How to enroll and FAQs
Here are some of the most important and frequently asked questions about 2022 annual benefits enrollment.
2022 annual benefits enrollment and how to enroll
What is annual benefits enrollment?
Annual benefits enrollment is each benefits-eligible employee’s opportunity to review their benefits and make any elections for the next plan year (Jan. 1 – Dec. 31, 2022). Employees can only make changes to their benefits outside of the annual benefits enrollment period if they have a qualified status change (e.g., marriage or birth/adoption of child).
When is 2022 annual benefits enrollment?
Annual benefits enrollment for 2022 benefits is now through Nov. 5. Employees should take time to review their choices. They can review their current coverages and covered dependents on BenefitConnect > Coverage.
What happens if an employee didn't enroll by November 5?
If an employee is currently enrolled in medical, dental, vision and/or life insurance coverage, they’ll have the same coverage next year. If they’re not currently enrolled, they won’t have health care coverage through Liberty in 2022. If the employee was contributing to the Liberty Mutual Health Savings Account (HSA) in 2021, their contribution election will carry-over into 2022. If they were not contributing or wish to change their election, they need to do so during annual benefits enrollment if they wish the election to take affect for the first pay period in January 2022.
If an employee wishes to enroll in the Liberty Mutual Health Care Flexible Spending Account (FSA) and/or the Dependent Care Flexible Spending Account (DC FSA) in 2022, they need to make an election, whether they were enrolled in 2021 or not; otherwise, they will not be able to enroll later in the year unless they experience a qualified status change.
What do employees need to know about the 2022 benefits program?
Employees can learn about benefit enhancements and changes to 2022 benefits here.
What benefits can employees enroll in during annual benefits enrollment?
During annual benefits enrollment employees can elect or make changes to medical, dental, vision, Health Savings Account (HSA) contributions (if eligible), Health Care Flexible Spending Account (FSA) (if eligible), Dependent Care Flexible Spending Account (FSA), long-term disability, the MetLife Legal Plan, employee and dependent life insurance, accidental death and dismemberment insurance, Group Accident Insurance, Group Critical Illness Insurance and Group Hospital Indemnity Insurance.
How do employees enroll in benefits for 2022?
Employees can go to Benefits at Liberty and click Enroll now. They’ll jump to the BenefitConnect website where they click Enroll now again to start selecting 2022 benefits. Employees have from Oct. 20 through Nov. 5 to make their enrollment decisions.
Choice Benefits: If employees are interested in our Choice Benefits, they can log on to Benefits at Liberty, select Contacts in the upper right corner of the home page and then click on Choice Benefits to get to the Choice Benefits portal. Employees can click the Enroll/Manage tab to start enrolling in our voluntary benefits, including Legal with MetLife, Group Accident, Group Critical illness and Group Hospital Indemnity insurance.
Who can employees call if they have a question about annual benefits enrollment or their benefits?
Employees can call the Liberty Benefits Center at 1-800-758-4460, Option 1, Monday – Friday, 8:30 am– 8 pm ET.
What resources are available to help employees make informed decisions about their benefits?
Liberty is committed to providing impactful benefits that continue to support our employees, especially during times of change. Employees should take a moment with the resources below to assess how their benefits can help them as their needs evolve, so they can focus on what matters most to them.
|NEW! Enrollment checklist||Informed Enrollment health care cost modeling tool||Ayco financial coaching|
|This new checklist can help employees keep track of everything employees need to know and do during annual benefits enrollment.||Employees can use this tool to determine which health and dental plans best meet their needs while managing costs.||Employees can access live seminars or 1:1 benefit decision support and financial coaching over the phone at no cost. Learn more.|
|Choice Benefits||Liberty Benefits Center|
|To learn about and enroll in our voluntary benefits, employees can visit the Choice Benefits portal or call 1-833-230-6206.||1-800-758-4460, Option 1, Monday – Friday, 8:30 am – 8 pm ET.|
Health plan benefits
Is there a dependent verification process?
Yes, to ensure coverage for the people they love most, employees will be asked to verify new dependents added to their plan for 2022 annual benefits enrollment and any future enrollments.
Who can enroll?
Employees can enroll themselves and their eligible dependents in any of the Liberty health plans. To ensure the ones they love most are covered, employees will be asked to verify any new dependents when they elect coverage for 2022.
