THE MOUNT SINAI MEDICAL CENTER BENEFITS AT-A-GLANCE 2013

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1 THE MOUNT SINAI MEDICAL CENTER BENEFITS AT-A-GLANCE 2013 BENEFLEX Medical Prescription Drug Dental Vision Employee Life Insurance Dependent Life Insurance Accidental Death & Dismemberment Disability Plans Short Term Disability Long Term Disability Annual Benefits Cost Matrix 403(b) RETIREMENT PAID TIME OFF (PTO) OTHER BENEFITS Health Care and Dependent Care Reimbursement Accounts Limited Purpose Flexible Spending Account (Limited HCRA) Transportation Reimbursement Incentive Program (TRIP) Universal Life - Supplemental Life Insurance Workers Compensation New York s 529 College Savings Program The 457(b) Plan Supplemental Retirement Program Employee Assistance Program Quit for Life Program (Smoking Cessation Plan) BeneFlex/403(b)/Other Eligible Non-Bargaining employees Offsite physician practices Electrical Workers (Local 3) Physical Therapists (APTA) Security Officers Pharmacist

2 This brochure provides a summary of the Health and Welfare, Retirement, Paid Time Off (PTO) and other Benefit Programs at Mount Sinai. BENEFLEX Mount Sinai Medical Center Staff (non-faculty) hired on or after 1/1/2004 and scheduled to work at least 60% of a normal work week are eligible to participate in the Beneflex program. The following dependents may participate in the BeneFlex medical, prescription drug, dental, vision and life insurance plans: Spouses or same-gender domestic partners, same gender spouses Dependent children, regardless of their student and or marital status, may be enrolled through the end of the month in which they reach age 26. Medical Plan/ Prescription Drug Plan The BeneFlex Program (the Program ) offers five medical plan options to choose from, as listed below, all providing comprehensive health care coverage. Three United Healthcare PPO options Basic, Plus and the High Deductible Health Plan (HDHP) Two HMO options - Empire Blue Cross Blue Shield and HIP Decline coverage (only if covered under another medical plan) HDHP Prescription coverage (Express Scripts) is provided with the election of the HDHP medical option. Basic Prescription coverage (Express Scripts) is provided with the election of any of the other medical plan options. The United Healthcare Basic, Plus and High Deductible Health Plan PPO options provide three ways to access medical care: Mount Sinai Providers participating in the United Healthcare Top Tier PPO Network Other providers in the United Healthcare PPO Network (Middle Tier) Out-of-Network providers Specialist, Mental Health and Substance Abuse Copay (Middle Tier) Adults: UHC Specialist copay basic plan $60, plus plan $50 UHC Mental Health and Sustance Abuse Services (basic plan $25, plus plan $20) Dependent Children up to the age of 26: UHC Specialist co-pays basic plan $25, plus plan $20 UHC Mental Health and Substance Abuse services (basic plan $25, plus plan $20) HIP Specialist co-pay $30; Empire Blue Cross $40 The HMOs provide access to medical care through their respective networks of physicians and facilities only. Generally, the office copay is $30 per visit and the hospital admission copay is $250. *For purposes of he Beneflex program spouse means a spouse as defined under Federal law, which includes only a person of the opposite sex. While same-sex spouses are eligible for coverage under the Beneflex program, they are treated as same-sex domestic partners. Important Note about Taxation of Domestic Partner Benefits: If you elect coverage for a domestic partner (including a same-sex spouse) and/or the domestic partner s children, certain tax rules may apply. Unless your domestic partner and/or his or her children satisfy the definition of a dependent under Section 152 of the Internal Revenue Code, your contributions for your domestic partner s and/or his or her children s coverage must be made on an after-tax basis. In addition, the fair market value of your partner s/children s coverage, in excess of any after-tax employee contributions, is taxable to you and is imputed as income for Federal tax purposes and may also be subject to State and City income tax. While the law is unclear on the precise definition of fair market value, a common approach, and the approach used by Mount Sinai, is to define the term as the difference between the premium value (total of employer and employee contribution) for covering the employee and the domestic partner/children and the value of the coverage without the domestic partner/children. The imputed income calculation is complex. You should seek the advice of a tax professional concerning the taxability of coverage for your domestic partner and/or his or her children.

