Welcome to Your Benefits Guide

Transcription

1 Welcome to Your Benefits Guide 16 Right for you. Right for your family. See inside for important information about your benefits.

2 CONTENTS WELCOME HEALTH WEALTH EXTRAS CONTACTS 3 Eligibility 4 Medical 6 FSA 8 Ancillary Benefits NOTICES 3 Qualified Life Events 4 HSA 7 Life and AD&D 3 Online Benefits Site 5 Dental 7 Disability Insurance 5 Vision Welcome We are committed to providing you with a competitive, comprehensive benefits program that provides the care you and your family need to lead healthy, productive lives. Please review this guide carefully for highlights of our benefits and discuss your options with your family. CONTENTS CONTACT LIST 2

3 Getting Started Eligibility Full-time employees working 30 hours or more per week Benefits are effective on the first of the month following 30 days of employment As part of our ongoing efforts to control the cost of our insurance plans, we ask all employees to review their dependents enrolled in our plans and ensure they meet the eligibility requirements. An upcoming Dependent Eligibility Audit will be taken to ensure that only qualifying dependents are enrolled in Hunt Companies benefit plans. Dependent eligibility includes: Spouse or domestic partner, unmarried children up to age 26 and children of any age who are disabled. Children include your children, your spouse or domestic partner s children, children covered by a Qualified Medical Child Support Order (QMSCO), and children in your guardianship. Qualified Life Events Elections you make at this time will remain in effect until our next Open Enrollment period. In addition, if you decline coverage for yourself and/or your dependent(s) when first becoming eligible, you must wait until the next Open Enrollment period to enroll. However, if you experience a qualified life event during the year, you may make changes to your elections at that time. Qualified life events include: Change in status: Marriage, divorce, legal separation, annulment or death Change in number of dependents: Birth, death, adoption/placement for adoption, court order or dependent reaching limiting age Change in employment status of employee, dependent or spouse that affects that individual s eligibility Change in employee, spouse or dependent coverage on spouse s plan during spouse s Open Enrollment period Change in eligibility for group health plan premium assistance under Medicaid or CHIP* for employee, dependent or spouse HOW TO ENROLL Step 1: Log on to MiHR using your current username and password. If you do not know your username and/ or password, please reach out to the Human Resources Benefits Team at benefits@huntcompanies.com or Step 2: Once you log in, follow the simple step-by-step instructions. Step 3: Don t forget to submit your benefit elections within 30 days of your hire date or the open enrollment deadline It is your responsibility to notify Human Resources (HR) within 30 days of the event. If you fail to do so, you will not be able to enroll or make changes until the next Open Enrollment period. When you, your dependent(s) or your spouse become enrolled as a result of a qualified life event, coverage will be made effective retroactive to the date of the event. For more information, please contact HR at benefits@huntcompanies.com or *In such cases you have 60 days to notify HR of the event instead of 30. Our Benefits Website Our benefits website is your one-stop shop not only for enrolling in benefits, but also for accessing more information, HR-related forms and contact information for carriers. Simply log on to MiHR. CONTENTS CONTACT LIST 3

4 Health Medical Coverage: Cigna We re proud to offer employees medical coverage that not only provides coverage for illness and injury, but also enables you and your family to focus on staying well. Following is a high-level overview of the coverage available. For complete coverage details, please refer to the Summary Plan Description (SPD). Health Savings Account (HSA): HSA Bank When you enroll in the Consumer Choice Plan (HDHP), Hunt will make contributions to a health savings account (HSA). You may also make tax-free contributions. Your HSA is administered by HSA Bank, and funds can be used to pay for eligible health care expenses or saved for the future. You may pay for these eligible expenses using a debit card, which will be mailed to you once you enroll. Remember these funds are always yours, even after you leave or retire from Hunt. If you would like to enroll in the Consumer Choice Plan (HDHP) and you have a 2015 Flexible Spending Account (FSA) you will need to exhaust any funds in your FSA by 12/31/15. (refer to the Wealth section for more details). Please note that any Health Savings Account (HSA) contributions you elect to make, when combined with company contributions, cannot exceed the 2016 IRS limits of $3,350 for employee-only coverage and $6,750 for all other tiers. Plan Feature Annual Deductible PPO Consumer Choice (HDHP)* In-Network Out-of-Network In-Network Out-of-Network Employee only $750 $1,500 $3,000 $6,000 Family $2,250 $4,500 $6,000 $12,000 Annual Out-of-Pocket Maximum Employee only $2,500 Unlimited $6,000 $12,000 Family $7,500 Unlimited $12,000 $24,000 Company Contribution to Your Health Savings Account (HSA) Employee only N/A N/A $500 $500 Family N/A N/A $1,000 $1,000 Office Visit Primary Care Physician Specialist $25 copay $50 copay Preventive Care Covered at 100% Emergency Room Visit (copay waived if admitted) Inpatient Hospital Stay Prescription Drugs (Tier 1/Tier 2/Tier 3) 80% after deductible $150 copay Retail (up to a 30-day supply) $15/$40/$60 copay $15/$40/$60 copay Mail Order (up to a 90-day supply) $25/$85/$120 copay $25/$85/$120 copay Plan pays 80% after Plan pays 80% after Covered at 100% Plan pays 80% after Plan pays 80% after Deductible and coinsurance Deductible and coinsurance Deductible and coinsurance Deductible and coinsurance *Your HSA account is not opened until the first of the month after you enroll in the HDHP Plan. For more information on this plan, please refer to the Smooth Sailing HDHP brochure, which is available on MiHR > Benefits > Links. CONTENTS CONTACT LIST 4

