Benefits Guide 2025
JANUARY 1 – DECEMBER 31, 2025
Take Care of Your Tomorrow
Personal needs shape the choices we make every day. Whether young or mature, single or with family, our needs are unique. That’s why the City of Belton provides you with flexible, high-quality benefit options tailored to what matters most to you.
We encourage you to take this opportunity to explore all of plan options thoroughly. Consider each benefit, its cost, value, and how well it aligns with your personal needs. Taking the time now to review and select thoughtfully will ensure your benefits serve you well throughout the plan year.
City of Belton values our employees and recognizes the importance of offering benefits that enhance people’s lives.
All benefits shown in the document are effective January 1, 2025.
WELCOME
Your benefits are an important part of your overall compensation. The City offers a comprehensive array of valuable benefits to protect your health, your family and your way of life. This guide answers some of the basic questions you may have about your benefits.
Eligibility
You are eligible for all benefits if you work 30 or more hours per week. All parttime employees working more than 20 hours per week are eligible to participate in the plan benefits but at full premium cost. You may also enroll your eligible family members under certain plans you choose for yourself. Eligible family members include:
• Your legally married spouse
• Your biological children, stepchildren, adopted children or children for whom you have legal custody (up to age 26). Disabled children age 26 or older who meet certain criteria may continue on your health coverage.
When Coverage Begins
New Hires: You must complete the enrollment process within 30 days of your date of hire. If you enroll on time, coverage begins the first of the month following your date of hire.
If you fail to enroll on time, you will NOT have benefits coverage until you enroll during our next annual Open Enrollment period.
Open Enrollment: Changes made during Open Enrollment, are effective January 1, 2025. Open Enrollment is from November 18, 2024 – December 2, 2024.
Choose Carefully!
Due to IRS regulations, you cannot change your elections until the next annual Open Enrollment period, unless you have a qualifying life event during the year. Following are examples of the most common qualifying life events:
• Marriage or divorce
• Birth or adoption of a child
• Child reaching the maximum age limit (age 26)
• Death of a spouse or child
• You lose coverage under your spouse’s plan
• You gain access to state coverage under Medicaid or The Children’s Health Insurance Program
Watch a video about qualifying life events.
Making Changes
To change your benefit elections, you must contact Human Resources within 30 days of the qualifying life event. Be prepared to show documentation of the event, such as a marriage license, birth certificate or a divorce decree. If changes are not submitted on time, you must wait until the next Open Enrollment period to make your election changes.
Watch a video about open enrollment
Watch a video about open enrollment in Spanish
MEDICAL COVERAGE
BlueCross BlueShield PPO Plan
This plan gives you the freedom to seek care from any provider of your choice However, you will maximize your benefits and lower your out-of-pocket costs if you choose a provider who participates in the network
• The plan pays the full cost of qualified in-network preventive health care services
• You pay the full cost of non-preventive health care services until you meet the annual deductible You may also have to pay a fixed dollar amount (copay) for certain services
• Once you meet the deductible, you pay a percentage of certain health care expenses (coinsurance) and the plan pays the rest.
• Once your deductible, copays and coinsurance equal up to the out-of-pocket maximum, the plan pays the full cost of all qualified health care services for the rest of the year.
BlueCross BlueShield HDHP (HSA) Plan
The High-Deductible Health Plan (HDHP) works similarly to a traditional PPO:
• You may see any health care provider and still receive coverage, but you will maximize your benefits and lower your out-of-pocket costs if you see an in-network provider.
• The plan pays the full cost of qualified in-network preventive health care services.
• You pay the full cost of non-preventive health care services until you meet the annual deductible.
• Once you meet the deductible, you pay a percentage of your health care expenses (coinsurance) and the plan pays the rest.
• Once your deductible and coinsurance add up to the out-of-pocket maximum, the plan pays the full cost of all qualified health care services for the rest of the plan year. NOTE: If you enroll one or more family members, each covered family member is only required to meet the individual deductible or Individual out-of-pocket maximum before the plan starts to pay covered services at 100% for that individual. Once the individual meets the individual max out of pocket the plan pays 100%. Only when multiple people meet the family max will it cover sooner.