3 The following are the main in-network and out-of-network features of the United Healthcare Basic and Plus PPO plans: Benefit Feature BASIC Option PLUS Option Office Visit Copay/Co-insurance/Deductible: Mount Sinai Providers (Top Tier) $15 per visit $10 per visit Other United Healthcare (UHC) Network Providers (Middle Tier) $50 per visit for adults $25 per visit for dependent children up to the age of 26. Co-insurance 20%**, plan pays 80% after the deductible** has been met $40 per visit. for adults $20 per visit for dependent children up to the age of 26. Co-insurance 10%**, plan pays 90% after the deductible** has been met Out-of-Network Co-insurance 50%**, plan pays 50% after the deductible** has been met Co-insurance 40%**, plan pays 60% after the deductible** has been met Emergency Room Copay, waived if admitted to Hospital: Mount Sinai Providers (Top Tier) Other UHC Network Providers (Middle Tier) Out-of-Network $150 $150 $150 $150 $150 $150 Hospital Per Admission Copay: Mount Sinai Facilities (Top Tier) Other UHC Network Providers (Middle Tier) Out-of-Network None $ 500 ** $1,000 ** None $300 ** $600 ** Annual Deductible: Mount Sinai Providers (Top Tier) Other UHC Network Providers (Middle Tier) Out-of-Network None $600/$1,050/$1,500* $1,500/2,625/3,750* None $300/$525/$750* $1,200/$2,120/$3,000* Mount Sinai Providers (Top Tier) Other UHC Network Providers (Middle Tier) Out-of-Network Annual Out-of-Pocket Maximum: (Excluding Deductible and Hospital Copay) None $2,000/$4,000/$6,000* $4,250/$8,500/$12,750* None $1,000/$2,000/$3,000* $4,000/$8,000/$12,000* * Employee only/employee plus one dependent/employee plus two or more dependents ** Co-insurance and/or deductible may apply to services such as surgery, laboratory services, radiology services, allergy care, mental health service etc. (Please see your Benefits Summary Plan Description, Appendix A - for the Summary of Benefits and Coverage (SBC). Basic Plan Only - A $2,500 penalty will be implemented for inpatient admissions performed in out-of-network facilities with the exception of pediatric and mental health claims. This penalty will be waived if an admission follows an emergency room visit. Certain women s preventative services must be offered at no cost at point of service. This includes approved contraceptives, some forms of counseling and screenings, and certain devices. Please contact UnitedHealthcare at for details. The Prescription Drug Plan is administered through Express Scripts. The Plan offers three drug options to choose from: Basic option Plus option HDHP option (only available to HDHP participants) Decline coverage (only if medical coverage is waived under Mount Sinai)

