Retired members or non-member payees (e.g., eligible spouses or domestic partners) who receive an ACERA monthly retirement allowance and who live within a plan’s designated service area are eligible to enroll in an ACERA-sponsored medical, dental, and/or vision plan.
You can enroll in or make changes to your medical, dental, and vision coverage elections at any of the following times:
During ACERA’s annual Open Enrollment period
Within 30 days of a status change event, such as Medicare eligibility, marriage/domestic partner registration, divorce/ dissolution of a registered domestic partnership, birth, adoption, or loss of other group health plan coverage; see list below
ACERA offers a range of medical plan options to ACERA retirees, dependents, and survivors who are receiving a monthly retirement benefit from ACERA. The plans available, their coverage levels and costs, are subject to change from year-to-year. Members who qualify can receive a Monthly Medical Allowance to offset the costs of the medical plans.
Non-Medicare Medical Plans
ACERA offers the following Non-Medicare medical group plans to members who are not yet eligible for Medicare (generally, those under age 65):
The monthly cost of being enrolled in a healthcare plan is called a “premium.” Premiums for medical, dental, and vision coverage are based on the plan and coverage level you select. Your monthly retirement allowance must be sufficient to cover your plan premium costs to enroll in Category 1 group plans listed on the MMA page.
Retirees with 10 or more years of ACERA service credit or service-connected disability and who are enrolled in an ACERA-sponsored medical plan receive a Monthly Medical Allowance (MMA) to partially offset their monthly medical costs. The offset is based on years of ACERA service credit and a contribution amount determined annually by the ACERA Board of Retirement.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) provides retired members, non-member payees, and their dependents who lose ACERA-sponsored coverage the right to continue coverage for limited periods of time due to certain “COBRA-qualifying” circumstances. These events include the death of a covered member, divorce or legal separation from a retired member, eligibility for Medicare, and a child’s loss of dependent status (and therefore coverage) under the plan.
ACERA is not legally required to comply with HIPAA. However, the integrity of your account is a high priority. Because ACERA does frequently deal with retiree personal health information (PHI), we have developed procedures on how to process your information in order to keep it confidential. To read about the privacy statement and practices, please click here.
ACERA believes the plans listed below are “grandfathered health plans” under the Patient Protection and Affordable Care Act (the Affordable Care Act). As permitted by the Affordable Care Act, a grandfathered health plan can preserve certain basic health coverage that was already in effect when that law was enacted.