical services outside of the US?
A. The out-of-network benefits in the medical plans only cover emergency services outside of the US.
Q. If I have cancer and incur $100,000 or more, how will my reimbursement work?
A. If you use in-network providers, all your eligible expenses are covered at 100% as soon as you reach your out-of-pocket maximum in the POS plans.
Q. How are physical therapy visits reimbursed?
A. You pay a $30 copay for physical therapy.
Q. How is a CAT scan reimbursed under the POS 100 Plan?
A. If you go to a hospital for a CAT scan, you will be billed a $150 copay. If you use a facility outside of the hospital, you will be reimbursed at 100%.
Q. What is Imputed Income?
A. Internal Revenue Service (IRS) regulations require that you pay taxes on the cost or value of any employer-provided group life insurance that is more than $50,000. This cost is known as “imputed” income and is shown on your paycheck. It also appears on your annual W-2 statement.
Life Insurance Imputed Income
You automatically receive Basic Term Life Insurance of one times your salary up to $50,000 at no cost to you. If you elect additional life insurance in excess of $50,000, you will pay Federal Withholding Tax, Social Security Tax (FICA), Medicare Insurance tax and New York City Wage Tax (if applicable) on the value of the life insurance in excess of $50,000. These taxes are deducted from your paycheck where applicable.
Your imputed income is determined by age-related rates established by the IRS similar to premium rates. Columbia University references the IRS rates to calculate the value of your life insurance over the IRS limit of $50,000. Please see the IRS web site (http://www.irs.gov/) if you would like more information on the Life Insurance Imputed Income Table.
Health Insurance and Imputed Income
Contributions for Your Same-Sex Domestic Partner and Your Partner’s Dependent Child(ren)
The amount of your contribution to provide health benefits for a same-sex domestic partner and children of a same-sex domestic partner will be the same as for a spouse and his or her children. However, domestic partners and their children are not tax exempt in the view of the IRS. If your covered dependent is not a spouse or a stepchild through marriage, a payment for health benefit coverage is not exempt from federal taxes unless the person is a “dependent” as defined in Section 152 of the Internal Revenue Code. If your same-sex domestic partner and his or her children are not your dependents for tax purposes, the payments for coverage under the University’s benefits programs will be deducted from your salary on a pre-tax basis and then the total value of the coverage provided on behalf of your same-sex domestic partner and his or her children under the University’s benefits programs will be considered taxable income to you. In this case, "imputed" income will be deducted from your paycheck. You will not actually receive additional income in your paycheck, but the University will withhold city, state and federal taxes on this additional "imputed" amount and it will be reported on your W-2 for the year. The value of the coverage provided to your same-sex domestic partner and his or her children will be based on the cost of the coverage under the University’s benefits program, as determined by the University.
If your same-sex domestic partner and his or her children are your dependents for tax purposes under Section 152 of the Internal Revenue Code, please notify the HR Benefits Service Center to gain the benefit of tax-favored benefits coverage.
If your same-sex domestic partner and his or her children qualify as dependents for tax purposes, the cost of coverage under the University’s benefits programs will be deducted from your pay on a pre-tax basis and no additional income will be imputed to you.
Definition of "Dependent" for Tax Purposes
Under the definition in Section 152 of the Internal Revenue Code, your same-sex domestic partner is a dependent if:
- Your domestic partner is a member of your household, and has his or her principal place of residence in your home.
AND - You will furnish over half of your same-sex domestic partner’s
support for the year. In making this calculation, the amount you
contribute towards your same-sex domestic partner’s support must
be compared with the amounts received for support of your same-sex
domestic partner from all other sources, including any amounts supplied
by him or her, and including earnings.
AND - For the current year, no other taxpayer can claim your domestic partner as a "qualifying child" for federal income tax purposes.