4 The Express Scripts Basic and Plus options provide several ways to access prescription drug benefits: Benefits Schedule Plus Option Basic Option In-House Pharmacy 30 Day Supply (Mount Sinai Pharmacy) Generic $5 Preferred (Brand formulary) $15* Preferred (Brand formulary) $20 Formulary list drugs only Generic $5 Preferred (Brand formulary) $15* Preferred (Brand formulary) $20 Formulary list drugs only In Network Pharmacy 30 Day Supply Generic $10 Preferred (Brand Formulary) $35 Non Preferred (Brand Non-formulary) $55 Generic $10 Preferred (Brand Formulary) $40 Non Preferred (Brand Non-Formulary) $60 Out Of Network Employee pays 30% Employee pays 30% Mail Order Pharmacy 90 Day Supply for maintenance drugs Generic $25 Preferred Brand Formulary $80 Non Preferred (Brand Non-Formulary) $130 Generic $25 Preferred (Brand Formulary) $95 Non Preferred (Brand Non-Formulary) $150 * These are Prescription Drugs that the hospital can offer at a lower cost because of a favorable contract and that have been determined to be as effective as medications that are more expensive. Certain women s preventative services must be offered at no cost at point of service. This includes approved contraceptives, some forms of counseling and screenings, and certain devices. Please contact Express Scripts at for details. Participants of the Basic and Plus Medical Plan PPO or HMO options are automatically enrolled in the Basic Prescription Drug Plan option (Express Scripts), but may elect to enroll in the enhanced plan, instead, at an additional cost. Participants of the HDHP are automatically enrolled in the HDHP Prescription Plan option. High Deductible Health Plan (HDHP) The following are the main in-network and out-of-network features of the United Healthcare HDHP plan: Benefit Feature Choice Plus /HDHP Option Office Visit Copay/Coinsurance/Deductible: Mount Sinai Providers (Top Tier) Other United Healthcare (UHC) Network Providers (Middle Tier) Out-of-Network Hospital Per Admission Copay: (subject to co-insurance) Mount Sinai Facilities (Top Tier) Other UHC Network Providers (Middle Tier) Out-of-Network* Annual Deductible: Mount Sinai Providers (Top Tier) Other UHC Network Providers (Middle Tier) Out-of-Network Annual Out-of-Pocket Maximum(Combined Medical and Prescription expenses): (Includes deductible) Mount Sinai Providers (Top Tier) Other UHC Network Providers (Middle Tier) Out-of-Network None after Deductible 20% Co-insurance after Deductible 50% Co-insurance after Deductible None after Deductible 20% Co-insurance after Deductible 50% Co-insurance after Deductible $1,250/$2,500/$2,500 $1,250/$2,500/$2,500 $2,000/$4,000/$4,000 None $2,000/$4,000/$4,000 $4,250/$8,500/$8,500 * A $2,500 penalty will be implemented for inpatient admissions performed in out-of-network facilities with the exception of pediatric and mental health claims. This penalty will be waived if an admission follows an emergency room visit. Certain women s preventative services must be offered at no cost at point of service. This includes approved contraceptives, some forms of counseling and screenings, and certain devices. Please contact UnitedHealthcare at for details.

5 HDHP Prescription Drug Plan The following are the main in-network and out-of-network features of the HDHP Prescription Drug Plan. Benefits Schedule HDHP Prescription Option In-House Pharmacy 30 Day Supply (Mount Sinai Pharmacy) In Network Pharmacy 30 Day Supply Out Of Network Co-Insurance: 20% subject to the following after HDHP deductible is satisfied. Minimum Maximum Generic $5 $10 Preferred (Brand Formulary) $10 $20 Preferred (Brand Non-Formulary) $15 $30 Co-Insurance: 20% subject to the following after HDHP deductible is satisfied. Minimum Maximum Generic $10 $ 20 Preferred (Brand Formulary) $30 $ 60 Non Preferred (Brand Non-Formulary) $45 $135 Employee pays 30% after HDHP deductible is satisfied. Co-Insurance is 20% subject to the following after HDHP deductible is satisfied. Minimum Maximum Mail Order Pharmacy Generic $ 25 $ Day Supply Preferred (Brand Formulary) $ 75 $150 Non Preferred (Brand Non-Formulary) $110 $335 Certain women s preventative services must be offered at no cost at point of service. This includes approved contraceptives, some forms of counseling and screenings, and certain devices. Please contact Express Scripts at for details. Health Risk Assessment Survey (HRA) Each Open Enrollment period employees are invited to participate in the HRA Survey. To avoid an increase in their cost-share rate employees are required to complete the HRA survey and enter their height, weight, total cholesterol, HDL levels and blood pressure. The Annual Benefits Cost Matrix for Medical on page 8 reflects the cost after the credit has been applied. Please note that new hires and newly eligible employees are not required to take the HRA to receive the credit. The credit will automatically be added to the paycheck. Health Savings Account (HSA) The Heath Savings Account is only available for employees who are participants of the High Deductible Health Plan. The Health Savings is an account that allows you to contribute on a tax-advantaged basis. The maximum contribution you can make to the HSA, if you select single coverage is $3,250, if you select employee plus one or family coverage, the amount is $6,450. You may use these contributions to pay for qualified out-of-pocket expenses. For a list of qualified expenses, please consult with you tax advisor or visit An important feature of this account is that the funds in your account that are not used will rollover from year to year! You can save the contributions that you make to the account and grow your account through investment earnings or you may use these accumulated funds in your account to pay for future deductibles, co-pays and co-insurance expenses. Please note that payroll deductions are not provided by Mount Sinai for this account. To open an HSA account you may contact United Healthcare at (800) or contact a financial institution of your choice. Limited Purpose Flexible Spending Account (Limited HCRA) The Limited Purpose Flexible Spending Account is only available for employees who are participants of an HSA. This account works in the same way as the regular Health Care Reimbursement Account; however, you may use this account to pay for any dental, vision and preventative care expenses (preventative care for dental, vision and some medical care expenses) that are not covered under the HSA.