How does a CDHP family deductible work?
If an employee covers one or more family members, the family deductible applies. This means that the employee will pay up to the deductible for non-preventive care and most prescription drug expenses before the plan begins paying benefits. Keep in mind that all eligible in-network preventive care is covered 100%, and no deductible applies.
Important note: If an employee has family coverage and they or a family member reaches the individual out-of-pocket maximum for in-network care during the calendar year, the plan pays 100% coverage for that individual for the rest of the year. All other family members will continue to pay coinsurance until the full family out-of-pocket maximum is met. Refer to the Medical plan options tab for more details.
What are the advantages of the CDHP?
Liberty continues to believe the CDHP design is one of the best ways to offer high-quality health care coverage at a manageable cost for employees and Liberty. Here’s why:
- The CDHP is generally more economical over the long-term compared to traditional plans when taking into consideration premium costs, out-of-pocket expenses, Liberty’s contribution to the HSA and the tax savings of the HSA.
- The tax-efficient Health Savings Account (HSA) that comes with Liberty’s CDHP options can help participants better manage their health care expenses over the long term. (An HSA cannot be offered with the EPO.)
- The CDHP, with its up-front costs, encourages participants to carefully choose where and how they get care. There are several efficient, low-cost care options available to employees – virtual visits (medical and behavioral health), urgent care clinics, second opinion and physician referral services and more.
How does the EPO Option family deductible work?
Each family member has their own deductible and the family has a separate deductible. The individual deductible is embedded in the family deductible, so no one family member can contribute more than their individual amount toward the family deductible. The out-of-pocket costs that a family member pays to reach their individual deductible also count towards meeting the family deductible.
Unlike with the CDHP, with the EPO Option participating employees also have copayments, which do not apply to the deductible.
In addition, if one person in the family meets their individual deductible, the plan starts to pay for that family member. If the family deductible hasn’t also been met, the other family members’ deductibles still apply. When the family deductible is met, the plan starts paying for all family members, less 15% coinsurance. For the EPO Option, the family deductible is $1,200 and the individual deductible is $600.
For example, let’s say the participating employee gets X-rays that cost $600. They meet their individual deductible and the plan pays for their care from here on out, less 15% coinsurance.
Plus, that $600 goes toward the family deductible, so when the employee’s spouse and child both need lab work that costs $300 each, they’ll meet the family deductible of $1200. Now, the plan will pay for their care, minus coinsurance, so: 85% for covered services.
Why would an employee choose the EPO Option over the other health plan options?
We all have different priorities when it comes to health care. For those whose priority is more predictable costs, the EPO Option might be the right choice. The EPO Option has a lower deductible, but higher premiums, and copays instead of coinsurance for certain services like primary care physician (PCP) visits.
In addition to more predictable medical spending, if the employee plans to use in-network providers only, the EPO Option might feel best because they’ll get access to high quality in-network providers who are covered at a convenient two-tier copay structure. However, there is no out-of-network coverage (except for emergency care). Learn more about Tiers here.
How can employees tell if their doctor is a Tier 1 doctor?
Employees can search for their doctor on myUHC.com. Tier 1 doctors will be denoted with a blue dot. Learn more about Tiers here. Please note that if the participating employee lives in one of the following markets, Tier 1 doctors are not available. In this case, they would pay the Tier 1 copay for in-network doctors and providers:
- San Francisco
- Western Montana
- Central Coast
- Puerto Rico
Can employees save for health care on a tax-advantaged basis with the EPO Option?
Yes. An employee can save using a Health Care Flexible Savings Account (FSA). However, due to IRS rules, they will not be eligible to save with a Health Savings Account (HSA).
Like an HSA, a Health Care FSA lets employees save for eligible health care expenses straight from their paycheck before taxes. It is important to know that there are also key differences between the HSA and Health Care FSA.
If an employee does not use all the money in their FSA during the year, they lose it. Only a limited amount can be carried over into the following year (from a minimum of $50 to a maximum of $550 for 2022). Otherwise, remaining balances are forfeited. Participating employees can also only change their contribution amounts during annual benefits enrollment or if they have a qualified change in status during the year.
Remember, Liberty does not contribute to the FSA but, unlike with an HSA, their full annual election will be available to use in January – they don’t need to wait for it to accrue.
