RUSH BENEFITS GUIDE. grow WEALTH. choose HEALTH. develop CAREER

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "RUSH BENEFITS GUIDE. grow WEALTH. choose HEALTH. develop CAREER"

Transcription

1 2015 RUSH BENEFITS GUIDE choose HEALTH grow WEALTH develop CAREER

2 PUTTING RUSH BENEFITS TO WORK FOR YOU Rush is committed to having the best people, the best quality and the highest value. Your employee benefits are just one of the ways Rush puts our benefits to work for you and demonstrates this philosophy. With our 2015 benefits package, we are bringing Rush and Rush Oak Park Hospital to a common place, providing the same benefits to all employees in both locations. These benefits help you enhance your health, prepare for retirement and protect yourself against the unexpected. And that s what it takes to meet Rush s commitments for the best people, quality and value. In addition, Rush offers the Choose Health program, a comprehensive, voluntary wellness program that focuses on prevention and management of chronic disease. It can help you understand your health risks and some actions you can take to improve your health. Our benefit program offers a measure of flexibility; you can choose the coverage that best meets your needs and those of your family. Each year during open enrollment, you have an opportunity to review your benefit needs, make your elections and plan for the year ahead. Our online open enrollment for 2015 is November 3-21, This enrollment guide provides details about the benefit program available as of January 1, Please review the contents carefully and share it with your family, so you can make well-informed decisions about the benefits you want. Your Online Benefits Resource You can access information online about your Rush Benefits. You can: Enroll in your Rush benefits View your current benefit elections and costs View beneficiary and dependent information Make changes during the year after qualifying events (such as the birth of a child) Get details about Rush benefits and wellness programs that can help you improve your total health your physical, financial and personal well-being Download a mobile app for viewing your current elections Rush employees go to ROPH employees go to choose HEALTH develop CAREER grow WEALTH balance LIFE 1

3 Use Rush Providers and Save As an employee of Rush, you receive significant discounts when you use Rush Health physicians and facilities. This includes Rush University Medical Center, Rush Oak Park Hospital and Rush Copley Medical Center. Keep in mind, you still receive in-network benefits if you use a provider in the Cigna network, you just pay less if it s a Rush Health provider. In addition to lower costs, you ll get to experience Rush from the inside. As an employee, this is important because it can help you better understand our patients and what they experience when they visit a Rush provider or facility. As you know, Rush is widely considered one of the best medical centers in the nation. A unique combination of research and patient care has earned Rush national rankings in seven of the 16 specialty areas in U.S. News & World Report s America s Best Hospitals issue, among other recognitions of our quality of care and accreditations. Why not make Rush your home for health care? We hope you find this benefits guide to be helpful and informative. As always, should you have any questions regarding your Rush benefits, please contact human resources at (312) , Monday through Friday, 8 a.m. to 4 p.m., or contact our benefits providers through the information listed on page 50. We value you and your service to Rush and our patients. Please read this guide carefully and Put Rush Rewards to Work for You. balance LIFE choose HEALTH develop CAREER grow WEALTH 2

4 WHAT S INSIDE GENERAL INFORMATION ON RUSH BENEFITS Eligibility Table of eligibility start dates for new employees New Federal Rule about Same-Sex Marriage Definition of a dependent Coverage levels Table of benefits and eligibility Information on when you can make benefit changes Keeping your information current Choose Health RUSH MEDICAL PLANS Rush medical plans Coverage differences between the health plans Benefits provided by the health plans Understanding the Health Savings Advantage Plan The Triple Tax Advantage How the Medical Plan and HSA Work Together Who is Eligible Using Your HSA Maximum Contributions to Your HSA for Basic, Premier, Health Savings Advantage or Select EPO: Which is right for you? What the Basic, Premier and Health Savings Advantage have in common How the Basic, Premier and Health Savings Advantage differ from one another Example: A visit to the doctor Your Annual Deductible Comparison chart: Basic, Premier, Health Savings Advantage and EPO Plans Express Scripts Pharmacy Prescription coverage with the Health Savings Advantage plan Prescription out-of-pocket maximum costs Using your prescription drug benefits to your best advantage Infertility prescription and treatment coverage Smoking cessation prescription coverage choose HEALTH develop CAREER grow WEALTH balance LIFE DENTAL PLANS Comparison chart: PPO and Dental HMO VISION PLAN Vision plan covered services FLEXIBLE SPENDING ACCOUNTS (FSAs) AND TRANSPORTATION MANAGEMENT ACCOUNTS (TMAs) Calculator showing annual FSA savings Eligible expenses defined Health care FSAs are easy to use Signing up for Direct Deposit Dependent care FSAs Reimbursement for dependent care FSAs