If you elect to have the eligible children of your same-sex domestic partner covered by the University’s benefits programs, the same rules on dependency apply. The value of coverage will be taxable to you unless the children are your dependent(s). So, if the children do not have their principal place of residence in your home and receive over half of their support from you (or if someone else can claim the children as a "qualifying child" for tax purposes), the children are not your tax qualified dependents and the value of coverage under the University’s benefits programs will be taxable to you.
We suggest that you consult a tax advisor to determine whether you may claim your same-sex domestic partner and/or his or her children as dependents for tax purposes, before you certify that they are dependents.
Open Enrollment for 2012
Q. My salary is paid partially under my base salary and also by my clinical practice salary. Do the contributions for medical benefits take this into account?
A. Officer contributions toward the cost of medical coverage are based on your Annual Benefits Salary. This is calculated as of July 1 and is the greater of (a) your base salary or (b) your prior 12 months’ compensation from Columbia University as of June 30 of each year, including certain additional and private practice earnings.
Q. What are the contribution changes to dental and vision care for 2012?
A. There are no increases in monthly contributions for the Aetna Columbia Dental plan. Vision benefits for Officers are automatically provided through the Aetna and CIGNA POS medical plans.
Q. Will Columbia University cover opposite-sex domestic partners for healthcare benefits?
A. Columbia University does not offer benefits to opposite-sex domestic partners.
Child Care Benefit for Officers
Q. How does enrollment in the Child Care Benefit work?
A. You need to elect the Child Care Benefit during annual Benefits Open Enrollment, and certify that you have an eligible dependent child under age 5, and that you are eligible for the Dependent Care Flexible Spending Account (FSA). You can elect to contribute $0 to your Dependent Care FSA and if you are eligible you will still receive the $1,000 Child Care Benefit.
Note: If you elect to contribute the maximum $5,000 to the Dependent Care FSA and are eligible for the Child Care Benefit, contributions you make will be reduced to $4,000. You will need to make sure Columbia Benefits has a copy of your child’s birth certificate to verify eligibility. The $1,000 will be funded in your Dependent Care FSA account in one lump sum at the end of February 2012.
Q. Do I need to contribute at least $1 to the Dependent Care FSA to be eligible for the Child Care Benefit?
A. No, there is no minimum amount required to receive the $1,000. You need to meet the eligibility criteria and enroll in the Dependent Care FSA.
Q. Is income based on joint family income?
A. No, your salary must be under $80,000 and salary is based on Annual Benefits Salary. This is also used for Officer medical plan contributions, life insurance and LTD contributions.
Q. Can I enroll in the Child Care Benefit at any time?
A. The Child Care Benefit is only available during annual Benefits Open Enrollment. Therefore, Officers hired in 2012 will have to wait until 2013 to enroll.
However, employees may enroll in the Dependent Care FSA anytime they have a qualified life event.
Q. Where do I send the birth certificate for my child?
A. Please scan and email the birth certificate to hrbenefits@columbia.edu.
Q. Am I still eligible for the Child Care Benefit if my child will be enrolled in kindergarten in the fall of 2012?
A. Yes, so long as the other eligibility criteria are met.
Q. Can I still enroll in the Dependent Care FSA if I elect the HDHP and HSA?
A. Yes, the Dependent Care FSA is different from the Healthcare FSA.
Healthcare Flexible Spending Account (FSA)
Q. What is the annual limit allowed under the Healthcare FSA?
A. For 2012, it is $10,000 for Officers and $3,000 for Support Staff. For details, see Benefits Highlights.
Q. Does Healthcare FSA money count toward my out-of-pocket maximum?
A. No, the Healthcare FSA is a tax-favored savings account that is separate from your medical plan.
High Deductible Health Plan (HDHP)
Q. What are the advantages of the HDHP?
A. The HDHP has the lowest Officer monthly contributions. In addition, you may be able to participate in the Health Savings Account (HSA) which has many tax advantages.
Q. Is there a vision benefit under the HDHP?
A. Yes, if you participate in the HDHP, or any of the POS 80, 90 and 100 plans from Aetna or CIGNA, there is a vision benefit.