For 2022, the Health Care FSA contribution limit is $2,750.
Note: Employees in Puerto Rico are not eligible to participate in Liberty Mutual’s HSA, Health Care FSA or Dependent Care FSA plans.
If an employee already has an HSA, and they enroll in the EPO Option, can they use their HSA funds?
Yes. HSA funds never expire – even in retirement! However, employees may not contribute to an HSA while they are enrolled in the EPO Option. But if they already have funds in an HSA, and then enroll in the EPO Option, they may use their HSA funds towards qualified medical expenses under the EPO Option.
Employees can use the informed enrollment tool to find the best fit for them.
Do employees need to choose a primary care provider? Do employees need to get a referral to see a specialist?
No. Employees have the freedom to use any doctor, hospital, or specialist without a referral. However, it is wise to have a primary care physician who can coordinate care.
When choosing a specialist, remember that there is no out-of-network coverage for the EPO health plan except for emergency care.
What is preventive care?
Preventive care is a type of medical care that focuses on both disease prevention and health maintenance. Under all the health plan options, in-network preventive care and certain generic maintenance drugs (i.e., for managing blood pressure) and preventive drugs (i.e., oral contraceptives) are covered at 100%. Covered in-network preventive care services include:
- Adult physical exams and well-child visits
- Age- and gender-appropriate preventive services, including pap tests, colonoscopies and mammograms
- Prenatal visits and screenings
It is a good idea to talk with the provider to fully understand what is considered preventive care before receiving services.
What is a virtual visit?
Provided through UnitedHealthcare, a medical virtual visit is a convenient, reasonably priced alternative to a doctor’s office appointment or an emergency room or urgent care visit for non-emergency issues. This resource is available to employees if they are enrolled in any of the Liberty Mutual health plans. No appointment is needed, and they typically receive care within 30 minutes or less. Most visits take about 45 minutes. Employees may also request behavioral health virtual visits. Like non-emergency medical visits, they may talk to a counselor for evaluation, therapy or medication management from a mobile device or computer. Coverage is only available through UnitedHealthcare’s contracted providers: AmWell, Doctor on Demand, and Teladoc.
Who is UnitedHealth Group?
UnitedHealth Group is a parent company of UnitedHealthcare (our health plan administrator) and Optum Bank (administrator of our HSA, flexible spending accounts, commuter, adoption and surrogacy benefits). Learn more here.
Health savings and spending accounts
Who is eligible to contribute to the Liberty Health Savings Account (HSA)?
To be eligible for the HSA, an employee must be enrolled in Liberty's CDHP Option 1 or 2 and meet the following requirements, as defined by the IRS. The employee:
- Cannot have a flexible spending account (FSA) or be covered under a flexible spending account.
- May not have other health coverage except what is permitted by the IRS.
- Cannot be claimed as a dependent on someone else’s tax return.
- Cannot be enrolled in Medicare, TRICARE or TRICARE for Life.
- Has not received Veterans Affairs (VA) benefits within the past three months, except for preventive care. If the employee has a disability rating from the VA, this exclusion does not apply.
Other restrictions and exceptions may also apply. We recommend that employees consult a tax, legal or financial advisor to discuss their personal circumstances.
Please note: If an employee has an HSA and fails to meet any HSA eligibility rules, upon an IRS individual audit, they may be subject to applicable taxes and/or penalties.
What will happen to an employee’s Dependent Care FSA funds if they haven’t been used by the end of 2021?
Any unused Dependent Care FSA funds will carry over into the 2022 plan year.
Do employees need to do anything to open an HSA?
Yes. Employees must first enroll in either the CDHP 1 or 2 health option and indicate the wish to open an HSA. Once employees confirm their eligibility requirements, an HSA will be opened on their behalf and in their name at Optum Bank.
Important note: Because an HSA is a bank account, it is subject to the requirements of the Patriot Act for the Consumer Identity Program (CIP). One such requirement is to have a street address on file that is not a P.O. Box. Employees must provide a primary, permanent, physical street address. Employees who enroll in a CDHP but are ineligible for an HSA will receive the Liberty contribution in their paycheck as taxable income.
When will Liberty make its contributions to my HSA?
