Human Resources

Aetna, Delta, and VSP do not issue ID cards. You can download and print an ID card by logging into their website(s). To utilize these benefits, provide the plan group number along with the Social Security Number (SSN) of the member. Plan group numbers and website links can be found on their individual provider webpages or the last page of the Employee Benefits Brochure

Yes- all employees are required to enroll. You can not waive due to other coverage. However, your dependents are not required to be enrolled. Only the employee is required to be enrolled in a dental and a vision plan. 

Aetna Dental is a DMO (Dental Maintenance Organization) plan, requiring the member to go to an Aetna Dental provider. Aetna Dental monthly rates are significantly less than Delta Preferred Option rates. Delta Preferred Option is a Preferred Provider Plan. Preferred Provider Plans give you the freedom to go to any dentist you chose; however, you will have fewer costs and a greater benefit if you use a Delta Preferred Option Dentist.

For both Aetna and Delta dental, eligible dependents include husband or wife, domestic partner, and dependent children until their 26th birthday.

Newly acquired dependents, (birth, adoption, marriage) can be added to your Dental plan within 60 days of the date of the event. You can also enroll dependents during the annual open enrollment period.

Dependents can be removed when they lose eligibility (age 26, loss of dependent status, divorce, etc), or during the annual open enrollment period. 

My spouse was just hired by the County and is therefore required to enroll in a dental plan. Can I remove him/her from my dental plan outside of the open enrollment period? 

Yes, this is a qualifying event and therefore you do not have to wait for open enrollment.

Dental coverage ends the end of the month following the month in which you terminate. Example: Employee terminates August 12; dental coverage ends September 30.

Yes. You can continue coverage for yourself and dependents for a maximum of 18 months through a federal law called COBRA, unless you have comparable group coverage available to you through another employer. The cost of coverage will be the monthly cost of insurance plus 2%.

Is COBRA coverage available to my dependent who lost coverage because he/she was no longer eligible?

Yes. COBRA coverage will normally be available for a maximum of 36 months. The cost for coverage is the monthly cost of insurance plus 2%.

For more information about COBRA visit our Post Employment Information webpage.