Health Savings Account (HSA)
The HDHP features an HSA administered through HSA Bank. The HSA “allows you to set aside” pre-tax dollars to help offset your annual deductible and pay for qualified health care expenses.
How the HSA Works
You may contribute pre-tax funds to the HSA through automatic payroll deductions.
In addition, the city will contribute dollars toward your HSA up to $1,000 for Employee and Dependent(s) each calendar year.
Your contributions, in addition to the city’s contributions, may not exceed the IRS annual maximum contribution limits listed below.
You can withdraw HSA funds tax free to pay for current qualified health expenses, or save for the future. Unused funds rollover from year-to-year and are yours to keep, even if you change medical plans or leave employment.
Important Notes:
• You must meet certain eligibility requirements to have an HSA: You must a) be at least age 18, b) be covered under a qualified HDHP, c) not be enrolled in Medicare and d) cannot be claimed as a dependent on another person’s tax return. For more information, visit https://www.irs.gov/forms-pubs/aboutpublication-969. For a complete list of qualified health care expenses, visit www.irs.gov/formspubs/about-publication-502.
• Adult children must be claimed as dependents on your tax return for their medical expenses to qualify for payment or reimbursement from your HSA.
Watch a video about common benefits terminology.
Watch a video about medical plan types.
Watch a video on how to read an explanation of benefits (EOB).
Watch a video on the Health Savings Account (HSA).
Watch a video on the HSA limits.
Watch a video on the HSA limits. (Spanish)
MEDICAL & PRESCRIPTION COVERAGE
Following is a high-level overview of your medical plan options. For complete coverage details, please refer to the plans benefit summary.
Key Benefits
Coinsurance percentages and copay amounts shown in the above chart represent what the member is responsible for paying.
*Benefits with an asterisk ( * ) require that the deductible be met before the Plan begins to pay coinsurance.
1. If you use an out-of-network provider, you will be responsible for any charges above the maximum allowed amount.
Coinsurance percentages and copay amounts shown in the above chart represent what the member is responsible for paying. *Benefits with an asterisk ( * ) require that the deductible be met before the Plan begins to pay.
Watch a video about choosing a provider.
Watch a video about preventive care.
Watch a video about where to go for care.
Watch a video about wellness.
Watch a video about seeing a PCP regularly.
Watch a video about Telehealth.
Watch a video about GoodRX.
Watch a video about prescription drugs.
DEPENDENT CARE FLEXIBLE SPENDING ACCOUNT (DCFSA)
A Dependent Care FSA is a voluntary pre-tax benefit account used to pay for eligible dependent care services, such as preschool, before or after school programs, and child or adult daycare. It's a smart, simple way to save money while taking care of your loved ones so that you can continue to work.
Dependent Care FSA (DCFSA)
Eligibility Requirements Available to all employees
• Care of a dependent child under the age of 13 by babysitters, nursery schools, pre-school or daycare centers
Examples of Qualified Expenses
Annual Contribution Limit
• Care of household members who are physically or mentally incapable of caring for themselves and who qualify as your federal tax dependent
$5,000 per family (or $2,500 each if you are married and file separate tax returns)
Rollover Amounts $0
Dependent Care FSA: Unused funds will NOT be returned to you or carried over to the following year.
HEALTH CARE FLEXIBLE SPENDING ACCOUNTS (HCFSA)
The flexible spending accounts (FSAs), provided through Surency, are voluntary tax-advantaged accounts that can help you cover certain qualified out-of-pocket expenses. Each account works in much the same way but has different eligibility requirements, list of qualified expenses and contribution limits. You may choose to enroll in the following accounts.
Health Care FSA (HCFSA)
Eligibility Requirements You must be eligible for benefits; and enrolled in the PPO 1 plan.