If an employee enrolls in a CDHP and is eligible for and elects to open an HSA, Liberty will make its contribution to their HSA in the month following enrollment (pro-rated based on hire date). Following annual benefits enrollment 2022, Liberty will make its contribution at the end of January 2022.
How much can employees contribute to the HSA if they join the CDHP during the year?
Employees may contribute up to the annual IRS maximum when combined with Liberty Mutual’s contribution. Liberty’s contributions will be pro-rated based on date of hire.
How often can an employee change their HSA contribution amount?
Employees can change their HSA contribution at any time. Visit BenefitConnect for details. Any change affects future contributions and will take effect as soon as administratively practicable following the date they change their contribution amount. Note that any increase in an employee’s total contribution amount will be calculated for the paychecks left between the time they record the change and their last paycheck of the year.
Are employees eligible for a Health Care Flexible Spending Account (FSA) account?
An employee may be eligible to enroll in an FSA if:
- the employee is enrolled in the Liberty EPO
- the employee is enrolled in any non-HDHP coverage or
- the employee has no health coverage at all
An employee may be eligible to open an FSA through Optum Bank if they are not currently enrolled in a HDHP or CDHP – regardless of if it is through Liberty Mutual. An employee must elect to contribute to the Health Care FSA during annual benefits enrollment; the FSA will not automatically be opened for the employee.
Note: If an employee is covered under a CDHP or HDHP outside of Liberty, they do not qualify for the FSA. Employees in Puerto Rico are not eligible to contribute to the Health Care FSA on a pre-tax basis.
What is the difference between the FSA and HSA?
Click here to see the differences between the FSA and HSA.
Will Liberty make a contribution to an employee's FSA?
No, Liberty will not contribute to the FSA. For more information on the FSA click here.
How often can employees change my FSA contribution amount?
Employees can only change their contribution amount during annual benefits enrollment unless they experience certain qualified status changes during the year.
What happens to an FSA if an employee enrolls in a CDHP option in 2022?
If an employee enrolled in a health care flexible spending account in 2021 and enrolls in the Liberty Mutual CDHP option 1 or 2 for 2022 , they need to spend any FSA balance by Dec. 31, 2021. The FSA run-out period and carry over will not apply and any balance remaining will be forfeited.
What is evidence of insurability (EOI)?
Evidence of insurability (EOI) is a record of a person's past and current health events. It's used by insurance companies to verify whether a person meets the definition of good health.
How do I designate a beneficiary?
Employees can visit BenefitConnect to designate or update their beneficiary(ies). They should name a beneficiary for their life insurance coverage. They have the option to name a contingent beneficiary or multiple beneficiaries.
New! Voluntary benefits available on Choice Benefits
Voluntary Supplemental Insurance, provided by Liberty Mutual – Group Accident, Group Critical Illness and Group Hospital Indemnity Insurance – will now be available on the Choice Benefits Portal.
What is Voluntary Supplemental Insurance?
Voluntary Supplemental Insurance, including Group Accident, Group Critical Illness and Group Hospital Indemnity Insurance, pays you a fixed cash lump-sum should you experience a covered injury, illness, or hospital stay.
Do the Voluntary Supplemental Insurance plans replace major medical insurance?
No. The Voluntary Supplemental Insurance plans do not replace major medical insurance. In order to enroll, employees are required to be covered by either the Liberty Mutual Health Plan or by another plan that qualifies as minimum essential coverage under the Affordable Care Act.
Who is eligible to enroll? Can an employee enroll family members?
Employees scheduled to work at least 20 hours a week may enroll and add their spouse/domestic partner and/or any dependent children. Premiums will increase as dependents are added. These benefits are not available to employees in Puerto Rico.
How can employees enroll?
To learn more or to enroll, employees can visit the Choice Benefits portal. Simply log on to Benefits at Liberty, select Contacts in the upper right corner of the home page and then click on Choice Benefits. Once redirected, click the Enroll/Manage tab to get started. Employees can enroll their spouse/domestic partner and/or dependent children during open enrollment or a qualifying status change.
Questions about Choice Benefits?
Visit the Choice Benefits portal or call 1-833-230-6206, Monday-Friday 8:30 am – 6:00 pm ET for more information.
Still have questions?
Call the Liberty Benefits Center at 1-800-758-4460, Option 1, Monday – Friday, 8:30 am – 8 pm ET.