5 choose HEALTH develop CAREER grow WEALTH balance LIFE Transportation management accounts (TMAs) Reimbursement options for TMAs How deductions are made for FSAs and TMAs How to enroll Separation from Rush and your FSA/TMA accounts Federal laws and IRS regulations regarding FSAs and TMAs Save your receipts LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT (AD&D) INSURANCE General information about the Rush life insurance and AD&D benefit Who is eligible for supplemental coverage Determining the amount of supplemental coverage you may need Supplemental life insurance coverage amounts Evidence of health forms for new and existing employees Spouse/civil union partner (same or opposite)/child Conditions covered under this benefit How benefits are paid Other life insurance options available through Hartford Enrollment information SHORT-TERM DISABILITY Buy-up option Pre-existing condition limitation for disability (applies to STD and LTD core plans and both buy-up plans) Definition of disability Elimination period Taxability Additional information LONG-TERM DISABILITY Buy-up option Enrollment information RETIREMENT BENEFITS The 403(b) Retirement Savings Plan Who is eligible to participate Vesting in the 403(b) Retirement Savings Plan Compensation on which contributions are based Investments Investment funds Employee contributions Contribution limits Criteria for financial hardship When payments begin Additional provisions in the 403(b) Retirement Savings Plan The Cash Balance Formula Retirement Plan Who is eligible to participate Vesting in the Cash Balance Formula Retirement Plan How the Cash Balance benefit is calculated How the Cash Balance benefit is paid

6 Retirement benefits under the Traditional Formula Retirement Plan Commencing payment of your retirement benefits The Pension Plan (Teamsters-represented employees only) Who is eligible to participate Vesting in the Pension Plan How the Pension benefit is paid For additional information and assistance EMPLOYEE EDUCATION THROUGH LEAP PAID TIME OFF (PTO) Recognized holidays EMPLOYEE ASSISTANCE PROGRAM (EAP) ADDITIONAL SERVICES AVAILABLE THROUGH RUSH PerkSpot GLOSSARY OF TERMS NEED MORE INFORMATION Important: This guide contains only a brief overview of the medical and other benefit options available to you. For more information about any Rush benefit plan, please refer to the applicable summary plan description. Although every effort has been made to ensure that the information in this guide is accurate, if there is any conflict between this guide and the terms of a benefit plan as described in the summary plan description, the latter must control. Summary plan descriptions are available in human resources and online: For Rush employees, log onto For ROPH, log onto choose HEALTH develop CAREER grow WEALTH balance LIFE 5

7 choose HEALTH develop CAREER grow WEALTH balance LIFE GENERAL INFORMATION ON RUSH BENEFITS Eligibility Your eligibility for Rush benefits is largely determined by your employee status. Temporary employees working 30 or more hours per week may be eligible for medical coverage; however, restricted part-time employees are not eligible for any benefits. Please see the chart on page 7 for detailed information on eligibility. Eligibility start dates for new employees Your start date for coverage is based on the type of benefit offered. The following chart provides an easy reference on the start date of coverage for non-union benefit plans. FIRST OF THE MONTH FOLLOWING 30 DAYS OF EMPLOYMENT Medical Dental Vision FIRST OF THE MONTH FOLLOWING 90 DAYS OF EMPLOYMENT Life insurance (basic, supplemental and dependent) Short-term disability Long-term disability Example: If your hire date was January 13, 2015, your medical, dental and vision coverage would become effective on March 1, If your hire date was January 13, 2015, your short- and long-term disability and life insurance coverage would become effective on May 1, Federal Rule about Same-Sex Spouses In 2013, the U.S. Supreme Court ruled that same-sex spouses lawfully married under the law of a state or foreign jurisdiction are lawfully married for Federal tax and benefits purposes regardless of where they reside. IRS guidance based on this ruling is limited to same-sex spouses. Individuals (same-sex or opposite sex) who are recognized under state law as registered domestic partners or members of a civil union are not considered married for Federal tax or benefits purposes. In addition, the IRS guidance does not affect a state s determination of whether an individual is married for state income tax or other purposes. Definition of a dependent Eligible employees can enroll their eligible dependents into the following benefits: medical, dental, vision and dependent supplemental life insurance. Your eligible dependents include the following: Legally recognized spouses, including same-sex spouses legally married under the law of any state or foreign jurisdiction. Civil union partner*, same sex or opposite sex** Same-sex domestic partner if already a covered dependent as of December 31, 2014, (grandfathered only through December 31, 2015, then no longer eligible); no new domestic partners will be eligible as of January 1, (Contact human resources for eligibility information.) * Importantly, the same restrictions that apply to marriage also apply to civil unions (no family, minors or people already married). Couples must get an application for a civil union license from the Illinois Department of Public Health. ** The payroll deductions for health and dental insurance will be subject to federal tax but will be exempt from state tax. In addition, federal taxes will be applied to the fair market value of the benefit provided to the employee s partner. 6