Q. Who would you say is most likely to enroll in the HDHP/HSA?
A. People select an HDHP/HSA for many different reasons. Some people want medical coverage that will cost them the least amount in contributions (pre-tax deductions from their paycheck). Others like the triple tax advantages of the HSA and that it can help them save for medical expenses in retirement.
It’s important to review your medical plan options to find the best fit for personal situation. To help you make an educated decision, we encourage you to try the new online tool, “Estimate My Medical Costs,” on the CU Benefits Enrollment System.
Q. Are the networks the same under the Aetna Point-of-Service (POS) plans as well as the Aetna HDHP?
A. Yes, the networks are the same under these Aetna plan options.
Q. What’s the advantage of using an in-network doctor under the HDHP?
A. A network provider’s fee will be based on the network negotiated rate – so your coinsurance would be applied to a reduced amount.
Q. How do the out-of-network benefits work in the HDHP?
A. The HDHP’s reimbursement for out-of-network benefits is 60% of 150% of the Medicare maximum allowable charge. However, out-of-network doctors may balance-bill you for the full amount charged because they have not agreed to bill at a network rate. Any provider fees above 150% of the Medicare maximum allowable charge will not be counted toward the deductible or the out-of-pocket maximum. You are responsible for paying any amounts that exceed 150% of the Medicare maximum allowable charge when you use providers who are not participating in the Aetna network. Also see the section on Medicare Maximum Allowable Charge.
Q. Do you have to meet separately each of the in-network and out-of-network out-of-pocket maximums and deductibles?
A. Yes, the deductibles and out-of-pocket maximums are accumulated separately for in- and out-of-network benefits.
Q. What does it mean when you say that the Medco prescription drugs are integrated with the HDHP at Aetna?
A. The discounted costs of non-preventive prescription drugs at Medco and medical services reimbursed by Aetna will be accumulated and used to meet the HDHP deductible. Also, any prescription drug copays are counted toward meeting the Aetna out-of-pocket maximum.
Q. Will the HDHP and HSA be around in 2013?
A. Yes. They should be continued for the near future.
Q. Will the HDHP plan be available with the other carriers in future years?
A. Columbia University may evaluate expanding the offering in the future.
Q. Where can I find the presentation used in the Aetna webinar on the HDHP and HSA?
A. The presentation (PDF) is available for download here.
Q. I am under 65 but my spouse will enroll in Medicare on June 1, 2012 when he turns 65. Can I sign up for the HDHP with an HSA and contribute $6,250 for 2012?
A. You can enroll both of you in the HDHP and elect up to the $6,250 family level of the HSA effective January 1, 2012.
However, once your spouse is eligible for Medicare, she is no longer eligible for HDHP coverage and your HSA election will be capped at the individual maximum for the rest of the year (unless you will continue to cover at least one other dependent, such as a child, who is not eligible for Medicare). Your spouse becoming Medicare-eligible is a Qualified Life Status Change. You can make the appropriate changes to your HDHP and HSA coverage within 31 days of that event when you report it to the Benefits Service Center at 212-851-7000.
Q. What can the HSA funds be used for?
A. Similar to the Healthcare FSA, these funds can be used to reimburse you for eligible out-of-pocket medical, dental, drug and vision expenses. In addition, these funds can be used to reimburse you for Medicare and long-term care insurance premiums.
Q. Is there something that lists what counts as a qualified HSA expense?
A. Qualified HSA, as well as Healthcare FSA, expenses are listed in IRS Publication 502 at http://www.irs.gov/publications/p502/index.html.
Q. Can the HSA funds accumulate and be held until retirement?
A. Yes, you can use the HSA to pay for medical claims when retired.
Q. If I contribute $3,000 a year for 3 years – can I roll over my HSA to a 401(k) plan?
A. No, they are two separate plans.
Q. What happens if I use the HSA for non-medical expenses?
A. You pay ordinary income taxes on the amount you used to pay for non-medical expenses, as well as an additional 20% excise tax.