5 Health (continued) Dental Coverage: Guardian Following is a high-level overview of your dental coverage. For complete coverage details, please refer to the Summary Plan Description (SPD). Network Access Plan Plan Feature In-Network Out-of-Network Annual Deductible (single/family) $100/$300 Annual Maximum Benefit $1,000 Preventive Covered at 100% Basic Plan pays 80% after Major Orthodontia (Adult and Child) Covered at 50% Orthodontia Lifetime Maximum $1,000 Vision Coverage: EyeMed Following is a high-level overview of your vision coverage. For complete coverage details, please refer to the Summary Plan Description (SPD). Plan Feature Frequency In-Network Out-of-Network Examination Every 12 months $10 copay Up to $40 Basic Lenses Every 12 months $25 copay Up to $30/$50/$70 (single/bifocal/trifocal) Frames Every 12 months $130 allowance; 80% of charge after $130 Up to $91 Contact Lenses Every 12 months Conventional: $130 allowance; 15% off retail price over $130 Medically Necessary: Paid in full LASIK Surgery 15% off the retail price or 5% off promotional price Conventional: Up to $130 Medically Necessary: Up to $210 N/A CONTENTS CONTACT LIST 5

6 Wealth Flexible Spending Program: TASC Flexible spending accounts (FSAs) allow you to pay for eligible health and/or dependent care expenses on a pre-tax basis, meaning your FSA contributions are deducted from your pay before your federal and Social Security taxes are calculated. The result is that your taxable income is reduced and you get to keep a greater portion of your paycheck. An FSA is a great option if you expect to incur medical, vision, dental and/or dependent care expenses that won t be reimbursed by your benefit plans. You have the following options: Health Care FSA Eligible Expenses Maximum Annual Contribution $2,550 Qualified medical, dental and vision expenses not covered by insurance Limited Purpose Health Care FSA (for Consumer Choice HDHP participants) Eligible Expenses Qualified dental and vision expenses not covered by insurance Maximum Annual Contribution $2,550 Dependent Care FSA Eligible Expenses Maximum Annual Contribution Qualified dependent care, such as child or elder care $5,000 (or $2,500 if married and filing separately) For a complete list of qualified health care expenses, visit: For a complete list of qualified dependent care expenses, visit: Please Note: If you have a balance (even a couple of dollars or cents) remaining in your 2015 FSA as of 1/1/2016, you will not be able to contribute to the HSA account through the 2.5 month extended grace period. Even if the balance is $0 during the extended grace period, you still can not contribute until 4/1/16. Any expenses incurred prior to 4/1/16 would not be eligible for reimbursement through your HSA account. MORE ON FSAs YOU MUST ENROLL EACH YEAR TO PARTICIPATE. Use it or lose it. The IRS requires that any unused funds you have set aside for eligible expenses that are still in your account at the end of the plan year be claimed by submitting your eligible expenses no later than December 31, All claims submitted must be from Any unused funds will be forfeited. If you would like to enroll in the Consumer Choice Plan (HDHP), we highly recommend exhausting all funds in your FSA before 1/1/2016. This allows you to be eligible for the quarterly Hunt employer contribution to your HSA on 1/1/16. Otherwise, your account will be funded with 2 quarterly payments on 4/1/2016. Employees electing the Consumer Choice Plan (HDHP) can still enroll in the Limited Purpose FSA. This account allows for reimbursement of dental and vision expenses only. Please contact HR at benefits@huntcompanies.com or with any questions. CONTENTS CONTACT LIST 6

