Full-time Employees (Hired  1/1/2018 – 12/31/2021)

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

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

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

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

If you did not re-enroll during this Open Enrollment period, the following occured:

• Your current healthcare and/or flexible benefits coverage and your dependent(s) coverage continued.  Premium changes were automatically adjusted, if applicable, effective January 1, 2022.
• If you were currently opting out of healthcare, this election continued. You were required to complete the Declination of Healthcare Coverage Affidavit and submit it with proof of other group or state-funded healthcare to the Office of Risk and Benefits Management. If you did not provide this required documentation, you were automatically assigned to the Cigna SureFit (employee only) healthcare plan.
• If you were being deducted the spouse/domestic partner annual surcharge, the deductions continued. However, we asked that you review your response in the Surcharge Affidavit to confirm their medical coverage status had not changed. If you experienced a change in salary band, as a result of last year’s negotiations, you may have had an increase in both employee and dependent healthcare deductions.
• If you elected to cover your spouse or domestic partner in a medical plan, you will need to complete the spouse/domestic partner affidavit and check the applicable box on the online enrollment application that best describes the status of their coverage.

The appeals enrollment period ended on at 11:59 p.m. on December 14, 2021.

The application was available during the Open Enrollment period 24 hours/7 days a week.

During the enrollment period, you could have changed your current benefits, delete, or add an eligible dependent.

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

Yes. You may decline healthcare coverage. You must provide proof of other group or state-funded program coverage. Enrollment in an individual healthcare plan does not qualify. Additionally, you must agree to the provision set forth in the affidavit.

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

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

If you do not provide proof of other group healthcare coverage or state-funded healthcare coverage, you will be automatically assigned to the Cigna SureFit (Employee-only) healthcare plan and standard Short-term Disability.

If electing to decline healthcare coverage during this Open Enrollment, you are required to submit proof of enrollment in another group or state-funded program, even if previously submitted.

Yes. You can view your 2022 benefits by logging in to your Employee Portal.

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

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

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

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

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

When requested, you will need to submit dependent eligibility verification. Otherwise, your dependent’s coverage may be terminated.

No. Your current adult child healthcare coverage will terminate December 31, 2021. If you wish to continue their participation in a sponsored group healthcare plan, you must re-enroll them for the 2022 plan year.

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

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

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

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

Note: An individual who loses coverage under the plan becomes entitled to elect COBRA. The individual has the right to continue his or her medical, dental, and vision coverage under COBRA law for a period of 18 months and/or Medical FSA deposits until the end of the plan year following termination of employment. For questions you may contact TASC Customer Service at 800-422-4661, Monday – Friday, 8 a.m. – 5 p.m., or visit www.tasconline.com.