Dental Coverage

Key Plan Features

Anchor Dental, Anchor Dental Plus and Anchor Dental Platinum all cover basic, restorative and major restorative services as well as orthodontia. All use the same Delta Dental network. Anchor Dental is a base plan, but Anchor Dental Plus and Anchor Dental Platinum are “buy-up” options that offer even greater coverage.

Under all three Anchor dental plans:

• Dependents up to age 26 are eligible to enroll. No student certification required.
• Sealants for children up to age 14 are covered 100%.
• Periodontal services are part of the annual plan maximums.

How Do the "Buy-Up" Options Work?

You can elect to pay a higher premium (co-share) to receive more dental coverage under one of the "buy-up" options, Anchor Dental Plus or Anchor Dental Premium. Keep in mind, however, that the State’s contribution towards the cost of your coverage is the same regardless of whether you elect the base or one of the buy-up options.

Both buy-up options have more covered services and may be worth considering if you or your dependent need additional dental services. For example, the Anchor Dental Platinum Plan provides orthodontia coverage for children and adults, and it also has coverage for implants.

Plan Comparison

Click on the chart below to see how Anchor Dental, Anchor Dental Plus and Anchor Dental Platinum compare across specific coverages.

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Need Help Choosing Your Plan?

Visit the virtual benefits fair and the Decision Support page for tools such as ALEX^® and benefits videos & presentations that can help you better understand your plan options and make the best choice for you and your family.

Any State employee that satisfies all of the following criteria is eligible to enroll:

• Holds a non-seasonal position
• Scheduled to work at least 20 hours per week
• Not on leave without pay (LWOP)

The following dependents are also eligible for enrollment:

• Spouse
• Common Law Spouse
  • Married federal income tax filing status – The IRS allows common law spouses to file their taxes married-joint if they live in a state like Rhode Island that recognizes common law marriage. Because common law spouses receive the same favorable pre-tax benefits treatment as spouses that can provide a marriage certificate, employees wishing to cover a dependent as a common law spouse must provide a copy of their most recent federal income tax filing showing married-joint or married-separate tax filing status. In the absence of such a tax filing status, the dependent may still be eligible for coverage as a domestic partner.
• Domestic partner
  • Imputed Income – Pursuant to federal guidance, under the State employee health plan the fair market value of any health coverage extended to a domestic partner will be imputed to you as income on your paycheck. This imputed income would be added to the your federal taxable gross wages, State taxable gross wages and social security taxable wages. Additionally, any coverage provided to a domestic partner is paid for on an after-tax basis. You will have additional tax withholdings based on the imputed income and the increased taxable wages due to the reduction in pre-tax contribution. The amount of imputed income is generally around $200 per pay period for medical/prescription, dental and vision coverage, and the amount of the reduction in pre-tax contribution is generally around $100 for the same coverage. This means that you will have additional tax withholdings based on approximately $300 per pay period. Generally, the additional tax withholdings will be in the same proportion as your normal tax withholdings are to your regular pay.
  • Marriage – If you and your domestic partner get married, it is YOUR responsibility to inform the Office of Employee Benefits in writing immediately. Your failure to do so will prevent you from obtaining refunds of additional tax withholdings based on imputed income. The Office of Employee Benefits will not coordinate such refunds if it is not notified within 31 days of the date of the marriage.
  • Termination of domestic partnership – If your domestic partnership ends, you will not be able to drop your domestic partner from your coverage until open enrollment (for effect January 1 of the following year) unless your domestic partner experiences a qualifying status change.
  • Addition of new domestic partner – If you drop your domestic partner, you will not be able to add a new domestic partner for at least 6 months, assuming your new domestic partner meets all eligibility requirements.
• Children* (Up to the end of the month in which they reach age 26. At that time, coverage will be automatically terminated with no action required by the employee, and COBRA continuation coverage will be offered.)

* Children of domestic partners are not eligible unless they are also the natural/adopted child of the employee, or the employee has legal guardianship.

Employees may enroll in dental coverage during one of the following periods:

• Within 31 days of date of hire or a qualifying status change
• Open enrollment

Enrollment process

Step 1: Do your research!

• Visit the virtual benefits fair to watch recorded BCBSRI and CVS Caremark presentations. 
• Review your past medical and prescription expenses and think about the coverage you need in the future, then talk to ALEX.
• Watch the Your Dental & Vision Plan Options whiteboard video posted above
• Review the detailed benefits information on the "Coverage Information" tab of this page

Step 2: Enroll!

Visit the Benefits Enrollment page for all the guidance you’ll need to enroll in benefits or make changes to existing benefits elections.

See below for 2024 premium rates—i.e., your co-shares. Premium co-shares for prior years can also be found below.

A co-share is the amount that is deducted from your pay each pay period for your coverage. It is your “share” of the overall plan cost. Co-shares vary by individual vs. family coverage, as well as by annual salary and full-time/part-time status. Co-shares listed here are for classified and unclassified State employees only. Non-classified union & non-union employees working in higher ed should refer to their college/university website (URI, RIC, CCRI) for their co-shares.

Co-share amounts are determined as a percentage of the full plan costs, or "working rates."  

• To print or order additional Delta Dental ID cards, please log in to your account at deltadentalri.com or call Delta Dental at 1-800-843-3582 for assistance.
• Download the Delta Dental mobile app for easy access to your mobile ID card and more.
  • The mobile app is available for both IOS (Apple) and Android devices. To download, visit the App Store (Apple) or Google Play (Android) and search for Delta Dental.
  • If you’re a Delta Dental subscriber, log in using the username and password you would normally use to log in to the Delta Dental website. If you don’t have an online account yet, you can register at www.deltadentalri.com.

If you haven't already, review the Delta Dental FAQ for answers to common questions about how your dental coverage works.

Please contact Delta Dental to find a participating dentist, print a replacement ID card, view claims history, or obtain other information regarding the state’s dental plan:

• Visit www.deltadentalri.com
• Call 1-800-843-3582
• Download the Delta Dental mobile app for easy access to your benefits, coverage, claims, mobile ID card and more in the palm of your hand. You can also use the Find a Dentist tool to find a dentist near you.
  • The mobile app is available for both IOS (Apple) and Android devices. To download the app on your device, visit the App Store (Apple) or Google Play (Android) and search for Delta Dental.
  • If you’re a Delta Dental subscriber, log in using the username and password you would normally use to log in to the Delta Dental website. If you don’t have an online account yet, you can register at www.deltadentalri.com.