6 Dental Plan* The program offers three dental plan options to choose from: Two MetLife Dental Plan PPO options - Basic or Plus One CIGNA DHMO option Decline coverage The MetLife Basic and Plus dental PPO options provide two ways to access dental care: Providers in the MetLife PPO Network Out-of-Network providers Participants of the DHMO must choose a network primary care dentist and can only access covered dental care through referrals to CIGNA network providers. The following chart indicates the main in-network and out-of-network features of the MetLife Basic and Plus Dental PPO options: Benefit Feature/ Type of Service Basic Option Plus Option Preventive In-Network Out-of-Network Basic In-Network Out-of-Network Major In-Network Out-of-Network 100% 80% 80% 60% 60% 50% 100% 100% 80% 60% 60% 50% Combined Annual Benefit Maximum $1,500 per person $3,000 per person Orthodontia** In-Network Out-of-Network Individual Lifetime Benefit Maximum 50% Not Covered $1,500 per person 50% 50% $2,000 per person * North Shore staff and offsite physician practices (hourly employees) are not eligible for dental coverage ** Orthodontia coverage applies to both adults and children Vision Plan Vision care coverage is available through UnitedHealthcare Vision. You can choose to participate in the plan or decline coverage. The United Healthcare plan can help towards paying for eye care expenses, such as annual eye examinations, eyeglass frames and lenses, or contact lenses. United Healthcare Vision care benefits can be accessed in two ways United Healthcare network providers or out-of-network providers.

