In January of 2024, the Benefits department held the Cost of Medical Benefits & Fiscal Sustainability Town Halls regarding the financial overview of the state of our medical plans.  MCCCD has a self-funded medical plan, which means that we pay for all of our own medical costs from employee premiums and employer contributions.  These funds are deposited into a Health Funding Account. Because we had not increased employee medical premiums or employer contributions in the past seven (7) years, we held a Special Medical Only Open Enrollment in April 2024 with premium increases that became effective July 1, 2024. 

• July 1, 2024: 8% of projected medical plan costs 

• January 1, 2025: 10.6% of projected medical plan costs

• January 1, 2026: 12.9% of projected medical plan costs

• January 1, 2027: 15% of projected medical plan costs

Working with the Employee Benefits Advisory Committee (EBAC), the recommendation to make additional changes to not only our medical premiums but also medical coverages became necessary to keep costs from jumping too high, too fast. The goal for 2026 is to have a cost share of 12.9% paid by the employee in their premiums.  

Medical plan design coverage will remain unchanged for the 2026 Plan Year.

Preventive care is still 100% covered in-network

• Preventive care = annual exam and lab tests to monitor health and detect potential issues

• Not all exams and tests are considered preventive

• Contact the Banner|Aetna Concierge if you have questions

Update for Breast Cancer Screening of Women at Average Risk: It is recommended that women begin mammography screening between the ages of 40 and 50, at least annually, and continue through at least age 74. If supplementary imaging (e.g., magnetic resonance imaging (MRI), ultrasound, and/or mammography) and pathology evaluations are needed in addition to the routine screening, which were previously considered diagnostic with out-of-pocket costs, will now be considered preventive, effective January 1, 2026.

• This means the above-mentioned costs are 100% covered, or free, when they are part of a routine screening, and completed In-Network.

In April 2024, we announced the introduction of the Medical Premium Subsidy Credit—a $20 per month credit toward medical premiums—effective July 1, 2024. This subsidy was available only to employees whose base compensation was less than $63,000 on October 1, 2024. 

As noted at the time of launch, this benefit was only approved for eighteen months, through the end of the 2025 plan year.

We encourage impacted employees to review their benefits during the upcoming Open Enrollment period and plan for the change in premiums beginning in the 2026 plan year.

Our partnership with Solstice, which began in 2023, has enabled us to offer enhanced dental coverage at a competitive price point. Over time, as utilization of the plan has increased and healthcare costs continue to rise, it has become necessary to make a small adjustment to maintain the quality of care our employees rely on.

Effective January 1, 2026, there will be a 2% increase applied to all Solstice Dental plan rates.

This change reflects the growing demand for dental services and our commitment to ensuring continued access to high-quality care.

Thank you for your understanding and continued participation in our benefits programs.

During this year’s Open Enrollment, you can increase your current Supplemental Life Insurance coverage by up to $50,000, with a maximum total coverage of $200,000, without going through the statement of health process.

If your current coverage is less than or equal to $150,000, you can take advantage of the full $50,000 increase in the guarantee issue amount. As an example, if your current coverage is $60,000, and you elect to increase your coverage to $200,000, your coverage will increase by $50,000 for the guarantee issue special election period to the coverage level of $110,000 on January 1, 2026. However, you will need to complete MetLife’s statement of health process before the additional $90,000 in coverage will be applied. 

If your current coverage is greater than $150,000 but less than $200,000, then only a portion of the increase would be guaranteed without a statement of health. As an example, if your current coverage is $180,000, and you elect $230,000 in coverage, your coverage will increase to the $200,000 guarantee issue amount on January 1, 2026. However, you will need to complete MetLife’s statement of health process before the additional $30,000 in coverage will be applied. 

It’s a great time to review your coverage and make sure it meets your needs. Any changes must be made during the 2026 Open Enrollment period, so don’t miss out! 

Keep in mind, along with an opportunity to increase your Supplemental Life Insurance, this is also your annual opportunity to increase some of your other voluntary elections, including:

• Voluntary Short Term Disability Coverage 

  • Employees can increase one level of coverage without a Statement of Health.

  • As a reminder, elected amounts cannot exceed 66.67% of an employee's base salary.

  • View the MCCCD Short Term Disability webpage for more information.

• Supplemental AD&D

  • Supplemental AD&D can be added or increased within appropriate amounts for the employee, their spouse, domestic partner, and/or child(ren) for no more than 10 times your annual salary.

  • View the MCCCD AD&D Insurance Benefits webpage for more details. 

Beginning January 1, 2026, only full-time benefit-eligible employees will have access to the Aetna Resources for Living Employee Assistance Program (EAP).

Eligibility:

• Available to all full-time benefit-eligible employees, including those who have elected “no coverage” under the employer-offered medical plan.

  • Available to all household members. 

  • Available to dependent children up to age 26, whether or not they live at home

• Full-time employees and their household members are covered for 90 days after their employment ends.

• Additionally, household members and dependents are eligible for up to six months following an employee’s death.

The EAP is still there 24/7 for your needs and supports the 8 Dimensions of Wellness: Spiritual, Emotional, Environmental, Financial, Intellectual, Occupational, Physical, and Social. 

EAP Program Features 

Annual Acknowledgements & Disclosures

MCCCD has updated the Annual Benefits Legal Notices in our Benefits Guides. These Annual Notices have been at the end of the guide each year. In order to make them easier for our employees to find, we are taking them out of the guide and publishing them on our existing Benefits Forms, Documents, and Links webpage. 

The Annual Acknowledgements & Disclosures typically include the following information:

• Important Plan Information, including the “No Surprises Rule,” Plan Documents including the Plan Summaries, Health Plan Notices, COBRA Continuation Coverage, Availability of Privacy Practices Notices, and ACA Disclaimer

• Medicare Part D Notice

• Women’s Health and Cancer Rights Act

• Newborns’ and Mothers’ Health Protection Act

• HIPAA Notice of Special Enrollment Rights

• Premium Assistance under Medicaid and the Children’s Health Insurance Program (CHIP)