For example, if you’re getting married, having a baby, anticipating costly medical or dental procedures, or your child is expected to enter or age out of day care, you need to think carefully about which benefit plans are right for you. See Think Carefully about Your Needs for 2018


Think carefully about which account is right for you, since these plans are specific to the medical plan you choose. To contribute, you must re-enroll and elect your contributions during Annual Enrollment, even if you make no other coverage changes for 2018. See How is a Health Care Flexible Spending Account (FSA) Different from a Health Savings Account?


Examples of these benefits are AFLAC, auto and homeowners, and Faculty & Staff Vandal Sports Packages. See Voluntary Benefits


Regular full-time, three-quarter-time, or half-time Regents Board-appointed employee:

  • Assigned to work at least 20 hours a week, and
  • Working on an appointment lasting at least five consecutive months.

Through legal marriage, or common-law union that:

  • Began in Idaho before January 1, 1996, or
  • Is valid in another state and recognized by Idaho.

Note: You must provide verification of a legally binding marriage if adding a spouse who is not currently enrolled in the plan. For example, a marriage certificate.

  • Age 18 or older and mentally competent to consent, and
  • Not legally married,
  • Living in the employee’s household for the six months before the employee enrolls in benefits, and
  • Financially interdependent with the employee.

On request, you must provide at least two of these documents:

  • Joint mortgage statement, lease or other evidence of common residence, such as joint utility bills
  • Durable property or health care power of attorney
  • Joint bank or credit card account statement
  • Designation of each other as primary beneficiary in a will, life insurance policy or retirement plan.

Note: You must provide a Qualification Affidavit if adding an OEA who is not currently enrolled in the plan.

Federal tax law requires you to pay federal income and Social Security taxes on the full value of coverage for an eligible adult and their children unless they qualify as your tax dependents (visit www.irs.gov). The value of the coverage is reported as imputed income on your W-2. For more information, visit www.uidaho.edu/benefits and go to “Annual Enrollment,” or call the Benefits Center: 1-208-885-3697 or 1-800-646-6174. Visit the Eligibility page on the site for required forms and restrictions for other eligible adult coverage.


Including the employee’s:

  • Biological child
  • Legally adopted child or child placed with the employee for adoption
  • Stepchild
  • Child for whom the employee is the legal guardian
  • Child of a qualified other eligible adult (see eligibility definition above) who lives with the employee, or
  • Child who must be covered by a Qualified Medical Child Support Order.

Note: You must provide verification of birth or adoption if adding a child who is not currently enrolled in the plan. For example, a birth certificate.


Including the employee’s:

  • Child who meets the definition of a Child Under Age 26 and is eligible for coverage (see above), and
  • Child who cannot support himself or herself because of a physical or mental disability that began before age 26.

Note: You must apply for this continuation within 31 days from the date of the child’s 26th birthday.  


If you visit an in-network provider for preventive care—including annual physicals, mammograms, etc.—you’ll pay nothing for your visit, no matter which plan you choose! Please visit the Benefits webpage for the full list of preventive care services.

  • University contributions—the University will match 50 cents for every $1 you contribute up to the maximum amounts.
  • Your pre-tax contributions
  • Interest earned on your account balance
  • Returns from investing the money in your account, once your balance is at least $2,000.

They’re usually much less expensive than brand name drugs. A generic drug is identical—or “bioequivalent”—to a brand name drug in dosage form, safety, strength, route of administration, quality, performance characteristics and intended use.

(Source: Generic Drug Facts)


When you must use a brand name drug, ask your doctor to make sure it’s on CVS Caremark’s “preferred list,” also called a “formulary.” Medications on the list are less expensive than drugs that aren’t listed.


Order up to 90 days of medication at a time, for drugs taken for long periods, through CVS Caremark’s mail order service. Medications are sent to your home with no shipping fee.


Using a CVS Network Pharmacy saves you money.