Q. Is it true that if you have other insurance, you cannot elect the HSA?
A. If you have other medical insurance, such as a retiree medical plan with another employer or a spouse’s medical plan, you cannot elect the HSA. You may elect the HDHP and the Healthcare FSA.
Q. Is there a debit card for the HSA?
A. Yes, if you elect the HSA you will receive a Welcome Kit from Aetna. A debit card is included.
Q. How do I access my HSA money? Has JPMorgan Chase always managed this type of account?
A. JPMorgan Chase is the bank that Aetna uses to administer the HSA. You activate your bank account with JPMorgan Chase and withdraw funds via a debit card. Your Aetna Welcome Kit will guide you through this process.
Q. Are there fees associated with the HSA?
A. Yes, if you elect to participate you will receive a Welcome Kit from Aetna and it will include a list of the fees charged by JPMorgan Chase. Please refer to that list. Certain fees are charged if you use your bank card to check your account balance vs. going online to check your account balance.
Q. Can you roll over your HSA balance from year to year and access it at any time?
A. Yes, your balance at the end of the year will remain in the bank account. Once you establish the HSA, you can use the funds at any time. If you wanted, you could let funds accumulate – even over years – and then reimburse yourself for eligible healthcare expenses that were incurred at any time after the HSA was established. You just need to make sure that you have receipts documenting the eligible expenses in case of an IRS audit. You should also read the HSA welcome kit from Aetna to make sure you understand the most cost-effective way to withdraw money from the account.
In addition to contributions made during the calendar year, you can also make contributions until April 15 of the following year if you get an extension on your income tax filing deadline. For example, you can make 2012 contributions through April 15, 2013. In this example, JPMorgan Chase would send you a revised Form 5498-SA on May 31, 2013 for the contributions made after December 31, 2012.
Q. If I invest my HSA funds, am I guaranteed a return?
A. This depends on the investment fund you select. You may be subject to market fluctuations, though there are some funds that are lower risk.
Q. Is it possible to lose some of your HSA account in the stock market?
A. If you invest in equities there is no guaranteed return. However, there are some investment options that guarantee principal, like the HSA bank account.
Q. Does the IRS mandate using JPMorgan Chase for the HSA?
A. No, the IRS does not mandate that a particular bank must be used for the HSA. Aetna has chosen JPMorgan Chase as their partner for the HDHP/HSA. Columbia University will deposit your pre-tax HSA contributions in an account established for you at JPMorgan Chase.
Q. Can I establish an HSA at another bank?
A. If you participate in the Columbia University HDHP, you can establish an HSA at a bank other than JPMorgan Chase. However, Columbia University will only deposit your pre-tax contributions to JPMorgan Chase. You can contribute post-tax contributions to another bank and then claim the pre-tax deduction on the IRS form 8889.
Q. If I move to another employer can I roll over the HSA?
A. Yes, you can roll over to another employer’s HSA.
Q. I am under age 65, but my spouse is over age 65 and is not yet collecting Social Security or Medicare. Can we both participate in the HDHP and the HSA?
A. Yes, you can both participate in the HDHP. You can contribute the family amount of $6,250 per year as long as you are under age 65 and your spouse is not covered by Medicare. You may use the HSA for eligible medical expenses for both you and your spouse.
Q. If my spouse is enrolled in Medicare, but I am under age 65, can I participate in the HDHP and the HSA? What about my spouse?
A. You and your spouse can both enroll in the HDHP. (Aetna will pay medical claims first for your spouse and Medicare will be the secondary payer.) However, you can only contribute a maximum of $3,100 as an individual to the HSA. You may use the HSA for eligible medical expenses for both you and your spouse.
Q. What happens to an HSA balance when you become Medicare-eligible?
A. You can no longer contribute to the HSA but you may use the balance for eligible medical expenses for both you and your spouse.
Q. If both my spouse and I are enrolled in Medicare, can I use my HSA balance to pay for our Medicare premiums?
A. Yes, you may use your HSA balance to pay for qualified medical expenses for any of your tax dependents and your spouse. Medicare premiums are considered qualified medical expenses.
