Full-time Employees (Hired Before 1/1/2018)

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

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

The benefits are effective January 1, 2023 through December 31, 2023.

Yes. This is a mandatory enrollment. If you do not re-enroll your current healthcare and/or flexible benefits will terminate December 31, 2022.

• Log into the employee portal and during your open enrollment session, review and print your current 2022 Benefits Statement for reference during your enrollment.
• Use the statement to evaluate if the plans you currently have still meet your needs.
• In the Dependent and Beneficiary section of the enrollment application, you will see a list of the people you will be able to assign coverage and/or assign as a beneficiary. If their record does not exist, you will need to add one.
• Review/Update your beneficiary designation (Name, Date of Birth and Social Security Number is required)
• If you elect 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.
• Complete your 2023 benefit elections by submitting your changes and print your Employee Benefits Confirmation Statement.

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

• Your and your dependent’s current Cigna healthcare coverage will terminate on December 31, 2022.   
• If you are currently declining healthcare coverage, your opt-out election will terminate on December 31, 2022. You will need to re-enroll in this option online during open enrollment.
• If you are being deducted the spouse/domestic partner annual surcharge, the deductions will terminate December 31, 2022.
• You will be automatically auto-assigned to the Cigna SureFit healthcare plan, which will be the free Board-paid option for all full-time benefits eligible employees.
• Selection of a Primary Care Physician (PCP) is required at the time of enrollment. If a PCP is not selected, Cigna will assign you a participating provider based on your zip code.
• You must live in the tri-county (Miami-Dade, Broward and Palm Beach) service area.
• If you are currently enrolled in Flexible Benefits, those benefits will terminate on December 31, 2022.
• If you are currently enrolled in a Medical FSA and/or Dependent Care FSA, those benefits will terminate on December 31, 2022.
• If you are currently enrolled in a Disability (STD buy-up and/or LTD) plan, those benefits will continue for the 2023 plan year.

You will be provided access to the online enrollment application during the Open Enrollment Period, October 17, 2022 through November 15, 2022.

If making changes, you must complete your online enrollment selections by 11:59 p.m. on November 15, 2022.

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

You may log into the enrollment site and change your healthcare benefits selections as many times as you want throughout the Open Enrollment period. Your last saved and submitted selections will be your benefits, effective January 1, 2023. Changes made to your benefits during the Open Enrollment period of October 17, 2022 through November 15, 2022, until 11:59 p.m., will be effective January 1, 2023. For full-time employees, the first deductions will be taken on the payroll date January 13, 2023.

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

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 $800 will be charged. The annual surcharge will be billed on a bi-weekly basis according to your pay schedule.
• If you cover your spouse/domestic partner on your healthcare plan and your spouse/domestic partner does not have an employer sponsored healthcare plan available to him/her, the spousal surcharge will not be applied.

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

No. Your current adult child healthcare coverage will terminate December 31, 2022. If you wish to continue their participation in a sponsored group healthcare plan, you must re-enroll them for the 2023 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.