Benefits

• Accidental Death Benefits / Death Benefits

  If an employee dies as the result of an accident arising out of the performance of his or her duties, accidental death benefits are payable to the employee’s spouse, to children under age 18 or up to age 23 if full-time students, or to dependent parents, in that order.  Benefits are a $50,000 lump sum payment and a monthly amount based on 50% of the employee’s final average salary subject to reduction for any benefits received under workman’s compensation. Once retired, the Kansas Public Employees Retirement System (KPERS) provides a death benefit of $4,000 payable to the employee's named beneficiary or a named funeral home. 

• Beneficiaries

  Primary and contingent beneficiary forms for Life Insurance and KPERS are filled out at orientation, and are updated at the employee’s discretion. Changes in beneficiaries or the name of a beneficiary (due to marriage, divorce, etc.) must be completed utilizing the KPERS–7/99 available at http://www.kpers.org/forms/k799.pdf.

• Deferred Compensation (KPERS 457)

  Deferred Compensation (KPERS 457) is a voluntary retirement plan to supplement your KPERS and Social Security retirement plans. The KPERS 457 plan offers a simple, flexible way for you to save for retirement. With its powerful pretax and Roth after-tax savings features, investment options and planning resources, you can work toward replacing your working income in retirement — for life.

  A KPERS 457 representative conducts quarterly meetings at the Manhattan HQ office and Topeka Office to provide employees one-on-one consultation.
  
  More information about KPERS 457

• Dental Benefits

  Find more details about dental benefits here: Delta Dental.

   

• Disability Insurance

  Long-Term Disability

  Benefit eligible state employees have long-term disability insurance coverage. The entire cost of the coverage is paid by the employer and administered by KPERS. Disability income benefits provide a monthly benefit based on 60% of the employee’s annual rate of compensation.  To qualify for a disability benefit, an employee must have a total and permanent disability and be off work 180 (6 months) consecutive days. The disability may be either physical or mental.
  
  KPERS Long-Term Disability Benefits brochure

• Employee Assistance Program

  Your employee assistance program offers someone to talk to and resources to consult whenever and wherever you need them.  The toll free number gives you direct, 24/7 access to a Guidance Consultant, who will answer your questions and, if needed, refer you to a counselor or other resources. 
  

  Employee Assistance Program

  Call:  888-275-1205, Option 1

• Flexible Spending Accounts (FSA)

  Flexible Spending Accounts (FSA) allow you to set aside funds on a pre-tax basis for any qualified medical, dental, vision, or daycare expense. There are three accounts available to you: the Healthcare FSA, Limited Purpose FSA, and Dependent Care FSA. Each October you make a new election to participate during the open enrollment period. Your new enrollment election becomes effective January 1.

   More information about Flexible Spending Accounts here.

  
  
  

• Group Health Insurance

  The enclosed link provides a summary of the health benefits available to employees and the cost associated with the coverage level.  This is the same handbook that is utilized during open enrollment and new employee orientation to make informed health coverage decisions.

  State Employee Health Plan plan details
  
  The link to the membership administration portal used during open enrollment and to change health coverage during a qualifying event:
  
  https://sehp.member.hrissuite.com/
  
  

• Health Quest

  Employees and their spouses enrolled in Plans C, J, N and Q can each receive up to $500 into their HRA or HSA account in 2020 through participation in HealthQuest (HQ) activities. Each credit is worth $10 into the employee’s HRA or HSA account. The same HQ activities that earn HSA/HRA dollars will also earn credits toward the premium incentive discount for Plan Year 2021. Employees and their covered spouses must each earn 40 credits to receive the full $480 premium incentive discount. If only one earns 40 credits, the discount earned is $240 annually. Members enrolled in Plans C, J, N and Q can earn the maximum employer contribution into their HRA or HSA if both employee and covered spouse each earn 50 credits.

  Health Quest Information

• Health Savings Account/Health Reimbursement Account (HSA/HRA)

  Health Savings Account (HSA):

  • Both you and your employer contribute money to the Health Savings Account (HSA). The IRS maximum annual contribution to an HSA for 2022 is $3,650 for single coverage and $7,300 for dependent coverage. These maximums apply to the sum of your own contributions and your employer’s contributions. Members ages 55+ can make additional “catch-up” contributions to their HSA each year until they enroll in Medicare. Your HSA belongs to you and is "portable" which means that even if you leave your employer, you take your account with you and can use it to pay for eligible medical expenses for you and your tax qualified dependents. Since the account belongs to you, you are responsible for the account investments and fees, so be sure to review the HSA investment options and account fees that apply.  

            Link to HSA information

  Health Reimbursement Account (HRA):

  • A Health Reimbursement Account is an employer-funded account, no employee contributions are permitted. The HRA is not portable and any remaining funds at the end of the year will not roll into the next plan year. Participants will have sixty (60) days from the end of a plan year (December 31) to file any claims incurred during that plan year. The IRS requires that all transactions be validated, including any debit card transactions. Throughout the year, keep your original receipts and documentation for prescriptions and health-related expenses (including debit card transactions), in order to verify a claim.

             Link to HRA information

  How to Choose Which Account to Have:

  Any employee enrolled in Plan C or N may elect to have an HRA or HSA.

  Employees selecting Plans J or Q will also have an HRA for any HealthQuest Reward dollars they earn through completing eligible HealthQuest activities.