Q. What if my spouse is not covered by Columbia University medical insurance, and has medical and a Healthcare Flexible Spending Account (FSA) with his employer, am I eligible for the HSA?
A. You can participate in the HDHP but you cannot participate in the HSA because your spouse has a Healthcare FSA.
Q. My spouse is not covered under a Columbia University medical plan and does not have a Healthcare FSA. Can I elect the HDHP with an HSA as an individual and use the HSA to pay for his eligible healthcare expenses?
A. You can contribute up to the individual maximum to the HSA, and you can use your HSA funds for his eligible healthcare expenses. Your HSA funds can be used for any tax dependents.
Q. If my spouse is covered by his employer’s medical insurance, a POS plan, but he does not have a Healthcare FSA, can I elect the HDHP and HSA for myself only?
A. You can elect the HDHP plan and contribute to the HSA as a single individual. You may use the HSA for eligible medical expenses for both you and your spouse.
Q. I have family coverage including my child, who is age 21 and a college student but no longer a tax dependent. He files his own taxes. Can he use my HSA and to get reimbursed for claims?
A. If you have HDHP family coverage, then you can contribute up to the family maximum of $6,250 to an HSA. You can pay for – or get reimbursement for – your son’s eligible healthcare expenses from your HSA provided he lives with you for that year (time away at school does not count) and he receives more than half his support from you.
Q. If I had an HSA at another employer and elect a POS plan at Columbia University, what happens to my HSA?
A. You cannot add any pre-tax funds to your HSA because you are not enrolled in a HDHP. However, you may use your HSA balance to pay for any out-of-pocket qualified medical expenses here at Columbia University.
Q. Are the HSA contribution limits set by the Internal Revenue Service (IRS)? Is Long-Term Care (LTC) insurance a qualified expense?
A. Yes, and they can change annually. LTC is a qualified expense.
Q. If I leave or retire from Columbia University, do my HSA assets with JPMorgan Chase have to remain there, or can they be moved to another bank?
A. If you go to another employer, you can transfer the funds to another qualified plan HSA. If you retire, you can move your account to any other financial institution that handles HSA accounts. However, as a Columbia University employee, you can only have your HSA contributions through payroll deduction deposited into a JPMorgan Chase account since that is who Aetna has partnered with.
Also see:
Medicare Maximum Allowable Charge
Q. Will the Medicare amounts be available, as this makes a difference in which plan I chose?
A. All the POS plans and the HDHP plan have the same out-of-network benefits, so the out-of-network benefits should not affect your choice. Usually the doctor’s office is aware of how much the Medicare reimbursement is for each procedure. You should ask your doctor’s office how much the Medicare maximum allowable charge is for any out-of-network service you are considering.
To illustrate how this works, Columbia Benefits has prepared an example (PDF), which also includes examples of common costs.
Q: If a provider charges 200% of the Medicare maximum allowable charge out-of-network, can they balance bill me for the amount that exceeds the 150% of the Medicare maximum allowable charge?
A. Yes, the provider can bill you for the amount that exceeds 150% of the Medicare maximum allowable charge. In addition, the amount above 150% of the Medicare maximum allowable charge does not count toward the deductible or out-of-pocket maximum.
Q. What drugs are preventive drugs for purposes of the HDHP?
A. Benefits Highlights details the categories of drugs that the IRS considers preventive. You may also call Medco at 800-230-0508 or read Medco's list of preventive drugs (PDF).
Q. What is a multi-source drug?
A. A multi-source drug means you have a choice between the brand and its generic, and other generic equivalents.
Q. How are lab charges paid under the POS 80 or POS 90 Plans?
A. If the doctor sends the lab work out to a laboratory, the charges will first be subject to the deductible, then the coinsurance. If the lab work is done in the doctor’s office, generally only the $30 office copay will apply.