7 Wealth (continued) Basic Life and AD&D Coverage: Sun Life Financial We help our eligible employees maintain financial security by providing a group life and accidental death and dismemberment (AD&D) benefit. This benefit is company paid. Employee Life and AD&D Amount 2x annual earnings up to a Guaranteed Issue amount of $750,000 Supplemental Life and AD&D Coverage: Sun Life Financial You also have the opportunity to purchase additional life and AD&D coverage for yourself and your dependents at group rates. The chart below shows the coverage available. Note: Spouse and child coverage is only available when the employee elects voluntary coverage for him or herself. Employees and dependents who elect coverage when first eligible can elect up to the Guaranteed Issue amounts without being required to submit Evidence of Insurability (EOI). If you wish for more than the Guaranteed Issue amount or to waive coverage now and elect at a later date, you will be required to submit EOI. Disability Coverage: Sun Life Financial We offer eligible employees short-term disability (STD) and long-term disability (LTD) coverage for your financial needs should you need to take a leave from work due to a serious illness or non-work-related injury. Following is a brief summary of our STD and LTD coverage. This benefit is company paid. STD Coverage Features Income Replacement 70% of monthly earnings Monthly Maximum Benefit $6,900 When Benefit Begins After 7 days Maximum Benefit Period 26 weeks 401(k): Fidelity Your financial wellness is important. Hunt s 401(K) plan through Fidelity is designed to help you reach your investment goals. The plan offers tax advantage as well as generous company matching contributions (subject to IRS limitations). It is a great way to build a solid retirement fund through your working years. Consistent savings throughout your career is the foundation for security during your retirement years. How Do I Enroll? Employees are automatically enrolled at 4% deferral. How The 401(K) Works Employees may contribute 1% to 60% of eligible compensation up to the maximum IRS deferral amount Hunt matches 50% on 4% and 100% on 4% in base compensation deferred for highly and non-highly compensated respectively Employer match credited every pay period Traditional and Roth deferral options are available Employee has immediate vesting on all deferrals Amount Employee Increments of $10,000; up to $500,000 Spouse Increments of $5,000; up to $250,000 Child(ren) Increments of $2,500; up to $10,000 Guaranteed Issue Lesser of current amount or $200,000 Lesser of current amount or $50,000 N/A LTD Coverage Features Income Replacement 67% of monthly earnings Monthly Maximum Benefit $16,000 When Benefit Begins After 180 days Maximum Benefit Period Social Security Normal Retirement Age CONTENTS CONTACT LIST 7

8 Extras Employee Assistance Program (EAP): ComPsych We understand that it can be difficult to manage family, work-related and personal issues. That s why we offer an EAP at no cost to you. To help guide you through difficult situations or simply assist you with day-to-day tasks like finding a last-minute dog sitter, trained professionals work with you as you search for solutions. The program is completely confidential and can help you work through issues related (but not limited) to: Family: Child care, elder care, communication, conflict, serious illness and parenting issues Relationships: Domestic violence, dual careers, conflict resolution and separation/divorce issues Your job: Career, interpersonal and job burnout issues Finances: Budget control, credit problems and identity theft issues Emotional well-being: Anger, anxiety, depression, eating disorders, grief/loss, life transition, addiction and stress issues Transportation Reimbursement Account: TASC With a Transportation Reimbursement Account, you are able to use pre-tax contribution dollars to pay for qualified work-related commuting and/or parking expenses: Public Transportation (bus, train, ferry, subway) Commuter Highway Vehicles (vanpools) Parking (ramp, park n ride) Depending on your tax bracket, you can save up to 40% on your commuting and parking costs by using pre-tax dollars a significant tax savings (income and Social Security taxes) Legal Support: LifeGuard Plus LegalEase Benefits If you are in need of assistance in a legal matter, this benefit provides you telephone advice and office consultations on an unlimited number of personal legal matters. Just a few examples are: Family and Divorce Financial Matters Traffic/Misdemeanor Law Estate Planning/Documents Accident Insurance: Sun Life Sun Life s Preferred Plan provides accident insurance protection for a wide range of covered benefits. Injured employees and their dependents may use the cash benefits however they want to satisfy deductibles, pay out-of-pocket medical expenses, or pay household bills, for example. Here are some highlights: Guaranteed Issue A Wide Range of Covered Benefits: Covered dislocations, fractures, lacerations, burns, loss of hearing or sight, and certain diagnoses or services Coverage for Families: Employees can add coverage for spouses and dependent children Critical Illness: Sun Life Critical Illness insurance helps protect employees and their families from financial loss by providing a lump-sum benefit upon diagnosis of a covered condition. Here are some highlights: Covered Conditions by Category: Circulatory conditions, cancer, and much more Benefit Percentages and Maximums: Depending on the diagnosis, Sun Life will pay either the full benefit or a partial benefit Spouse and Dependent Children: Employees who are actively at work and who apply for coverage may also choose to purchase coverage for a spouse and dependent children CONTENTS CONTACT LIST 8