7 Employee Life Insurance The Aetna Life Insurance Plan provides a lump sum benefit to designated beneficiary (ies) in the event of the death of an insured employee. The plan offers two basic free options, providing up to a maximum benefit of $1,000,000 to choose from: $50,000 * 1 ½ times annual base salary The plan also offers supplemental life insurance ranging from ½ times annual base salary to 7.5 times annual base salary options, with a maximum benefit of $1,500,000. * Employer paid basic coverage in excess of $50,000 is subject to imputed income tax. To avoid paying the imputed income tax you may select the employer paid $50,000 coverage in place of the higher 1 ½ times employer paid basic coverage. Dependent Life Insurance The Aetna Life Insurance program also offers eight different dependent life insurance options: $25,000 spouse, $5,000 child $50,000 spouse, $5,000 child $75,000 spouse, $5,000 child $100,000 spouse, $5,000 child $25,000 spouse, $10,000 child $50,000 spouse, $10,000 child $75,000 spouse, $10,000 child $100,000 spouse, $10,000 child Coverage for dependent spouses and children must be elected jointly. The employee automatically becomes the beneficiary for the dependent life insurance. Evidence of Insurability (EOI) required for coverage over $25,000. Coverage for the employee s spouse may not be greater than 100% of the employee s total insurance (basic and supplemental life combined). Accidental Death & Dismemberment (AD&D) In addition to employee life insurance coverage, the Aetna Life Plan provides a benefit to the employee or the designated beneficiary of the employee if the employee becomes dismembered or dies as a result of an accident. Employees can either: Elect AD&D coverage equal to the amount of employee s total life insurance Decline coverage. Disability Plans Short Term Disability and Long Term Disability protection are provided. Both plans are insured with Prudential. Short Term Disability Plan Benefits begin on the eight (8) consecutive day of non-occupational illness or injury and can continue for up to 26 weeks from the initial date of disability. The plan provides a Basic benefit option of 66 2/3 base weekly salary to $170 at no cost to the employee. Also offered is an Enhanced benefit option of 66 2/3 weekly salary to $1,000 at an additional cost. The Long Term Disability Plan (LTD)* provides a source of income for an occupational or non-occupational disability lasting more than the first 26 weeks of disability. Coverage level is 60% of base annual salary up to $15,000/month. This plan can be elected as a pre-tax or post-tax deduction. Pre or Post tax election -- If elected LTD on a pre-tax basis the cost of the coverage is not reported as taxable income on your W-2. If you become disabled and are entitled to receive disability payments those payments are taxed as ordinary income. -- If elected LTD on a post-tax basis the cost of the coverage is reported as taxable income on your W-2. If you become disabled and are entitled to receive disability payments those payments are tax free. * LTD is not applicable to North Shore staff, offsite physician practices (hourly employees) and Security Officers or Pharmacists. Security Officers and Pharmacist please refer to your union contract.

8 MEDICAL UHC PPO Basic Annual Benefits Cost Matrix Employee Pre-Tax Deduction UHC PPO UHC PPO Plus HDHP Salary $30,000 HMOs (BCBS, HIP) Single $99.32 $ $69.52 $ Employee + 1 $ $ $ $ Family $ $1, $ $1, $30,001-$40,000 Single $ $ $ $1, Employee + 1 $1, $1, $ $1, Family $1, $2, $1, $3, $40,001 - $60,000 Single $ $1, $ $1, Employee + 1 $1, $2, $1, $2, Family $2, $3, $1, $4, $60,001 - $80,000 Single $1, $1, $ $2, Employee + 1 $2, $2, $1, $4, Family $3, $3, $2, $6, $80,001 - $135,000 Single $1, $2, $1, $2, Employee + 1 $3, $3, $2, $5, Family $4, $5, $3, $8, $135,001 - $175,000 Single $2, $2, $1, $3, Employee + 1 $4, $4, $3, $6, Family $6, $7, $4, $10, $175,000 + Single $2, $3, $1, $4, Employee + 1 $4, $5, $3, $7, Family $7, $7, $4, $12, RX PLUS Employee Post-Tax Deduction Single $ Employee + 1 $ Family $ DENTAL Employee Post-Tax Deduction MetLife Basic MetLife Plus CIGNA Single $ $ $ Employee + 1 $ $ $ Family $ $1, $ VISION Employee Pre-Tax Deduction Single $60.12 Employee + 1 $ Family $156.60