Q. Is there a cap on how much I pay out-of-pocket in the POS 80 and 90 Plans?
A. Yes, once you reach the out-of-pocket maximum, the plan pays 100% of in-network covered expenses.
Q. Under the POS 80 or 90 Plans, if you go to the doctor’s office for an
exam and the doctor takes specimen(s) for lab test(s), do you need to
pay the $30 copay plus coinsurance on the cost of the test(s)?
A. If the test(s) are included (“bundled”) as part of the office visit, you only have to pay the $30 copay. If you receive a separate bill from the lab, or if you go to a facility for test(s), those separately billed expenses will be subject to the deductible and coinsurance.
Also see:
Q. Will Columbia University accept a NYS marriage license for a same-sex domestic partner?
A. Yes, Columbia University accepts this as proof of marriage. However, we cannot exempt the same-sex domestic partner from after-tax healthcare contributions and imputed income because our plans are subject to federal tax law.
Q. Does an HSA work like a Healthcare FSA when it comes to same-sex domestic partners?
A. Yes, it does in that the IRS does not recognize same-sex domestic partners as eligible tax dependents. Therefore, you cannot use your HSA to reimburse your same-sex domestic partner’s medical expenses in a tax-advantaged way.
RETIREMENT
Q. What is the difference between the Columbia University Retirement Plan (the Retirement Plan) and the Voluntary Retirement Savings Plan (VRSP)?
A. The University makes contributions to the Columbia University Retirement Plan for you as soon as you are eligible. You are responsible for choosing your investment funds from those offered under the Plan. You do not need to do anything to receive this benefit, but you do have the option to direct the investment of the money in this account.
You may contribute pre-tax money from your paycheck to the Voluntary Retirement Savings Plan (VRSP). This is a voluntary Plan and you are responsible for choosing your investment funds from those offered under the Plan.
Please see Benefits Highlights for more details.
Q. When am I eligible to participate in the VRSP?
A. You may contribute to the VRSP as soon as you start receiving W-2 salary from Columbia University.
Q. How do I elect my VRSP contributions?
A. You elect your VRSP contributions in the CU Benefits Enrollment System by logging in with your UNI and password. Please choose "Update Your Retirement Plan Elections" from the "Elect" main menu.
Please note: You may make changes to your VRSP elections as many times as you wish during the year.
Q. Do my CU Retirement Plan contributions start immediately?
A. Contributions to your CU Retirement Plan account will start as soon as you become eligible. Please see Benefits Highlights for the eligibility criteria. Contributions are paid as soon as you become eligible. You may select an investment carrier (Calvert, TIAA-CREF or Vanguard) by logging in with your UNI and password to the CU Benefits Enrollment System.
Q. Do my VRSP contributions start immediately?
A. Contributions are processed as soon as administratively possible.
Q. Where can I find information about my retirement account?
A. You should contact your carrier(s) directly:
|
TIAA-CREF |
www.tiaa-cref.org |
(800) 842-2776 |
|
The Vanguard Group |
www.vanguard.com |
(800) 523-1188 |
|
Calvert |
www.calvert.com |
(800) 368-2745 |
Q. What does “Vesting” mean?
A. Vesting means you are eligible to receive a retirement benefit from the Columbia University Retirement Plan.
Q. Where can I find more information about the CU Retirement Plan and the Voluntary Retirement Savings Plan?
A. For more information regarding the CU Retirement Plan and the Voluntary Retirement Savings Plan, please refer to the Summary Plan Descriptions (SPDs) on this website.
The HR/Benefits website is intended only to provide information for the guidance of Columbia University Officers, staff and union employees. The writers of the content have exercised their best efforts to ensure accuracy of the information, but accuracy is not guaranteed. If there are any discrepancies between the information on the website, verbal representations and the Plan documents, the Plan documents will always govern. The information is subject to change from time to time, and the University reserves the right to change or terminate these Plans at any time. The information contained on the website is not intended to replace the plan documents, nor is the information in any way intended to imply a contract.