Examples of Qualified Expenses * Coinsurance * Copayments *Deductibles *Dental treatment * Menstrual Care Products * Eye exams/eyeglasses *LASIK eye surgery * Orthodontia * Prescriptions and Over-the-Counter Drugs
Annual Contribution Limit $2,000
Rollover Amounts $500 a year
Important FSA Rules
Because FSAs can give you a significant tax advantage, they must be administered according to specific IRS rules:
• YOU MUST ENROLL EACH YEAR TO PARTICIPATE.
• Health Care FSA: Unused funds of up to $500 from one year can carry over to the following year Carryover funds will not count against or offset the amount that you can contribute annually. Unused funds over $500 will NOT be returned to you or carried over to the following year. For a complete list of qualified health care expenses, visit www irs gov/formspubs/about-publication-502 For a complete list of eligible expenses, visit www.irs.gov/pub/irs-pdf/p503.pdf.
Watch a video comparing HSA vs FSA. Watch a video about how an FSA works.
DENTAL COVERAGE
BlueCross Blue Shield DPPO
This plan offers you the freedom and flexibility to use the dentist of your choice. However, you will maximize your benefits and lower your out-of-pocket costs if you choose a dentist who participates in the BCBS TX network.
The following is a high-level overview of the coverage available.
1. If you use an out-of-network provider, you will be responsible for any charges above the maximum allowed amount.
VISION COVERAGE
BlueCross Blue Shield Vision Plan
This plan gives you the freedom to seek care from the provider of your choice. However, you will maximize your benefits and lower your out-of-pocket costs if you choose a provider who participates in the BCBS Vision network.
The following is a high-level overview of the coverage available.
COST OF BENEFITS
Your contributions toward the cost of medical-related benefits are automatically deducted from your paycheck before taxes. The amount will depend on the plan you select and if you choose to cover eligible family members.
DISABILITY INSURANCE
Long-Term Disability
Disability insurance provides benefits that replace part of your lost income when you cannot work due to a covered illness or injury. Offered to you through Madison National
EMPLOYEE ASSISTANCE PROGRAM
UTEAP provides counseling and consultative services for all types of life concerns. Some of the most common reasons that employees contact the EAP are:
•Stress & Anxiety
•Depression
•Alcohol/Drug problems
•Parenting & Family Concerns
•Couples & Relationship Issues
•Grief or Bereavement
When benefit begins After 180 days of disability
When benefit ends
or
Watch a video about how disability insurance works
IDENTITY THEFT PROTECTION
Continuous Credit Monitoring
Online Privacy Management
Reputation Score
Social Media Monitoring
Financial Account Monitoring
Monthly Credit Score Tracker
Unlimited Consultation
Stay Connected with Our Mobile App
$3 Million Identity Fraud Protection Plan
Full-Service Restoration and Unlimited Service
•Anger Management
•Change & Life Transitions
•Work Conflicts
•Communication Skills
We are here to help you when life happens! (713)500-3327 or toll free (800)346-3549
Watch a video about how the EAP works. Watch a video about mental health
LIFE INSURANCE
Supplemental Life and AD&D (Employee-paid)
If you determine you need more than the basic coverage, you may purchase additional coverage through Minnesota Life administered by Ochs for yourself and your eligible family members. Deductions for supplemental Life/AD&D are taken from your paycheck after taxes.
Note: During your initial eligibility period only, you can receive coverage up to the Guaranteed Issue limits without the need for Evidence of Insurability (EOI, or information about your health). Coverage amounts requiring EOI will not be effective unless approved by the insurance carrier Monthly Cost:
Rates increase with age and all rates are subject to change.