8 Dependent child(ren), who fits the following criteria: is a married or unmarried biological child, step-child, child legally adopted or placed for adoption, foster child of the employee, child for whom the employee serves as legal guardian, or a biological child of the employee s same-sex domestic partner (if already a covered dependent as of December 31, 2014; will be grandfathered only through December 31, 2015, then no longer eligible) or civil union partner is up to age 26 (until the end of the month in which he or she reaches 26); additionally, unmarried adult children who have served in the United States military may also be covered as dependents under their parent s group health coverage until they reach age 30 Coverage may be continued beyond age 26 for an unmarried dependent child (as defined above) who is dependent upon the employee for over half of his or her financial support, and is permanently disabled. New employees must provide documentation to support dependent eligibility to human resources. Coverage levels You can select medical, dental and vision coverage for: Employee only Employee + spouse (same or opposite sex) or civil union partner (same or opposite sex)** Employee + child (or children) Employee + family Table of benefits and eligibility BENEFIT ELIGIBLE EMPLOYEES ELIGIBLE DEPENDENTS Medical Dental Vision Basic life insurance Supplemental life insurance All full-time; regular part-time salaried and hourly, and temporary employees working 30 or more hours per week All full-time; regular part-time salaried and hourly All full-time; regular part-time salaried and hourly Non-union* full-time hourly and salaried; regular part-time salaried Non-union* full-time hourly and salaried; regular part-time hourly and salaried Spouse and civil union partner, dependent children** Spouse and civil union partner, dependent children** Spouse and civil union partner, dependent children** Spouse and civil union partner, dependent children** choose HEALTH develop CAREER grow WEALTH balance LIFE Long-term disability and voluntary buy-up Short-term disability and voluntary buy-up Paid time off Employee assistance program Non-union* full-time hourly and salaried; regular part-time salaried Non-union ± full-time hourly and salaried; regular part-time salaried Non-union* full-time hourly and salaried; regular part-time hourly and salaried All employees All family members as defined by employee * Employees represented by the ISSSA are eligible; Teamsters-represented employees are only eligible for benefits as determined by contract. ± Employees represented by the ISSSA are not eligible for PTO; Teamsters-represented employees are only eligible for benefits as determined by contract. ** Same-sex domestic partner is eligible only if already a covered dependent as of December 31, 2014 (grandfathered only through December 31, 2015, then no longer eligible); no new domestic partners will be eligible as of January 1, (Contact human resources for eligibility information.) 7

9 choose HEALTH Information on when you can make benefit changes Generally speaking, you may make changes to your benefits only during the annual open enrollment period.* After open enrollment, you can only change your benefits coverage from January 1 through December 31, if you have a qualified life event or a change in status. Qualified life events and changes in status that permit coverage changes include: develop CAREER grow WEALTH Employee moves from part-time to full-time employment or vice versa Employee gains an eligible dependent, e.g., through birth, legal adoption or legal guardianship Marriage or civil union partner (same or opposite sex) Divorce, annulment or legal separation Dissolution of civil union partner (same or opposite sex) relationship Spouse, civil union partner (same or opposite sex) or dependent gains or loses coverage due to gaining or losing employment/eligibility with his/her current employer Death of a spouse or civil union partner (same or opposite sex) Death of a dependent child Spouse, civil union partner (same or opposite sex) or dependent becomes Medicare/Medicaid eligible or ineligible Any changes you make for yourself and your dependents must be consistent with, and on account of, your change in status. For example, you can enroll your newborn in medical coverage, but you cannot drop coverage for your spouse or civil union partner (same or opposite sex) or change medical options because of the birth of your child. balance LIFE Keeping your information current If you have a qualified life event or a change in status, you must make your benefit changes within 31 days of the actual event. Otherwise you cannot make changes until the next open enrollment period. Please note: You must add your newborn within 31 days of birth. Failure to do so may result in unpaid claims. Most coverage changes due to a qualified life event or change in status are effective on the event date. If you move or change your primary contact number, you must notify your manager as soon as this change takes place. This is especially important for keeping you up-to-date on any important changes within the Rush benefits program and for income tax purposes. To make changes: Rush employees enroll at ROPH employees enroll at * Changes in qualified TMA parking and mass transit expense reimbursement choices may be made at any time. 8