9 Benefits Contact Directory Topic General Benefits and/or Enrollment Medical Coverage Health Savings Account Contact HUB International Cigna HSA Bank Phone Number HUNT ( ) 800-CIGNA24 ( ) 800-CIGNA24 ( ) Website & Network Dental Coverage Guardian Vision Coverage EyeMed Basic Life and Accidental Death and Dismemberment (AD&D) Sun Life Financial Coverage Disability Coverage Sun Life Financial Flexible Spending Accounts (FSAs) (health care and dependent care TASC FSAs) Transportation Reimbursement TASC Account Employee Assistance Program ComPsych N/A Accident Sun Life Critital Illness Sun Life Legal Support Coverage LegalEase N/A 401(k) Fidelity CONTENTS CONTACT LIST 9

10 Important Notices Mental Health Parity Act Per the Mental Health Parity Act, benefits for mental health and substance-use disorder must be treated like benefits for regular medical and surgical care. For example, if there is no limitation on the number of days for inpatient and number of visits for outpatient medical care, then there can be no limitation for mental health and substance-use disorder treatments. As always, treatments must be medically necessary to qualify for coverage. Plan participants should review their plan s certificate of coverage or benefit document for specific information about coverage, limitations and exclusions for mental health care and substance-use disorder treatments. Women s Health and Cancer Rights Act On January 1, 1999, a federal law, the Women s Health and Cancer Rights Act of 1998, became effective, which affects our company plan options. This law requires group health plans that provide coverage for mastectomies (ours does) and to also provide coverage for reconstructive surgery and prostheses following mastectomies. As required under the law, we have included this notice to inform you about it. The law mandates that a participant or eligible beneficiary who is receiving benefits, on or after the law s effective date (January 1, 1999, for our Plan), for a covered mastectomy and who elects breast reconstruction in connection with the mastectomy, will also receive coverage for: All stages of reconstruction of the breast on which the mastectomy has been performed; Surgery and reconstruction of the other breast to produce a symmetrical appearance; and Prostheses and treatment of physical complications of all stages of mastectomy, including lymphedemas. This coverage will be provided in consultation with the patient and the patient s attending physician and will be subject to the same annual deductible, coinsurance and/or copayment provisions otherwise applicable under the Plan. If you have any questions about coverage for mastectomies and post-operative reconstructive surgery, please contact your local HR representative. Summary of Benefits and Coverage (SBC) As an employee, the health benefits available to you represent a significant component of your compensation package. They also provide important protection for you and your family in the case of illness or injury. To help you make an informed choice, the company makes available a Summary of Benefits and Coverage (SBC), which summarizes important information about our health coverage in a standard format, to help you compare across options. The SBC also includes a Glossary of Health Coverage and Medical Terms to help you better understand health care terms used in the SBC. You can obtain a copy of the SBC at no cost to you by contacting your local HR representative. Please note: This guide is intended to provide you with highlights of our benefits program. It is not intended to address all details. Actual benefit coverage is specified in the Summary Plan Descriptions (SPDs). In the event of any differences between this guide and the SPDs, the SPDs will govern. CONTENTS CONTACT LIST 10

11 Rates 2016 Employee Contribution Rates Medical Coverage Coverage Tier Employee Contribution (Monthly) PPO Plan Consumer Choice Plan (HDHP) Employee Only Employee + Spouse Employee + Child(ren) Family $ $ $ $ $40.00 $95.00 $85.00 $ Dental Coverage Coverage Tier Employee Only Employee + Spouse Employee + Child(ren) Family Vision Coverage Coverage Tier Employee Only Employee + Spouse Employee + Child(ren) Family Voluntary AD&D Coverage Tier Employee Contribution (Monthly) $10.00 $25.00 $30.00 $50.00 Employee Contribution (Monthly) $4.95 $9.42 $9.91 $14.57 Employee Contribution (Monthly) Per $1,000 of coverage Voluntary Life Coverage Age Employee Contribution (Monthly) Employee: Per $1,000 of coverage Under 20 $0.046 $ $0.046 $ $0.046 $ $0.056 $ $0.074 $ $0.119 $ $0.184 $ $0.335 $ $0.604 $ $0.928 $ $1.451 $ $2.675 N/A Spouse: Per $1,000 of coverage Example: John is a 27 year old employee who makes $50,000 per year. John would like to elect $150,000 of voluntary life coverage. His monthly payment for the additional coverage would be $0.046 x (150,000/1,000) = $6.90. Employee Contribution (Child) $0.243 per $1,000 of coverage Employee Only Spouse Child $0.020 $0.028 $0.028