Effective February 1, 2024, the ICI Program will consolidate its standard and supplemental coverage levels into a single level of coverage for earnings up to $120,000. This change means:
- There will be only one level of coverage, with no option for supplemental coverage.
- ETF will no longer use the terms “standard” and “supplemental” to describe coverage.
- Employers will now pay contributions for insured employees’ annual earnings up to the $120,000 limit.
See the premium rate charts in the ICI employer section of the ETF website.
| ICI | Completion Date | Effective Date | Report Date |
|---|---|---|---|
| Annual Premium Update | January | February 1 | February report due February 26, 2024 |
| Deferred Enrollment with ICI Application (ET-2307) | Application received by March 1 | April 1 | April report due April 24, 2024 |
Report due dates are the 24th of the month. When the 24th falls on a weekend or holiday, the due date is the next business day.
Annual ICI Premium Review and Update
Please remember to complete the annual ICI premium updates in January (effective February 1, 2024). New premium rates are based on employee 2023 Wisconsin Retirement System earnings (total 2023 WRS-reportable earnings rounded to the next higher thousand) and accumulated sick leave (or elimination period for UW faculty and academic staff).
Premium categories are based on the employee’s accumulated sick leave hours as of the prior year’s last complete payroll period. For 2023, this is pay period 1A (December 17, 2023 through December 30, 2023).
For newly hired employees or employees whose permanent percentage of appointment changed since the last annual review, their estimated earnings should continue to be used for premium purposes until a full calendar year of WRS earnings is available (for new hires) or the employee has worked a full calendar year at their new appointment percentage.
Example:
Employee starts WRS employment in July 2023 (use estimated earnings):
- January 2024 Annual Adjustment – continue to use estimated earnings.
- January 2025 Annual Adjustment – use previous calendar year (2024) WRS earnings.
Similarly, if an employee had an unpaid leave during the prior calendar year, premiums should be calculated using the same earnings amount and premium category in effect prior to the leave, until a full calendar year of WRS earnings is available.
Enrollment Period Ends March 1, 2024
Deferred Coverage
Deferred coverage gives employees (other than UW faculty and academic staff) an opportunity to enroll in ICI based on accumulated sick leave. The employee does not have to provide evidence of insurability. The following conditions apply:
- Employee qualifies for Premium Category 3, 4, or 5 for the first time.
- Category 3 is available to part-time employees on a prorated basis.
- Any year the employee qualifies for Premium Category 6.
Employers should notify eligible employees of the deferred ICI enrollment opportunity and direct interested employees to contact the appropriate human resources or payroll/benefits personnel for an Income Continuation Insurance Application (ET-2307). Coverage would be effective April 1, 2024. The application must be returned to the employer by the close of business on March 1, 2024.
Eligible employees on leaves of absence during the open enrollment period have 60 days from the date they return to work to apply for coverage. Coverage will be effective the first day of the month that first occurs during their 60-day enrollment period, but no earlier than April 1, 2024.
Determine premiums using the same criteria as the annual process.
Reporting Instructions - myETF Benefits (MEBS)
Effective February 1, 2024, with the elimination of the supplemental coverage level, employers will have to key a single zero in the Supplemental ICI Contract box and a single zero in the Employee Paid box in MEBS. Then click on Calculate for the Premium Due box to be populated by the system.
ICI Enrollment Application Reminder
This is a reminder to all employers that a new enrollment is not always needed upon return from a leave of absence (LOA). If an employee's ICI coverage did not lapse while on LOA (i.e. they paid the premiums while on leave or their premiums were waived while they were receiving ICI benefits) they do not need to reapply for ICI coverage upon return to work. However, premium deductions from the employee's paychecks will need to be started again.
For more information, see the Income Continuation Insurance Administration Manual State (ET-1119) chapter 2 on eligibility criteria (relating to returning employee eligibility and leave of absence) and chapter 8 on claim processing (regarding the ICI premium waiver).