9 403(b) RETIREMENT An important goal in personal financial planning is the accumulation of funds for financial freedom and security in retirement. The Mount Sinai 403(b) Plan can help you reach this goal through both Employer contributions** and tax-deferred Voluntary Employee contributions. The plan offers a wide variety of investment options. *Not all employment classifications qualify for Employer contributions. Offsite physician practices (hourly employees) are not eligible for Employer contributions. Employer Contributions (non-faculty) - range from 4½ % to 10% of base pay, (only the first $255,000 of compensation is taken into consideration)*. Each eligible employee who works at least 1,000 hours per year shall become eligible to participate in the plan on the first day of the month coinciding with or immediately following completion of one year of service and execution of the enrollment forms. The employee is 100% vested after completion of 3 years of continuous service. (Electrical Workers, Physical Therapists and Security Officers please refer to your agreement for contribution level and waiting period). Voluntary Employee Contributions - expressed as a percentage of total compensation (which includes overtime, bonuses, shift differentials, etc.). The maximum contribution allowed is $17,500* for anyone under age 50 and $23,000* for anyone age 50 and above. Participation can commence upon completion and submission of the required enrollment forms. By IRS regulation, combined Voluntary Employee and Employer contributions cannot exceed the lesser of $51,000 or 100% of gross annual earnings. ** These Internal Revenue Code limits are subject to change periodically. PAID TIME OFF (PTO) The Paid Time Off Program* combines vacation, sick and personal time into one PTO bank. Employee classification and length of service determines the amount of PTO days that can be taken annually. Staff Classification Less than 4 years 4 thru 23 years 24 or more years Non-Exempt Staff 19 days 29 days 34 days Exempt Staff 29 days 29 days 34 days RN Leadership with direct patient care responsibilities & Managerial and Professional positions which require RN licensure, MSW s, Dieticians 31 days 34 days 34 days Participation in the program begins on the first day of the month coincident with or immediately following the employee s date of hire or change to eligible status. * PTO is not applicable to Faculty, Post-Docs, House Staff and Off-Site Physicians. Pharmacists and Security Officers should consult their collective bargaining agreement.

10 OTHER VOLUNTARY BENEFITS Health Care and Dependent Care Reimbursement Accounts The Reimbursement Accounts provides you with a way to pay certain healthcare and dependent care expenses on a pre-tax basis through payroll deductions. Each year you must decide if you want to participate and how much you wish to contribute. You may contribute a minimum of $240 up to a maximum of $2,500 annually to the Health Care Reimbursement Account. You may contribute a maximum annual contribution of $5,000 to the Dependent Care Reimbursement Account. Due to IRS requirements, highly compensated employees with an annual compensation of more than $110,000 a year will be limited to an annual DCRA contribution of $1,385 per household. Claims for expenses incurred between January 1 and December 31 must be submitted to ADP by March 31 st of the following year. Any funds remaining in your account after March 31 st will be forfeited. ADP administers the Health Care Reimbursement Account (HCRA) and Dependent Care Reimbursement Account (DCRA). Please call ADP at , if you have any questions. Limited Purpose Flexible Spending Account (Limited HCRA) If you are a High Deductible Health Plan participant and elect to contribute to a HSA account, you may enroll in the Limited HCRA. The Reimbursement Account provides you with a way to pay certain limited healthcare expenses on a pre-tax basis through payroll deductions. Each year you must decide if you want to participate in the plan and how much you wish to contribute. You may contribute an annual minimum of $240 up to a maximum of $2,500. Claims for expenses incurred between January 1 and December 31 must be submitted to ADP by March 31 st of the following year. Any funds remaining in your account after March 31 st will be forfeited. ADP administers the Limited (HCRA). Please call ADP at , if you have any questions. Transportation Reimbursement Incentive Program (TRIP) The Transportation Reimbursement Incentive Program (TRIP) provides a way to pay for your transit and parking expenses on a pre-tax basis through payroll deductions. You may contribute a maximum of $245 a month for transit expenses and $245 a month for parking expenses. You may submit claim forms to ADP for reimbursement or enroll in the On-Line Commuter Benefits program at Please call ADP at if you have any questions. Please note: If you are currently participating in the Mount Sinai Pre-Tax Parking Program, you cannot participate in the TRIP Parking Pre-Tax Program. Universal Life Insurance Supplemental Life Insurance Mount Sinai Medical Center offers employees the option to purchase Voluntary Universal Life Insurance for themselves and their dependents. This insurance is individually owned and fully portable if you should leave employment for any reason. Universal Life Insurance features a cash value accumulation fund at competitive rates. Open Enrollment is held every April and counselors from EOI Service Company are available onsite to provide you with more information and assistance in enrolling in this valuable program. As an added benefit, as a new hire, is that you will be given a one-time opportunity to enroll under favorable underwriting conditions without the need for an exam or additional medical requirements. Premiums for the insurance can be conveniently paid to the EOI Service Company through payroll deduction. Please watch for advertisements regarding open enrollment dates in April. Workers Compensation Employees are eligible for Workers Compensation benefits if they are injured at work. For additional information please contact our on-site Workers Compensation representative located at 320 East 94 th Street, 4 th Floor or call (212)