  Employees who are not eligible to contribute to a Health Savings Account (HSA) because of one of the following reasons will need to elect the HRA option:

  • Enrolled in Medicare A or B
  • Enrolled in TRICARE
  • Being claimed as a dependent on someone else’s tax return.
  • Concurrent enrollment in another health plan not considered a Qualified High Deductible Health Plan

• Life Insurance

  Group Life Insurance, long-term disability insurance, Optional Group Life Insurance, death benefits and accidental death benefits are provided for eligible state employees. Optional Group Life Insurance is also available for spouses and children. 

  Group Life Insurance                

  • Benefits-eligible state employees have Group Life Insurance (GLI) coverage. The entire cost of the coverage is paid for by the employer. The GLI coverage provides an insured death benefit which is currently 150% of the employee’s annual rate of compensation. This is administered through KPERS.

  Optional Group Life Insurance

  • Benefits-eligible employees may elect to purchase Optional Group Life Insurance (OGLI) coverage through additional payroll deductions. Employees must apply within 30 days following their first day actively at work. Coverage amounts range from $5,000 to $250,000 on the employee only. This amount is in addition to the basic life insurance policy provided by the state. Upon termination of employment or retirement, an employee may convert either or both of the life insurance policies to an individual policy. The conversion must be made within 31 days of termination or retirement, whichever comes first. The individual policy is sold by Standard Insurance Company.

  • Spouse coverage ranges from $5,000 to $100,000, in $5,000 increments. New members are eligible for $25,000 of guaranteed coverage for a spouse within 31 days of their hire date. You may not be insured as both a member and a spouse.

  • Child coverage is also available in the amount of $10,000 or $20,000. One premium covers all your dependent children. Unmarried children are covered to age 26, with no age limit on disabled dependents. Only one parent may have child coverage if both parents are KPERS members.
    
    Link to KPERS Optional Life Insurance information

• McCain Ticket Benefits

  McCain Performance Series tickets are offered to Kansas Department of Agriculture employees at a 10% discount during a group order placed in June each year. A brochure highlighting all performances is published annually and can be found at: https://mccain.k-state.edu/. Please contact Brittney Grother for more information.
  
  

• Prescription Drug Coverage

  Prescription drug coverage through Caremark is included with Plans A, C, J, N and Q. While the Preferred Drug List (PDL) is the same for all plans, the amount you pay will vary depending on the plan you select as explained below.

  Plan A: Prescription drugs are not subject to the medical Deductible. Under this plan, generally you pay a Coinsurance for your prescription drug costs throughout the year, up to a combined medical and pharmacy Out Of Pocket maximum. See your plan document for the OOP maximums.

  Plan C, J, N and Q: Prescription drugs are subject to the Deductible so until you reach your Deductible, when you present your Caremark ID card, you will pay 100% of the discounted cost for your prescription drugs. Once you have reached the Deductible, you pay a Coinsurance for your prescription drug costs throughout the year, up to the combined medical and pharmacy Out Of Pocket (OOP) maximum. See your plan document for the OOP maximums for your plan.
  
  More about Caremark here 
  

• Pretax Premium Option

  This option allows the employee to pay for the cost of health insurance with pre-tax dollars.  Payment on a pre-tax basis means that the employee enters into an agreement with the State of Kansas to reduce their salary by the cost of group health insurance coverage.  Since the employee’s salary has been reduced, the employee does not pay federal or state income taxes or social security taxes on these amounts.  As a result, an employee’s take home pay will increase by the amount they don’t pay in taxes for the pretax benefits selected.

   

• Total Compensation Package

  In reviewing your benefits package, it is significant to note that the benefits the state provides you can be valued at an amount ranging from 25-40% of your pay depending upon how much you make and the benefits in which you are enrolled. This is a significant amount of your total compensation package with the state. You may view your individual total compensation information at the Kansas Employee Self Service portal where you enter your timesheet. 

  Link to Kansas Employee Self-Service page

• Unemployment Compensation

  Should you separate from state service, you may be eligible for unemployment compensation, depending on your earnings during the past year, the nature of your work, and the conditions of your separation. If you lose your job, you may contact the nearest Department of Human Resources, District Job Insurance Office.

• Vision Care Benefits

  Avesis is the vision provider for the State Employee Health Plan. Information about the Avesis plan can be found here:
  
  SEHP Avesis Information

• Worker's Compensation

  Employees may receive benefits under the Worker’s Compensation Law if their injuries were caused by an accident or condition that arises out of and during the course of their employment. If you sustain an injury or contract a disease you believe is related to your employment, report it to your supervisor immediately. The supervisor will complete an accident report (available at the link below) and forward it to the KDA Human Resources team for processing and approval of medical care.  The State of Kansas has its own fund for the payment of these benefits, which is administered by the Department of Administration, State Self Insurance Fund (SSIF). If the SSIF approves your medical claims, you may be paid for fair and reasonable medical expenses. You may also receive a portion of your weekly salary up to an established maximum. The SSIF has designated medical care providers in certain areas. To receive authorized medical treatment, injured employees should be seen at a CompAlliance contract provider. In locations that do not have managed care facilities the employee should go to the nearest emergency room or see their primary care physician.

  The SSIF program is available by accessing https://healthbenefitsprogram.ks.gov/ssif. This link will provide you access to the Work Comp program and resources to assist you.