10 Choose Health Choose Health is a comprehensive, voluntary wellness program for all employees participating in Rush medical plans. Participating in the Choose Health wellness program can help employees understand their health risks and take actions to make the most of life. Choose Health focuses on prevention and management of chronic disease. choose HEALTH To get started in Choose Health, employees take part in a free health screening that is held at Rush each year. The program then provides events and classes to help employees reduce their health risks and achieve their wellness goals. Choose Health also offers the OnTrack health condition management and health coaching program to help employees manage chronic medical conditions such as diabetes, asthma and high blood pressure and to provide special assistance for pregnant women. Additionally, Choose Health partners with the Rush employee medical plan to provide coverage for preventive screenings and treatment of illness and injury. Employees can save up to $775 or more by participating in the Choose Health program and completing specific activities including: Biometric screening and health risk questionnaire Health seminars Engagement in OnTrack chronic condition management Completing a smoking cessation course Maintaining tobacco-free status Losing 5 percent of body weight (if BMI > 30) based on prior year screening results or participating in On Track Healthy Weight program Discounts on maintenance medications for participation in the OnTrack program Employees who complete the Choose Health screening and live tobacco free can save $600 on their medical plan premiums. For questions or more information about the Choose Health program please or call (312) For questions or more information about the Rush Health OnTrack program, please call (312) or Save up to $775 or more! *You must complete all requirements of the wellness screening program to be eligible for these rewards. Learn more about the choose HEALTH Program at inside.rush.edu. 9

11 choose HEALTH RUSH MEDICAL PLANS Rush medical plans are administered by Cigna/Allegiance. Cigna/Allegiance offers many services and online support through its website for Rush employees at Employees can receive confidential and personalized information on: Coverage and benefits details Provider resources, including locating a Rush or in-network physician to meet your needs Claim payment information and details Rush medical plans All eligible Rush employees have a choice between four medical plans. They are the Basic Plan, the Premier Plan, the Health Savings Advantage Plan and the Select EPO. If you use a Rush facility Rush University Medical Center, Rush-Copley Medical Center or Rush Oak Park Hospital your inpatient hospital stay or outpatient hospital visit is covered at a higher benefit level. The Basic, Premier and Health Savings Advantage plans allow you to choose out-of-network physicians and facilities, but you must meet an annual before the plan will begin to pay. The Health Savings Advantage Plan is the only plan that enables you to open a Health Savings Account (HSA), which gives you a tax-advantaged way to save for current and future health care costs and receive HSA contributions from Rush. Read more on page 11. Coverage differences between the health plans PLAN RUSH HEALTH PROVIDER CIGNA/ALLEGIANCE NETWORK OUT-OF- NETWORK Premier Deductible (Single/Family) Co-Insurance () Out-of-Pocket Maximum (Single/Family) $300/$600 You pay 10% $2,000/$4,000 $500/$1,000 You pay 30% $4,000/$8,000 $1,500/$3,000 You pay 50% $12,000/$24,000 Health Savings Advantage Deductible (Single/Family) Annual Rush-funded HSA Contribution (Single/Family) $1,500/$3,000 $750/$1,500 $2,500/$5,000 $750/$1,500 $5,000/$10,000 $750/$1,500 Co-Insurance () Out-of-Pocket Maximum (Single/Family) You pay 5% $3,000/$6,000 You pay 30% $5,000/$10,000 You pay 50% $10,000/$20,000 Basic Deductible (Single/Family) Co-Insurance () Out-of-Pocket Maximum (Single/Family) $1,000/$2,000 You pay 10% $2,500/$5,000 $1,200/$2,400 You pay 30% $5,000/$10,000 $3,000/$6,000 You pay 50% $15,000/$30,000 Select EPO Plan Deductible Primary Care Specialist Co-Insurance () Emergency Room In-Patient Hospital $0 $25 $40 $0 $150 $150 $400/$800 $35 $60 15% $150 $750 N/A N/A N/A N/A $150 N/A 10