VOLUNTARY BENEFITS
Our benefit plans are here to help you and your family live well and stay well. But did you know that you can strengthen your coverage even further? It’s true! Our voluntary benefits through Aflac are designed to complement your health care coverage and allow you to customize our benefits to you and your family’s needs. The best part? Benefits from these plans are paid directly to you! Coverage is also available for your spouse and dependents. You can enroll in these plans during Open Enrollment they’re completely voluntary, which means you are responsible for paying for coverage at affordable group rates
Accident Insurance
Accident insurance can soften the financial impact of an accidental injury by paying a benefit to you to help cover the unexpected out-of-pocket costs related to treating your injuries. Some accidents, like breaking your leg, may seem straightforward: You visit the doctor, take an X-ray, put on a cast and rest up until you’re healed. But in reality, treating a broken leg can cost up to $7,5001. And it’s not only broken limbs an average non-fatal injury could cost you $6,620 in medical bills2. When your medical bill arrives, you’ll be relieved you have accident insurance on your side
Watch a video about how an accident plan works
Critical Illness
Most of us don’t have an extra $7,000 ready to spend—and even if we do, we don’t want to spend it on medical expenses . Unfortunately, the average cost to treat a critical illness is just that: $7,0003. But with critical illness insurance, you’ll receive a lump-sum benefit if you are diagnosed with a covered condition. You can use this benefit however you like, including to help pay for: treatments, prescriptions, travel, increased living expenses and more. Watch a video about how the critical illness plan works
Hospital Indemnity Insurance
When you or a dependent need to be hospitalized, your family deserves to focus on their well-being, not the stress of the average three-day hospital stay, which can cost you $30,0001. Hospital indemnity insurance can help reduce costs by paying you or a covered dependent a benefit to help cover your deductible, coinsurance and other out-of-pocket costs due to a covered hospitalization.
Watch a video about how the hospital indemnity plan works
VOLUNTARY BENEFITS – CONTINUE D
Short-Term Disability
Be it an accident or a sickness, that’s the stereotype of a disabling injury that most of us have come to expect. What most of us don’t realize is that in addition to accidental injuries, conditions such as arthritis, heart disease, diabetes, and even pregnancy are some of the leading causes of disability that can keep you out of work and affect your income. Our Aflac group disability plan can help protect your income by offering disability benefits to help you make ends meet when you are out of work Our plan was created with you in mind and includes off-job only coverage and benefits that help you maintain your standard of living
Group Whole Life
Aflac Group Whole Life insurance doesn’t only look out for your family’s tomorrow it also works hard for you today. What you may not realize is that in addition to offering valuable life insurance protection, Aflac Group Whole Life is designed to build cash value at a guaranteed rate of return. It’s a feature that could come in handy down the road for short-term or unplanned expenses. There are other advantages, as well:
• You may apply for benefit amounts by answering only a few medical questions.
• Once your Whole Life insurance application has been approved and payroll deductions have started, the coverage is yours to keep as long as you continue to pay premiums.
• Aflac Group Whole Life builds cash value that you can access for life’s challenges and life’s opportunities. Aflac Group Whole Life insurance is flexible, too You can apply for coverage that fits your budget and lifestyle
GYM REIMBURSEMENT
The City of Belton recognizes the importance of health and wellness in the lives of its employees. Regular physical activity not only improves physical health but also enhances mental wellbeing, reduces stress, and increases productivity. To encourage a healthier lifestyle, the City offers gym reimbursement up to $120 every 6 months for employees who join a qualified gym or use a fitness application that comply with state laws and regulations. Eligible fees include the enrollment cost (if applicable) and annual or monthly fees for an individual membership at a fitness center, or a fitness app that requires a monthly subscription. All
permanent employees are eligible for this benefit. To enroll please contact the Human Resources Department. Enrollment dates are in January and July every year.
Most of us know what we should be doing with our paychecks, but few of us take control, lay out a plan, and follow it. That’s why we’re now offering SmartDollar, a program that is completely free for you and has helped millions of people (just like us) get on a plan and take control of their money. All of your data will remain completely confidential and secure. Real financial wellness is about behavior change! SmartDollar doesn’t just treat the symptoms. It gets to the root of why people aren’t on track with their money. To enroll please contact the Human Resources Department.
For more than 25 years, our proven plan has helped employees learn how to:
