What are PIASC, PIASD, PIAG and VMA?

PIASC, PIASD, PIAG and VMA are all local affiliates of the Printing Industries of America (PIA). Since 1989, the Printing Industries Benefit Trust (PIBT) has been providing outstanding insurance products and services to thousands of companies that are members of these four organizations:

• Printing Industries Association, Inc. of Southern California (“PIASC”), the trade association for the graphic arts community in Southern California and Clark County in Nevada. Founded in 1935 and incorporated in 1944, today the PIASC is the largest graphic arts trade association in the country, serving the interests of more than 1,000 member companies. PIASC's mission is simply to do everything possible to help our members succeed. More information about PIASC and its services can be found at www.PIASC.org.
• Printing Industries Association of San Diego, Inc. (“PIASD”), the trade association for the graphic arts community in San Diego and Imperial Counties. It represents printers, mailers, suppliers, brokers, finishers, packaging providers, designers and educators in the fields of design and print. The print industry in San Diego represents more than $1 billion in shipments and more than 6,000 employees in 400 companies. More information about PIASD and its services can be found at www.PIASD.org.
• The Printing & Imaging Association of Georgia (“PIAG”), which has been dedicated to advancing the success of Georgia’s printing and imaging industry since 1894. Working together with Printing Industries of America (PIA), the world’s largest graphic arts trade association, PIAG provides leading-edge education, business development resources, buying power programs, government advocacy and a voice promoting print as the smart choice to the media-buying customer. More information about PIAG and its services can be found at www.PIAG.org.
• Visual Media Alliance (“VMA”) and VMA Education, the nonprofit trade associations dedicated to providing a variety of benefits and money-saving programs to creative, web media, marketing and print businesses in Northern California, Central California and Northern Nevada. VMA’s purpose is to deliver what it takes to help members become more successful and profitable in their businesses. To accomplish that goal, VMA provides personal and professional development programs for both owners and employees. More information about the VMA and its services can be found at www.VMA.bz.

In addition to providing a great deal of business support, valuable services, extensive member discounts and many other benefits, PIA local affiliates also lead and support efforts to improve the standards of our industry, enhancing the public attitude toward it, and bettering the conditions within all segments of the industry.

What is PIBT?

Printing Industries Benefit Trust (PIBT) provides outstanding healthcare insurance products and services to thousands of PIASC, PIASD, PIAG and VMA member companies. With the current health insurance benefits in a constant state of flux, PIBT reliably offers "The true benefit of benefits." That is: Choice, Affordability and Added Value.

• Choice: PIBT offers a choice of over 65 different group medical plans from three top carriers: Blue Shield, Health Net and Kaiser Permanente. PIBT also offers employers the option of offering their employees other types of coverage in addition to medical, such as dental, vision, mental health and chiropractic.
• Affordability: PIBT premiums have always been competitive, as we have thousands of enrollees participating in our group health plans. Our premiums are level for a full 12-month period (no need to worry about mid-year price increases!), beginning in December of each year.
• Added Value: PIBT’s experienced staff goes “above and beyond” to make offering your employees excellent healthcare plans as easy as possible for you. Yes, we help you select the plans that are just right for your employees—but that’s just the beginning of the services we provide. You also get COBRA administration, as well as someone to answer questions and help your employees understand their coverage and plan details. And when issues arise, you even get an expert to deal with the insurance company on your employees’ behalf. All at no extra charge!

Question

What is an Employers Potential Liability under the Affordable Care Act (ACA)?

Answer

Under the Patient Protection and Affordable Care Act (ACA), also known as Obamacare, employers with 50 or more employees working 30 hours or more per week may be subject to penalties under the Internal Revenue Coe if they do not offer qualifying health coverage to at least 75% of their full-time employees and their dependents. In addition, these employers may be subject to penalties under the Internal Revenue Code if the required employee contribution for self-only coverage under the lowest cost medical option exceeds 9.86% of the employee's W-2 wages for the year.
Employers who may be subject to these rules should consider these potential penalties in deciding which of their employees will be eligible for health coverage and how much employees will be charged for this coverage.
Of course, these rules are complex and there are many additional provisions of these rules that are not covered here. If you have questions about how these rules may apply to your company, you should consult with your legal counsel.
Employers that have less than 100 employees working 30 hours or more per week are rated as “small employers.” If your company has 100 or more employees, please complete a “PIBT Group Size Attestation Form,” which is available in the Forms & Documents section.

Question

What should an employer consider when making plan selections

Answer

There are many considerations to keep in mind to ensure you make the best possible choices for your needs:

• Choose carefully
  Plan options can only be changed during the limited Open Enrollment period each year. Plus, except in the case of qualifying Lifestyle Changes such as birth, adoption, marriage or registration of domestic partnership, employees are only allowed to change their plan options and/or add dependents during this annual Open Enrollment period.
• Limit your choices
  This minimizes confusion and supports easy communication with employees.
• Employee residential location
  Some HMO plans are limited to certain zip code regions. You may need to consider an alternate PPO plan for these situations.

Question

Who can participate in the Printing Industries Benefit Trust (“PIBT”)?

Answer

Participation in PIBT is limited to member companies of regional associations affiliated with Printing Industries of America, Inc./Graphic Arts Technical Foundation (PIA) and that operate, generally, in the printing and graphic arts industries. An employer wishing to participate in PIBT must be a member in good standing of the local affiliate of the PIA.

Question

When are premiums billed and due?

Answer

Group health plans are offered on a prepaid basis. Contributions are billed on the first day of the month and are due on or before the 10th day of each month for which coverage will be granted (e.g., premiums for April’s coverage are billed on April 1^st and these premiums are due on April 10^th). However, if payment is not postmarked on or before the grace period end date, that company’s group coverage is subject to cancellation.

Question

What is my recourse if my company’s coverage is cancelled, rescinded or not renewed?

Answer

Employers may request a review by the California Insurance Commissioner if they believe their coverage or health insurance policy has been or will be wrongly cancelled, rescinded or not renewed. To do so, you must submit your request in writing to:
California Department of Insurance
Consumer Communications Bureau
300 S. Spring Street, South Tower
Los Angeles, California 90013

or online at www.insurance.ca.gov. For information on how to request a review in writing, you may contact the California Insurance Commissioner’s Consumer Communications Bureau at 1-800-927-HELP (4357) or TDD 1-800-482-4833. It will be to your advantage if you are able to provide the Department with your health insurance policy number, copies of any letters you have received from us and a copy of your health insurance card. As soon as we receive notice from the Department of Insurance that you have requested a review by the Commissioner, we must continue to provide coverage as of the date of the review request until a final determination of your request for review has been made, unless your policy or coverage is being cancelled for non-payment of premiums. To ensure that your coverage is continued without interruption, you must request a review by the Commissioner before your coverage ends. In the event the Commissioner determines that your request for review is a proper complaint and, subsequently, the cancellation, rescission or non-renewal was unlawful, the Commissioner shall order reinstatement of your coverage retroactive to the time of cancellation.
WARNING: You must continue to pay your insurance premiums on time to maintain coverage. If your coverage is reinstated retroactively, you will be responsible for payment of the corresponding premiums between the time of termination and the time of reinstatement.

Question

Is an electronic payment option, such as ACH, available?

Answer

Yes. PIBT offers Automated Clearing House (ACH) payment processing to efficiently process electronic payments. ACH allows funds to be electronically transferred from your bank checking account directly to our PIBT bank account, usually within 3 business days.
If you are interested in this payment option, please contact us.

Question

Is there a minimum number of employees to be eligible for group coverage?

Answer

Yes. To be eligible for group coverage, you must employ at least 2 full-time employees. Once you decide to offer coverage, you must make it available to all “regular employees” (e.g., those working 30 hours or more per week). Certain restrictions apply if you choose to offer multiple plan choices to your employees.

Question

How many plans can I offer my employees?

Answer

PIBT is pleased to offer a wide selection of health plans which you can make available to your employees. Several plans are available for each benefit type, which allows your employees the flexibility of choosing the best option to fit their individual needs.
There is no limit to the number of available plans you may choose to offer to your employees. However, we strongly recommend that you limit your choices to four or five plans, subject to the individual rules/policies of the respective carriers (for example, employers offering Blue Shield Local Access+ HMO plans may not offer any other Blue Shield Access+ HMO plan). This allows easy communication with your employees and more efficient management of plan benefits.

Question

When are new employees eligible for coverage?

Answer

All full-time employees working 30 hours or more per week are eligible for coverage on the first day of the month following the company’s 1-month or 2-month waiting period. This waiting period cannot be waived or modified on a per-employee basis. A complete application is required for each new employee, and the employer is required to pay at least 50% of the premium associated with the least expensive plan that the employer offers.

Question

What is the "company waiting period"?

Answer

This waiting period is the time that a new full-time employee must wait before becoming eligible for enrollment into a health care plan. The waiting period applies to all new and re-hired employees. In compliance with the California Assembly Bill 1083's requirement of a 90-day maximum waiting period, PIBT has established a 1-month or 2-month waiting period for all of its group healthcare plans. Full-time employees are eligible on the first day of the month following the employer's set waiting period. For example:

Full-time Hire Date		1-Month Waiting Period		Effective Date
March 1st		April 1st		April 1st
March 15th		April 15th		May 1st
Full-time Hire Date		2-Month Waiting Period		Effective Date
March 1st		May 1st		May 1st
March 15th		May 15th		June 1st

NOTE: The waiting period cannot be waived or modified on a per-employee basis.

What about COBRA, CAL-COBRA/STATE Notifications?

As a value-added service to our participating companies, PIBT sends out all required notices of:

• COBRA rights (e.g., employers with 20 or more employees) or
• CAL-COBRA rights (e.g., employers with 2 to 19 employees).

This process will be triggered by the termination of an employee, spouse or dependent child. Since the law requires timely notifications, it is critical that terminations be reported to PIBT within 30 days of employee termination. PIBT will send COBRA or CAL-COBRA notifications to the member's last known home address. Employers will not be responsible for collecting premiums.

Question

What is the PIBT Portal?

Answer

The PIBT Portal is a specially-designed, secure website that brings an employer’s and employee’s benefit plan information together in an easy to understand and simple to use manner. Both self-administered employer renewals and employee plan enrollment are available through the Portal. The Portal also provides tools that allow employers and employees to gauge the financial impact of their decisions.
For renewing employers and their employees, the Portal’s functionality includes the following.
For EMPLOYERS:

1. Account Registration
2. Company Information Management
3. Employee Census Management
4. Employer Contribution Approach Selection
5. Plan Offering Selection

For EMPLOYEES:

1. Account Registration
2. Employee/Dependent Information Management
3. Plan Selection

Question

How do I register our company for online access at the PIBT Portal?

Answer

If you currently participate in PIBT, you can register for a Portal account using the PIBT Account Number that is found on your monthly billing statement.

1. From PIBT.org , click on “Portal Log-in/Registration.”
2. Click on the “Need to Register? Sign Up Here” link located under the sign-in button.
3. Enter your PIBT account number and click “Submit Account Number.”
4. An email will automatically be sent from "onlinehelpdesk@piasc.org" to the Authorized Company Representative on file in our system with a validation code. NOTE: If you do not see the email in your Inbox, please check your email’s junk folder.
5. Enter the validation code.
6. Set up your username and password.

Question

What does the annual renewal process entail?

Answer

The annual renewal process is when employers select the health benefits and plans that are to be offered to their employees during the next renewal year.
The process begins with a look at the plans the employer offered the previous year. PIBT provides participating companies with a comparison of the current costs (based on current rate tables) with the future costs (based on new rate tables) for each plan. This comparison also has an option for the employer to see comparative costs at an employee level. If a carrier has discontinued a currently active plan, PIBT will map affected employees to a comparable plan offered by the same carrier.
An employer that is satisfied with the current health benefits offered can simply “renew as is.”
If an employer wishes to consider other options, the Portal will lead the employer through the following decisions:

1. How to share the cost of benefits with employees. Traditionally this has been done by sharing in a percentage of the employee’s cost and, if so desired, the employee’s dependent’s cost. However, many employers now choose to offer a defined contribution amount instead of a percentage amount. This allows the employer to set their cost per employee at a fixed dollar amount, while giving the employee the freedom to “spend” the defined contribution amount as their personal and family needs dictate. Any excess between the defined contribution amount and the actual benefit cost is returned to the employer.
2. The base upon which to apply a percentage cost sharing. Traditionally, employers that choose to share costs based on a percentage of costs (vs through a defined contribution amount) have shared 50% or more of the employee’s benefit cost of the lowest cost plan available to employees. It should be noted that the lowest cost plan available for one employee may not be the same as the lowest cost plan available for another employee, due to such factors as age and region.
   One alternative is to share 50% or more of the employee’s benefit cost of a base plan. The base plan is a plan selected by the employer from those plans available to their employees. While the base plan does not have to be the lowest cost plan, the selected base plan rate table is then used for all employees to determine the amount shared.
   The final alternative is for the employer to share 50% or more of the employee’s benefit cost of any available plan that the employee selects.
3. The benefits and plans that will be offered to employees. The Portal provides an estimate of the gross, employer and employee cost of each plan offered. This estimate assumes that the employees who are participating in current benefits will also participate in future benefits. However, since it is impossible to predict an employee’s plan selections (or declinations), the Portal provides an “apples to apples” comparison by assuming that all employees participate in each plan. In other words, if the company has 20 employees currently participating as follows:
   1. 5 employees enrolled in Blue Shield medical plans
   2. 10 employees enrolled in Kaiser medical plans
   3. 5 employees declining any medical coverage
   then when evaluating the cost of new medical plans offered by PIBT, all 20 employees are hypothetically enrolled in each plan in order to estimate the gross, employer and employee cost of each plan.

Question

What are the options for sharing the cost of benefits with employees?

Answer

1. Percentage of benefit cost – Traditionally this has been done by sharing in a percentage of the cost (e.g., 50% of the total benefit cost) for the employee and, if so desired, the employee’s dependents.
2. Defined Contribution amount – Employers offer a defined contribution amountwhich enables the employer to fix their cost per employee at a set dollar amount (such as $300 per employee per month) and allows the employee the freedom to “spend” this defined contribution amount as their personal and family needs dictate. Any excess between the defined contribution amount and the actual benefit cost is returned to the employer.

Question

What are the options on which to base the employer’s contribution percentage?

Answer

1. Lowest Cost plan – Share 50% or more of the benefit cost of the lowest cost plan available to their employees. This is the traditional approach. However, it should be noted that the lowest cost plan for one employee may not be the same as the lowest cost plan for another employee, due to such factors as age and region.
2. Base Plan – Share 50% or more of the benefit cost of a base plan. The base plan is a plan selected by the employer from those plans available to employees. The base plan does not have to be the lowest cost plan, but the rate table for the selected base plan is then used for all employees to determine the amount shared.
3. Any Plan – Share 50% or more of the benefit cost of any plan selected by the employee.

Question

How can I gauge the financial impact of decisions?

Answer

To help employers compare the renewal cost to the current cost, the Portal calculates and compares the relevant plan costs (i.e. gross, employer and employee costs). In most cases, employees are assumed to participate in the same renewal plans as those plans in which they currently participate. In the event that a carrier has discontinued a plan, PIBT maps the current plan and its participants to a comparable renewal plan offered by the same carrier.
When an employer is considering selecting new plans to offer to employees, each plan is presented with its gross cost, employer cost and employee cost. In these situations, the cost is calculated by assuming that all employees currently participating in the benefit (i.e., medical, dental, vision, etc.) continue to participate, and that all of these participating employees are participating in the plan being analyzed.
This approach allows an “apples to apples” comparison between plans, because it shows what that plan would cost if all employees were enrolled, versus what another plan would cost if all employees were enrolled. Taking this approach is necessary because it is impossible to determine with any reliability which employees will actually choose to participate in each plan. These calculations are only meant to be used for comparison purposes.
The three types of costs presented are defined as follows:

1. Employer Monthly Cost – This is the portion of the estimated gross premium that the employer is subsidizing. In other words, this is an estimate of the employer's group health benefits expense. It is calculated based on the employer's selected contribution approach (e.g., percentage or defined contribution amount) and, if applicable, the percent (e.g., 50% employee and 10% dependent) and the base (e.g., lowest cost plan, base plan or any plan).
2. Employee Monthly Cost – This is an estimate of the employee's cost, including both the benefit cost for the employee and, if any, the benefit cost for dependents.
3. Gross Premium – This is the total gross premium. It is determined based on the plan's rate table, the participants’ ages and the employer's location (as regional prices can differ).

Question

What is included in the Company Profile?

Answer

When you log in to your Portal account, the system defaults to your Company Profile. Your Company Profile includes the following pages:

• General Info
  This page lists your company’s basic contact information, such as address, contact person and contact person’s email address.
• Additional Info
  This page includes your company tax ID number, payment terms, and key contacts at PIBT.
• Contacts
  This page shows the contact people at your company that we have on file, and allows you to add new contacts.
• DBA Info
  This page shows your company’s DBA (i.e. “Doing Business As” name), if any, and allows you to add DBAs as needed.
• Departments
  This page shows the departments that we have on file for your company. You can add new departments or update the description of departments, but you cannot delete a department. If you want to assign each employee to a department you can do this on their individual employee information pages.
• Account Settings
  This page allows you to change your username and password.

Question

How can employers make the most of the “Departments” functionality?

Answer

The ability to create a department (or cost center) structure and assign employees to departments is very powerful. When done correctly, monthly billing reports will provide total costs at the department level; this in turn supports efficient monthly accounting entries.
Each employer should consider how best to use this functionality to be consistent with their general ledger and/or cost accounting and budgeting structure. Keep in mind that account numbers are limited to 10 digits or less and must be numbers (e.g., no alpha nor special characters can be used).
Each employee should be assigned to a department. This can be done as follows:

1. Sign in to your company's PIBT Portal account.
2. Click on "Employee Search" in the navigation bar on the left side of the page.
3. Click on an "Employee Name" to open the employee's profile page.
4. Click on the "Dept" box to find the department.
5. Select the appropriate department for the employee.
6. Click "Update."

Question

How do employers grant employees access to their online portal?

Answer

Employee access to the employee section of the PIBT Portal must be granted by the employer; this is not something that can be done by PIBT staff.
Once logged in to their own private Portal, an employee can manage the information in their account profile, and, at the appropriate time, complete open enrollment, including selecting the benefits that meet their individual needs.
Here are the steps that the employer must take to select employee(s) to which the PIBT Portal will send an automated email with instructions on how to register for a private Portal account:

1. Sign in to your company's PIBT Portal account.
2. Click "Employee Search" to display employees.(NOTE: You can filter this search by selecting “All,” “Active” or “New Hire” in the “Employee Status” box.)
3. Click on the selected "Employee Name" and then repeat this step for each employee that is to have online access to their own private Portal.
4. On the employee profile page, click "Account Settings".
5. Click "Send Registration Email".

The system then automatically sends an email instructing the employee on how to create their own personal account (on which they will only be able to see their own information). The registration process involves verifying the employee via confirming the last four digits of their SSN. If this verification process is successful, the employee will be asked to create a username and a password.

Question

How do I add a new hire to the information stored in our company Portal?

Answer

1. Sign in to your company's PIBT Portal account.
2. In the Employee Management section of the left side menu, click on “Add Employee”.
3. On the “Add Employee” page, at a minimum, enter all required information
4. Once all information is completed click “Add”.
5. If the employee has any dependents, add these dependents by clicking on the “Dependent” section on the left side menu. Complete all required information and then click “Save”.
6. To continue the enrollment process, click “Enroll” on the employee profile page.
7. Select one of the plans for each benefit by clicking on “Edit Coverage”
8. After selecting the plan that best fits your needs click “Update”.
   1. To decline coverage, select “Decline this coverage” option.
   2. To select a plan for a dependent, unclick the box under “Enroll Dependents” in the canter of the page.
   3. 3. The premium for “Voluntary Term Life,” is the cost per $10,000 of coverage.
9. 9. When all plans have been selected click "Next”
10. Provide full name and use your mouse to sign in the space provided. Click “Submit” to finalize.

Question

How do I report employment terminations?

Answer

Employers report employee terminations by entering the information on the PIBT Portal or by manually completing and sending in a PIBT Employee Termination form (which can be found in Forms & Documents. The employer is responsible for reporting all coverage terminations to PIBT within the month in which the termination occurs. Due to insurance carrier requirements, no retroactive terminations are allowed.
If you are using the manual PIBT Employee Termination form, this form must be fully completed and signed by the authorized company representative; it must include the employee's full name, current home address and Employee ID number (as shown on your monthly invoice). Please check the appropriate box under COBRA or State Continuation Coverage Qualifying Event section, and all appropriate boxes.
To enter the information on the PIBT Portal (instead of using the manual form):

1. Sign in to your company's PIBT Portal account.
2. Click “Employee Search” to display a list of employees. NOTE: You can filter this search by selecting “All,” “Active” or “New Hire” in the “Employee Status” box.
3. Identify the employee to be terminated and click on that employee’s name to open their employee profile page.
4. Click on “Employment Termination.”
5. Select the appropriate “Coverage Drop Date” NOTE: Retroactive active terminations are not allowed
6. Select the “Reason for dropping coverage”
7. Click “Next.”
8. Read the “Legal Acknowledgement” and indicate that you have “read and understand the policy” by clicking the box.Provide your full name and use your mouse to sign in the space provided. Click "Submit” to finalize.

Question

How do I cancel coverage for employees and/or their dependent(s)?

Answer

Employers can cancel or drop coverage for employees and/or their dependents by entering the information on the PIBT Portal or by manually completing and sending in a PIBT Employee Change Notice form (which can be found in Forms & Documents). NOTE: The Employee Change Notice Form must be signed by both the employee and the employer.
To enter the information on the PIBT Portal (instead of using the manual form):

1. Sign in to your company's PIBT Portal account.
2. Click “Employee Search” to display a list of employees. NOTE: You can filter this search by selecting “All,” “Active” or “New Hire” in the “Employee Status” box.
3. Click on the name of the employee, that will be terminated, to open employee profile.
4. On the left side menu click on the “Coverages” ” section. Identify the coverage to be changed and click on the "Remove" icon.
5. Select the coverage's termination date from the drop-down menu under “Coverage drop date.” Then Select the reason why coverage is to be stopped from the drop-down menu under “Reason for dropping coverage..”
6. Click “Next.”
7. Click “Submit” to finalize termination.

Question

What information can the employee manage on the portal?

Answer

An employee can see their Personal Profile, which includes relevant information for benefit processing purposes such as gender, Social Security number, birth date, hire date and contact information. While the employee cannot change much of this information, employees can:

1. Update their contact information (e.g., address and phone number) as appropriate. To complete any updates/changes, click “Update” at the bottom of the page.
2. Change their username and password.
3. Add dependents by clicking “Add Dependent” on the Employee Personal Profile page. This will open a page where applicable information can be input. Make sure that the information in all required fields has been input. When complete click “Save” at the bottom of the page.

Question

Which dependents are eligible for coverage?

Answer

Eligible dependents are as follows:

1. Dependent Child – A child under age 26 of either the employee or spouse may be added at the time of the employee's initial enrollment, during Open Enrollment (December - January), during Special Enrollment*, at the time of loss of other coverage (a copy of the certificate of creditable coverage [HIPAA] is required), by court order or when a court awards legal adoption to the employee (a copy of the court order or proof of adoption will be required).
   Dependents can be added on the PIBT Portal or manually using the applicable PIBT enrollment form(s). This enrollment information, along with the required supporting documents (if any), must be submitted within 30 days of the event date. Enrollment forms can be found in the applicable benefit documents folder in Forms & Documents on the PIBT.org website.
2. Domestic Partner– An adult who is in a legally registered domestic partnership with the employee may be added at the time of the employee's initial enrollment, during Open Enrollment (December - January), during Special Enrollment*, or at the time of loss of other coverage (a copy of the certificate of creditable coverage [HIPAA] is required). The domestic partnership registration date must appear on the applicable PIBT enrollment form. The PIBT enrollment form(s), along with the required documents, if any, must be submitted within 30 days from the event date. Enrollment forms can be found in the applicable benefit documents folder in Forms & Documents on the PIBT.org website.
3. Newborn– The birth of a child is considered a lifestyle change. To add your newborn child to your existing insurance coverage, the applicable completed and signed PIBT enrollment form along with proof of birth (e.g., hospital live birth certification or birth announcement) must be submitted to PIBT within 30 days of the newborn’s date of birth. If the PIBT enrollment form is not submitted within the first 30 days of birth, the newborn may only be added during Open Enrollment (December - January) or during Special Enrollment*. Enrollment forms can be found in the applicable benefit documents folder in Forms & Documents on the PIBT.org website
4. Spouse– An adult legally married to the employee may be added at the time of the employee's initial enrollment, during Open Enrollment (December - January), during Special Enrollment*, or at the time of loss of other coverage (a copy of the certificate of creditable coverage [HIPAA] is required). The date of marriage must appear on the PIBT enrollment form. PIBT enrollment form(s) along with the required documents, if any, must be submitted within 30 days from the event date. Enrollment forms can be found in the applicable benefit documents folder in Forms & Documents on the PIBT.org website.
5. * Special Enrollment – Birth and adoption (including placement for adoption) may trigger a Special Enrollment period during which the employee, spouse and new dependents can enroll into the health plan within 30 days of the birth or adoption date. Otherwise, enrollment will need to wait until the next Open Enrollment period.

Question

I enrolled in Blue Shield PPO for Georgia, but my ID card says California. How does this work?

Answer

If you select a Blue Shield Plan, regardless of which state you are in your health care ID card will read Blue Shield of California. In this case you will use the Blue Cross Blue Shield PPO directory to locate in-network providers or visit BlueShieldCA.com.

Question

Have more questions?

Answer

Call the PIBT Customer Service Team at (323) 728-9500 (within Southern California) or (800) 449-4898 (outside Southern California).

Question

How do I download enrollment forms?

Answer

1. Sign in to your company's PIBT Portal account.
2. Click “Company Documents” to display documents available for download.
3. Click on the “Custom Enrollment Form.”
4. The file will automatically download.