11 New York State 529 College Savings Program The New York State 529 College Savings Program provides a flexible, convenient and low cost way to save for college for a child, grandchild, or yourself. It is a voluntary program administered by Upromise Investment, Inc. You can use this investment to pay for tuition, room and board, books, supplies, and other qualified higher education expenses. Contributions to this plan are deducted automatically from your paycheck. Please consult your tax advisor regarding tax advantages. To obtain additional information on investment options, contribution limits or to enroll, please visit the savings plan website at or call (877) NY-SAVES. The 457(b) Supplemental Retirement Program The 457(b) Supplemental Retirement Program is only available to employees earning greater than $140,000 in base salary. To obtain additional information please contact the Benefits Administration office at (212) Employee Assistance Program The Employee Assistance Program (EAP) is an employer sponsored program that provides free confidential short-term counseling services to Mount Sinai Employee s and their covered dependents. Counseling services are provided by licensed social workers who are trained to treat individuals who are in need of personal assistance. EAP is located at 19 East 98 th Street, 3 rd Floor. To obtain additional information or to make an appointment please contact EAP at (212) Quit For Life Program - Smoking Cessation Plan Quit For Life is a program that provides employees, who wish to become non-smokers, the techniques and tools needed to quit using tobacco for life. The program is sponsored by the American Cancer Society and Alere Wellbeing. Quit For Life will help employees create a quitting plan that is designed to meet each individual s need and provide as much help as needed. The tools available in the program include calls from expert Quit Coaches, access to an on-line learning and a social support community, a printed workbook, medication support and toll-free access to expert Quit Coaches. If employees are not successful on the first try, re-enrollment to the program is available. The program is confidential and offered at no cost to faculty, staff and their spouses who are enrolled in one of the Mount Sinai medical health plans (i.e., United Healthcare Basic, Plus or HDHP Plans, HIP or Blue Cross Blue Shield). To join the program, please call 1 (866) Quit-4-Life or 1 (866) A registration specialist will verify eligibility and transfer you to a Quit Coach to get started.

12 Useful Phone Numbers and Web-Sites The Mount Sinai Benefits Center (866) (Benefits Enrollment web-site) Human Resources Intranet Site To update your W-4 & Change of Address Medical UnitedHealthcare Choice Plus (866) (Basic and Plus) UnitedHealthcare High Deductible Health Plan (HDHP) (866) HIP HMO (800) HIP-TALK ( ) Empire Blue Cross Blue Shield HMO (800) (Empire HMO) Prescription Drug Plan Express Scripts (866) Mount Sinai Employee Pharmacy (212) Dental MetLife (800) (Basic and Plus PPO Option) Cigna DHMO (800) (Dental Care Plan) Vision United Healthcare Vision (800) Flexible Spending Accounts (Reimbursement Accounts) ADP (HCRA/Limited HCRA/DCRA) (866) Transportation Reimbursement Incentive Program ADP (TRIP) (866) Life Insurance Aetna Life Insurance (800) Disability Short-Term Disability Prudential (800) Long-Term Disability Prudential (800) Worker Compensation (on-site) (212) This brochure explains some of the features of the Mount Sinai benefit plans. Complete details of each of the plans are contained in the official plan documents or insurance contracts. If there is ever a conflict between this brochure and the official plan documents or insurance contracts, the plan document or insurance contract will prevail. Eligibility does not guarantee employment - this benefit brochure does not create a contract of employment between Mount Sinai and Faculty and Staff or any candidate for a Faculty or Staff position.

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