Frequently Asked Questions
Please select the category your question fits under to the left or simply browse through all of the questions below. If you have any other questions, please feel free to give us a call at 775-684-7000 or 1-800-326-5496.
You may be eligible under the “Portability and/or Right to Convert” provisions. Details regarding these options are available in the policy Certificates located on The Standard’s website or view the Portability and Conversion FAQ. You must apply in writing to The Standard and pay the first premium within 31 days after your employment terminates. For more information, contact The Standard at 1-888-288-1270.
The Medical FSA is a tax-advantaged account that allows employees to set aside a portion of earnings to pay for qualified health care expenses that are not paid by insurance (i.e. copayments, deductibles, and coinsurance). An FSA may also be used to pay for things like prescription eyeglasses and Lasik surgery. Generally, allowable items are the same as those allowed for the medical tax deduction.
The Limited Purpose FSA is a tax-advantaged account that allows employees to set aside a portion of earnings to pay for out-of-pocket dental and vision expenses. Employees who contribute to an HSA may also elect the Limited Purpose FSA. For more information, contact HealthSCOPE Benefits at 1-888-763-8232.
A dependent care FSA provides a way to pay dependent care expenses and lower your taxable income. You direct part of your before-tax pay into a special account to pay work-related dependent care costs. You can use your account throughout the year to help pay for eligible expenses. Your expense must be for the purpose of allowing you and, if married, your spouse to be employed. For more information, contact HealthSCOPE Benefits at 1-888-763-8232.
FSA dollars are “use-it-or-lose-it” funds. Account balances greater than $500 cannot be carried over from year to year. If you have any unused funds exceeding $500 at the end of the plan year (end of the grace period), those funds will be forfeited per IRS requirements.
Employees and eligible retirees enrolled in a PEBP-sponsored medical plan receive a Basic Life Insurance benefit as part of their benefit package. You may also apply for Voluntary Life coverage to supplement the Basic Life amount.
Employees may apply for any multiple of $5,000 up to a maximum of $500,000. Retirees may apply for any multiple of $5,000 up to a maximum of $50,000. Evidence of insurability may be required. If you have questions, contact The Standard at 1-888-288-1270.
Short Term Disability insurance is designed to pay you a benefit in the event you cannot work because of a covered illness, injury, or pregnancy. This benefit replaces a portion of your income to help you meet your financial commitments in time of need. For more information contact The Standard at 1-888-288-1270.
If you reside in southern Nevada, coverage is administered by the Health Plan of Nevada (HMO) and is only available to participants residing in the following counties: Clark, Esmeralda and Nye Counties.
If you reside in northern Nevada, coverage is administered by the Premier (EPO) Plan and is only available to participants residing in the following fourteen northern Nevada counties: Carson City, Churchill, Douglas, Elko, Eureka, Humboldt, Lander, Lincoln, Lyon, Mineral, Pershing, Storey, Washoe and White Pine.
I want to make an appointment at the Doctor’s office and I have the Consumer Driven Health Plan (CDHP), what is the name of my plan?
The name of your insurance plan is the Consumer Driven Health Plan (CDHP). This plan is a self-funded PPO plan offered by the state of Nevada Public Employees’ Benefits Program. The third party administrator, HealthSCOPE Benefits, pays the medical, dental and vision claims for the CDHP. In order for your provider to identify your plan, you may want to refer to the plan as State of Nevada HealthSCOPE Benefits. Most providers are familiar with HealthSCOPE primarily because they pay the claims for the Consumer Driven Health Plan.
Doctor on Demand – (DOD) connects CDHP and Premier (EPO) Plan participants face-to-face with a board-certified doctor or licensed psychologist (by appointment) on your smartphone, tablet or computer through live video. To learn more, and see a short video showing what an experience is like, go to: http://www.doctorondemand.com/pebp.
If you are a CDHP participant, Doctor On Demand medical visits are $49 per visit. Visits with a psychologist are $79 for 25 minutes and $119 for 50 minutes. Psychiatric 45-minute initial visit is $229 and $99 for a 15-minute follow-up visit.
If you are a Premier (EPO) Plan participant, Doctor On Demand medical visits are $10 per visit. Visits with a psychologist are $25 for 25 minutes and $35 for 50 minutes. Psychiatric 45-minute initial visit is $35 and $25 for a 15-minute follow-up visit.
Travel Assistance is available when you travel more than 100 miles from home or internationally for up to 180 days. Dependents traveling on business for their employers are not eligible to access these services during those trips. This program is designed to help active employees, retirees, and employee’s dependents enrolled in a PEBP sponsored medical plan respond to medical care situations and other emergencies you may experience while traveling. The program also offers aid before and during your trip, including:
- Passport, visa, weather and current exchange information, health hazards advice and inoculation requirements,
- Emergency ticket, credit card and passport replacement, funds transfer and missing baggage
- 24/7 365 phone access to registered nurses for health and medication information, symptom decision support, and help understanding treatment options
- Emergency evacuation to the nearest adequate medical facility and medically necessary repatriation to your home, and a host of other services shown in the Travel Assistance brochure.
Note » Travel Assistance is available to active employees and retirees enrolled in a PEBP-sponsored medical plan. Reinstated retirees are not eligible for this benefit.
With an FSA, you can set aside up to $2,650 (annual deduction limitation per employee) a year pre-tax to pay for out-of-pocket medical expenses, including orthodontic care. If you spread the treatment plan over two years, you could use up to $5,300 in FSA funds to cover the orthodontic bills. The tax savings could cover from 18 to 25 percent of the cost (depending on your tax bracket).
See the FSA flyer to learn how you can offset costs for orthodontic services.
The Life Services Toolkit provides eligible participants with access to the following online tools and services:
- Estate Planning Assistance
- Financial Planning
- Health and Wellness
- Identity Theft Protection
- Funeral Arrangements (calculate funeral costs, find funeral-related services and make decisions in advance)
To learn more about the support tools available and the beneficiary services, please see the Life Services Toolkit Flyer.
Note » Life Services Toolkit is available to active employees and retirees enrolled in a PEBP-sponsored medical. Reinstated retirees are not eligible for this benefit.
The HealthCare FSA is a tax-free account that allows a person to pay for essential health care expenses that are not covered or are partially covered by your medical, pharmacy, dental and vision plans. For more information regarding the FSA contact HealthSCOPE Benefits at 1-888-763-8232, press 2 then press “#” then press 3#.
The FSA is a use it or lose it account and the HSA/HRA rolls over from year to year, month to month. The FSA does allow up to $500 to roll over from year to year.
An HSA is a Health Savings Account that also receives tax-free contributions from PEBP but also allows the participant to make voluntarily contribute to their HSA through pre-tax payroll deductions. If you leave State Service the money will stay with you until it is spent by you. Not everyone is eligible for an HSA.
An HRA is a Health Reimbursement Arrangement with only PEBP contributions. You are not eligible to make your own contributions to this account. If you leave State services this money will go back to the State. Everyone on the CDHP/PPO plan is eligible for an HRA.
I am retired with Medicare and will be transitioning to the Medicare Exchange. May I keep the PEBP dental plan?
I will not qualify for premium-free Medicare Part A. May I maintain my PEBP CDHP, EPO or HMO coverage?
Yes. If you do not qualify for premium-free Medicare Part A, you will be able to maintain your PEBP CDHP, EPO or HMO plan. However, you will be required to submit verification that you do not qualify for premium-free Part A. You will also be required to purchase Part B Medicare at age 65 if you are retired.
I am enrolled in the Medicare Exchange with an HRA. How long do I have to request reimbursement from the date-of-service?
The Medicare Exchange HRA is a pass-through account for Medicare retirees enrolled in a medical plan through the Medicare Exchange. Contributions to the Medicare Exchange are determined by the years of service and date of retirement of eligible retirees. HRA funds may be used to reimburse retirees for qualified medical expenses, health plan premiums, and Medicare Part B premiums.
In general, you must be a United States citizen, green card holder, or a United States resident to participate. An HSA cannot be opened without a verifiable United States residential address and a valid United States Social Security Number.
What happens to my HSA if I am no longer an eligible individual? For example, if I change coverage from the CDHP to an HMO or EPO or if I enroll in Medicare?
An HSA allows you to withdraw funds for any reason. However, you would need to pay ordinary tax and an additional penalty of 20% on any funds that are withdrawn for an ineligible expense.
You are responsible for determining if an expense is an eligible medical expense and maintaining receipts for tax reporting and potential IRS audit purposes. At age 65, funds can be withdrawn for any reason and only ordinary tax applies.
If I am enrolled in single coverage under the CDHP, can HSA funds be used for my spouse or eligible dependents that are not covered under my health plans?
Verification of expenses is not required for HSAs. However, total withdrawals from your HSA are reported to the IRS on Form 1099-SA. You are responsible for reporting qualified and non-qualified withdrawals when completing your taxes. You are also responsible for saving all receipts as verification of expenses in the case of an IRS audit.
The Last-Month Rule states that if you are covered by an HSA-eligible health plan on the first day of the last month of a given year, you are considered an eligible individual for the entire year. In turn, you can then contribute to the HSA for that full year.
Example: If you enrolled in the CDHP on July 1, 2018 and retained coverage under that plan through December 1, 2018, you are covered per the Last-Month Rule. This means you are considered an eligible employee for the entire year in 2018. This allows you to contribute up to the 2018 contribution limit. However, you must also take into consideration the Testing Period.
Under the Testing Period, if you use the Last Month Rule, you must also remain an eligible individual (retain your same coverage under the CDHP or other high-deductible health plan) for the following 12 months. If you fail to remain an eligible individual (i.e., if you change coverage from the CDHP to the EPO or HMO or enroll in Medicare, etc.) any “extra” contributions you made as a result of the Last-Month Rule must be included in your gross income. Also, a 20% additional tax applies to this amount. Your excess contributions are determined by the contribution limit divided by 12 months, compared to your time eligible.
Yes, HSA contribution limits are set by the IRS and may change from year to year. The combined contribution limits from all sources (PEBP, employee, family, etc.) are listed in the table below.
|2019 Calendar Year||2019 Catch-Up (age 55+)||2018 Calendar Year||2018 Catch-Up (age 55+)|
HSA elections may be modified any time throughout the year.
To modify your election, you may log into your E-PEBP Portal by clicking on the orange log in icon on the top right of the screen.
- Once you are logged in, scroll down to Resources and click on HealthScope/ESI/HCBB single sign on.
- Select the link for HealthSCOPE.
- Under Resources on the right hand side, click on FSA/HSA & HRA .
- Click on HRA/HSA Administration.
- In order to view your contribution amount, click on the Change HSA Election option on the right hand side of the page under I Want To.
- Read and follow the prompts on the HSA Enrollment Eligibility page in order to view and change your contribution amount.
You can spend your HSA dollars on qualifying medical expenses for yourself, or anyone you claim as a dependent on your personal income tax — even if that person is not covered by your CDHP coverage. To help you know what is and isn’t eligible, take a look at a comprehensive Health Care Expenses Table. Please visit www.irs.gov for additional information.
My spouse is a state employee with an HRA. I am a new employee and plan to enroll in the CDHP with an HSA, am I eligible to contribute to an HSA?
I am retired and have TRICARE for Life. Am I required to enroll in a medical plan through the Medicare Exchange to receive a Years of Service HRA contribution?
An otherwise eligible retiree who has TRICARE for Life and Medicare Parts A and B will not be required to enroll in a medical plan through the Medicare Exchange. However, before PEBP will authorize the Years of Service HRA funding, PEBP will require a copy of the retiree’s military ID card (front and back) and Medicare Parts A and B card.
I am 24 years old and covered as a child under my parent’s PEBP plan. If I become eligible for PEBP benefits as a state employee, will I need to enroll in my own coverage?
If a child (age 26 or younger) is enrolled as a dependent of a PEBP participant and becomes eligible for their own PEBP coverage as a primary participant, the child has the option to remain as a dependent OR enroll on their own as a primary participant. If the child enrolls as a primary participant, they must be removed as a dependent from their parent’s coverage.
My spouse/domestic partner is covered under their own employer’s group health plan, may I also cover them on my plan?
A spouse or domestic partner who is eligible for other employer group coverage is not eligible for coverage as a dependent under this plan. Exceptions may apply if the employer group coverage is determined to be significantly inferior. “Significantly inferior” refers to a plan that offers limited benefits, such as a mini-med plan or a catastrophic plan with a $5,000 or greater individual deductible and the plan is not coupled with an HSA or HRA.
I am covered under the EPO plan in Northern Nevada. However, I am moving to Las Vegas. May I keep my Northern Nevada EPO Plan?
I was initially hired on or after January 1, 2012. Will I be eligible for the retiree health insurance premium subsidy at retirement?
Unsubsidized Dependents Covered under a PEBP Plan
- An unsubsidized dependent is an otherwise eligible spouse/domestic partner or dependent child who remains covered under PEBP while the primary Plan participant transitions medical coverage to the Medicare Exchange.
- Termination of a primary participant’s coverage will result in termination of the unsubsidized dependents.
- Unsubsidized dependents enrolled in the CDHP, Premier (EPO) Plan or HMO Plan can decline their coverage at any time (coverage ends the last day of the month of notification).
Unsubsidized Dependents Covered under the Medicare Exchange
- An unsubsidized dependent is an otherwise eligible spouse/domestic partner who transitions to the Medicare Exchange and elects PEBP dental coverage, while the primary Plan participant remains covered under a PEBP Plan.
- Termination of a primary participant’s coverage will result in termination of the unsubsidized dependent.
- Unsubsidized dependents enrolled in the Medicare Exchange with PEBP dental coverage can decline their coverage at any time (coverage ends the last day of the month of notification).
A Health Savings Account is a tax-exempt account that you can use to pay or reimburse yourself for certain medical expenses you incur.
HSAs are employee-owned accounts, meaning the funds in the HSA remain with the employee and will carry over from one year to the next (i.e., will not be forfeited unless there is no account activity for a 3-year period then the funds will be considered abandoned per NRS 120A.500 and subject to forfeiture by the State). Contributions to the HSA grow tax free and are portable. When an employee retires or terminates employment, the employee keeps the funds in the HSA. The employee can continue to use the funds in the HSA for health care and other qualified medical expenses after employment ends.
There are limits on the amount an eligible individual can contribute to an HSA based on the employee’s coverage tier. For example, “self-only” or “Family” coverage.
- Self-only coverage means an eligible individual (employee)
- Family coverage means an eligible employee covering at least one dependent (whether that dependent is an eligible individual (for example, if the dependent has Medicare) if that other person is claimed on your tax return and not claimed as a tax dependent on someone else’s return.
You must be an eligible individual to qualify for an HSA. Employees may not establish or contribute to a Health Savings Account if any of the following apply:
- The employee is covered under other medical insurance coverage unless that medical insurance coverage: (1) is also a High Deductible Health Plan as defined by the IRS; (2) covers a specific disease state (such as cancer insurance); or (3) only reimburses expenses after the Deductible is met;
- The employee is enrolled in Medicare;
- The employee is enrolled in Tricare;
- The employee is enrolled in Tribal coverage;
- The employee can be claimed as a dependent on someone else’s tax return unless the employee is Married Filing Jointly;
- The employee or the employee’s Spouse has a Medical Flexible Spending Account (excludes Dependent Care or Limited Use Flexible Spending Accounts);
- The employee’s Spouse has an HRA that can be used to pay for the medical expenses of the employee; The employee is on COBRA; or
- The employee is retired.