Getting married, divorced, legally separated, or adding an eligible dependent? This can affect your medical and dental coverage level choices. And keep in mind that covering a spouse who already has medical benefits may be more costly than necessary.

Having a baby? Will you or your covered family members need surgeries or dental procedures? Take these expenses into account when choosing your medical and dental plans and deciding whether to enroll in an HSA or FSA, depending on the plan you choose—and how much to contribute.

Is your child just starting day care, or moving on to kindergarten? Take this into account when deciding whether to enroll in a Dependent Care FSA and how much to contribute.

Contact a benefits specialist to find out how this will affect your benefit choices.

Preventive care is covered at 100 percent. If you’re a full-time employee, the University pays the contribution for the Standard Dental Plan, so there’s no coverage cost to you. Part-time employees may have to pay a portion of the Standard Dental Plan rate.

Preventive care is covered at 100 percent. Comprehensive coverage includes child and adult orthodontia.

Based on location, this dental option may be available if you live in a covered area. Preventive care is covered at 100 percent after a $20 copay. This plan offers comprehensive coverage for child and adult orthodontia.

  • Nutrition and exercise
  • Smoking cessation (Tobacco-Free Campus)
  • Managing allergies
  • Anxiety and depression
  • Cardiovascular disease
  • Sleep issues
  • Migraine headaches

AD&D Coverage and Benefits Paid Per Covered Family Member

Coverage Level
Percent of Your Benefits Paid

Employee only


Employee + spouse

100% for employee, 50% for spouse

Employee + child(ren)

100% for employee, 10%, up to $25,000 per child

Employee + spouse
and child(ren)

100% for employee, 40% for spouse and 5% for each child

STD Waiting Period Example

  • You take six weeks of medically necessary leave after the birth of your child.
  • The first 30 days of medically necessary leave satisfy the STD waiting period.
  • STD benefits begin after the waiting period, which is the latter of the 30th consecutive day of being “totally disabled” or when you no longer have any sick leave time remaining.
  • You receive STD benefits during the remaining 12 days of leave. If you are out of work beyond that period for parenting time, STD benefits won’t continue because you’re medically able to work.

Example assumes no available accrued sick leave.

For eligible medical, dental, vision and prescription drug expenses, including deductibles, cost-share and copays, for you or your dependents. This account is only available for employees in the Standard PPO with FSA.

For qualified dependent care costs, including day care and day camp, so you and/or your spouse can work, look for work or attend school full time. This account is available for all eligible employees.

You and your family members have access to EAP mental health counselors, attorneys and financial advisors. KEPRO’s valuable online resources include:

  • E-learning, webinars, podcasts and articles on topics such as LGBTQA, wellness, financial wellbeing, work/life balance, parenting, personal growth and career development.
  • Referral services for day care and summer camps, special needs services, in-home care, elder care, cleaning services, repairs, pet sitting and more.
  • Counseling sessions for anxiety, stress and depression, grief and loss, parenting, workplace issues and relationships. You and each member of your household are eligible for up to eight confidential counseling sessions per issue per plan year.
  • Consultation services, including legal and financial advice and services from qualified and licensed professionals.
  • Corporate discounts of up to 25% off on travel, auto insurance and repairs, electronics, home improvements and décor, mobile phone plans and services, moving and relocation, flowers, gifts, event tickets and much more!

In addition to the employee EAP benefits described above, if you’re a manager or supervisor, you have unlimited access to telephone consultations with a dedicated team of workplace specialists. These professionals can help you with workplace concerns such as:

  • Dealing with difficult people
  • Improving professional climate and culture
  • Transitions and changes.

Support onsite and by phone can also be arranged for employees who may be affected by a traumatic event.


If you’re thinking of retiring in the next five to 10 years, and you started working for the University on or before January 1, 2002, email Benefit Services to confirm which retirement tier you may qualify for upon retirement. More information on retirement tiers is available on the website.

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