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Firefighter Benefits

What You Need To Know

Plan Information


Collective Bargaining Agreement
Eligibility/Dependent Eligibility
Domestic Partners
Domestic Partner Enrollment Packet
Domestic Partner Tax Implications

Qualifying Life Events
HIPAA Notice of Privacy Policies

2012 Uniform Benefit Matters
Summary of Benefits and Coverage
Health Services Chart
Preventive Care and Wellness Benefits
Prescription Drug Benefit
Life Insurance
Choosing a Beneficiary
Accidental Death & Dismemberment

Deferred Compensation

What You Need To Know

Collective Bargaining Agreement
The Collective Bargaining Agreement is the official document for your benefits and coverage.

Eligibility / Dependent Eligibility
The City of San Antonio's Uniform Benefit Program is open to full-time uniform employees and their eligible dependents. See the chart below for the types of documentation required to add a dependent.

Adding a Dependent - Required Information

Type of Eligible Dependent

The following is a list of information required by the City to add a dependent. Additional information may be requested to complete your enrollment.


The City requires:
Copy of marriage license OR Declaration of Informal Marriage, AND
Social Security number, AND
Date of Birth

Domestic Partner
(Same-gender or opposite gender)


The City requires:
An Affidavit of Domestic Partnership, AND
Social Security number, AND
Date of Birth

In addition, two (2) of the following supporting documents are also required:
Joint lease or mortgage, OR
Joint bank account, OR
Joint credit card, OR
Jointly paid household expense (ex: utility bill) with both names, OR
Beneficiary of life insurance or will, OR
Power of attorney

Dependent Child
(Age 26 and Under)

Biological child, stepchild, adopted child, Domestic Partner child, or foster child

The City requires:
Social Security number, AND
Date of birth

In addition, one (1) of the following supporting documents is also required:
Copy of birth certificate OR Verification of Birth Facts, OR
Copy of adoption agreement, OR
Copy of Qualified Medical Child Support Order, OR
Copy of court custody or guardianship documents

Domestic Partners
City-sponsored benefits are available to domestic partners (same and opposite gender) and their dependent children. Domestic partnership is defined as a committed relationship between two (2) adults, which meets all of the following conditions:

• Partnership Partnership is in effect for at least six (6) months;
• Both partners at least 18 years of age;
• Both partners are each other’s sole domestic partner and intend to remain so indefinitely;
• Neither partner is married (legally or by common law) to, or legally separated from anyone else;
• Partners are not related by blood or marriage to a degree of closeness that would prohibit marriage in the state in which they   reside;
• Both partners agree they are in a committed relationship and consider each other jointly responsible for each other’s    common welfare and financial obligations; and
• Both partners agree that they are not in the relationship solely to obtain benefits coverage.

Domestic Partner Enrollment Packet
The Domestic Partner Enrollment Packet includes an enrollment form, the Affidavit of Domestic Partnership, and information regarding domestic partner tax implications. The completed Domestic Partner Enrollment Packet along with all of the required information must be submitted to your department's Human Resources Generalist or to Human Resources Customer Service during Open Enrollment or within 31 days of establishing a domestic partnership to add to your domestic partner to the City's health plans.

Domestic Partner Tax Implications
When you enroll your domestic partner or your partner’s child in one of the City’s health plans, the IRS considers the City’s contribution toward the additional coverage as income for federal tax purposes. This income is the amount the City contributes towards the cost of additional coverage for your domestic partner and/or your partner’s child. Any increase in your biweekly payroll deduction amount to cover your domestic partner and/or your partner’s child is also taxable.

This income applies even if you pay no biweekly premium for you health care plan. The amount of this income depends upon the plan in which you are enrolled and the level of your coverage. This income increases your taxable gross income for federal income taxes and FICA (Social Security and Medicare). Taxes are withheld from your paycheck and will be reported on your annual W-2 form. More details are available in the Domestic Partner Enrollment Packet.

This monthly income must be added to your gross taxable income per IRS Code. Below is a simplified example of how this income is calculated. The City understands that this is a complex issue. Please consult your personal tax advisor for assistance.

If the City contributes this amount towards your total biweekly medical premium for Employee + Family (Domestic Partner and Domestic Partner child), and

If the City contributes this amount towards your total biweekly medical premium for Employee Only, then The difference is the amount of biweekly income you would be taxed on. In this case, you would be taxed on the $600 difference each pay period.

$1,000 (City contribution)

$400 (City Contribution)

$600 = ($1,000 - $400)

Qualifying Life Events
The elections made during Open Enrollment remain in effect for the entire year, January 1 through December 31, 2012. The Internal Revenue Service (IRS) requires that your benefit elections remain in effect the entire calendar year, unless you experience a Qualifying Life Event.

Qualifying Life Events may include:
• Marriage
• Establishment of a Domestic Partnership
• Divorce, Legal Separation, Annulment, or Dissolution of a Domestic Partnership
• Birth or Adoption of an Eligible Child
• Change in you or your spouse’s work status (full-time or part-time) that affects benefits eligibility
• Change in your child’s eligibility for benefits
• Qualified Medical Child Support Order
• Death of a dependent

You must notify the Employee Benefits Office within 31 calendar days of your Qualifying Life Event and provide all required documentation. If you fail to notify the Employee Benefits Office within 31 days and do not provide documentation, you must wait until the next Open Enrollment period to change your benefit elections.

HIPAA Notice of Privacy Policies
Click here to view the HIPAA Notice of Privacy Policies.