To be eligible to establish and contribute to an HSA on a pre-tax basis, the employee must meet the following criteria:
- The employee is covered under other medical insurance coverage unless that medical insurance coverage: (1) is also a High Deductible Health Plan as defined by the IRS; (2) covers a specific disease state (such as cancer insurance); or (3) only reimburses expenses after the Deductible is met,
- The employee can not be claimed as a dependent on someone else’s tax return unless the employee is Married Filing Jointly;
- The employee or the employee’s Spouse cannot have a Medical Flexible Spending Account (excludes Dependent Care or Limited Use Flexible Spending Accounts);
- The employee’s Spouse cannot have an HRA that can be used to pay for the medical expenses of the employee;
- The employee is NOT on COBRA;
- The employee is NOT enrolled in Tribal coverage;
- The employee is NOT enrolled in Medicare;
- The employee is NOT enrolled in TRICARE or TRICARE for Life;
- The employee is NOT retired.
Routine lab tests associated with wellness services as defined by the CDC are covered under the wellness benefit if performed at a free-standing laboratory facility. Lab tests not associated with wellness services are subject to deductible and coinsurance. Note: lab tests provided in a hospital setting are not covered, except when lab tests are performed for pre-admission testing, inpatient admission, and urgent or emergency care. Exceptions to this provision apply for participants residing in rural areas where there are no free-standing laboratories within 50 miles; thus, requiring lab services to be performed in a hospital setting.
How do I notify Medicare that I have current group drug coverage through my employer since I am 65 but an active employee?
PEBP will send out a Credible Coverage notice each August. Keep this Creditable Coverage notice. If you decide to join one of the Medicare drug plans, you may be required to provide a copy of this notice when you join to show whether or not you have maintained creditable coverage and, therefore, whether or not you are required to pay a higher premium (a penalty).
The Consumer Driven Health Plan (CDHP) is a qualified high-deductible health plan coupled with a tax-favored health savings account (HSA) or health reimbursement arrangement (HRA). Individuals covered as “self-only” have an individual deductible amount and those covered as “family” (self plus one other individual) have a family deductible.
Is there a cost difference between using an outpatient lab at a hospital versus a free-standing lab such as LabCorp or Quest?
Generally, hospitals charge substantially more for these services than stand-alone laboratories. Some physicians may refer a patient to the hospital for lab testing; however, to reduce out-of-pocket costs, the member should request a referral to a stand-alone laboratory. Most Hospital based lab services except for pre-admission testing, urgent care, and emergency room lab services are not covered. Laboratory Outpatient services at a free standing In-Network facility such as Lab Corp or Quest are subject to the deductible and/or co-insurance/co-payment.
Yes, however, PEBP does not maintain a network specific to vision care. Out-of-network providers will be paid at Usual and Customary (U&C). One annual vision exam, maximum annual benefit $95 per plan year after the $25 copayment. There is no benefit for hardware including contacts, glasses, and lenses.
Employees hired on the first day of the month are eligible for benefits on their date of hire. Employees hired on the second day through the last day of the month are eligible for benefits on the first day of the month following their date of hire. For example, if you were hired on June 1, your benefit eligibility would begin that day. If you were hired on June 2, your benefit eligibility would begin July 1.
My spouse/domestic partner is covered under his/her employer’s group health plan. If they lose coverage from their employer, do I need to wait until open enrollment to add him/her as a dependent on my plan?
You will not have to wait until Open Enrollment to add your spouse/domestic partner. The loss of employer-sponsored group coverage is a qualified family status event. However, you must submit a request within 60 days of the date your spouse/domestic partner’s other coverage ended.
Yes, PEBP requires all retirees who are eligible for premium-free Medicare Part A to enroll in Part A coverage. PEBP also requires retirees to purchase Medicare Part B coverage at age 65 (or under age 65 if Medicare eligible due to a disability), regardless of whether a retiree qualifies for free Part A.
Active employees turning 65 and continuing employment are not required to enroll in Medicare until 60-90 days prior to retirement.