12 Benefits provided by the health plans All four plans provide many of the same benefits, such as the opportunity to see a specialist without a referral from your primary care physician. In addition, the plans provide an out-of-pocket maximum to protect you from financial hardship resulting from health care costs. All plans provide varying levels of prescription drug coverage and all plans include an infertility drug and medical treatment benefit, as well as smoking cessation prescription coverage. choose HEALTH The main difference between the plans (Basic, Premier and Health Savings Advantage) and the Select EPO is that under the Select EPO there will be no medical benefits paid if you choose to go to an out-of-network physician or facility (except in the case of a true emergency). 1 The other big difference between the plans is only the Health Savings Advantage Plan enables participants to open a Health Savings Account (HSA). Understanding the Health Savings Advantage Plan The Health Savings Advantage plan is a different type of PPO medical plan that enables you to open a Health Savings Account (HSA) and fund it with pre-tax dollars taken directly from your paycheck. Plus, Rush helps you fund your HSA by contributing money to your account ($750 per year for individual coverage or $1,500 per year for employee + spouse, employee + children, or family coverage). Rush s contributions to your HSA will be made in equal installments every quarter. You can then use those pre-tax dollars to pay for eligible medical expenses or save for future medical expenses. $ $ $ 1 A true emergency is defined by the prudent layperson standard, meaning the situation or illness would be considered to be an emergency by a prudent (cautious and sensible) non-medically trained person. 11

13 choose HEALTH The Triple Tax Advantage The HSA works to pay for your health care in the same way a 401(k) or 403(b) savings plan works to pay for your retirement. But unlike a 401(k) or 403(b), your HSA contributions provide three tax advantages. 1. Your contributions are deposited tax-free (from federal taxes), 2. They earn interest tax-free, and 3. They can be withdrawn to pay for eligible health care expenses tax-free. That s a triple tax benefit! Investment Options Once you have $2,000 in your HSA, you can choose to allocate some of your funds to various investment options that may help you grow your account and save for eligible medical expenses in retirement. How the Medical Plan and HSA Work Together The Health Savings Advantage plan consists of two parts: the PPO medical plan and the HSA. The PPO Medical Plan The Health Savings Advantage plan is a PPO medical plan that enables you to open a HSA. Like other PPO options, the medical plan gives you access to a wide range of physicians and providers. The plan provides you with 100 percent coverage for preventive and wellness care as well as financial protection against significant medical expenses. You ll have a to meet before the medical plan begins sharing the cost of medical care or prescription drugs through coinsurance or copayments. For drugs classified as preventive, you won t have to meet the before you start sharing the cost through copayments. The medical plan is considered a high health plan by the federal government, which is what enables you to open a HSA with it. But Rush helps to offset the higher s by making tax-free contributions to your HSA. You can use these contributions from Rush to help cover eligible medical expenses and meet your. The Health Savings Account (HSA) A Health Savings Account (HSA) is a special type of savings account that can be used to pay for eligible health care expenses with pre-tax dollars. Your HSA contributions are deposited tax-free (from federal taxes), earn interest tax-free, and are withdrawn to pay for eligible health care expenses tax-free. Plus, Rush helps you fund your HSA by contributing money to your account on a quarterly basis ($750 per year for individual coverage or $1,500 per year for employee + spouse, employee + children, or family coverage). You own your HSA and the money in it. It is yours to keep, even if you choose to leave Rush. You decide whether to use your HSA funds to help pay for your and current eligible health care expenses or let the funds grow tax-free year after year to pay for future eligible medical expenses even expenses you might incur in retirement. The money in your HSA rolls over from year to year. There s no need to worry about losing money if you don t use it by the end of the year. 12

14 Who is Eligible? To establish a Health Saving Account, you: Must be covered ONLY by an HSA-qualified health plan Having other health coverage (including Medicare, a traditional health plan, or even a general purpose Health Care Flexible Spending Account) may disqualify you Cannot be claimed as a dependent on someone else s tax return If you enroll a domestic partner or civil union partner in benefits (as Empoyee + spouse or Family coverage), his or her expenses do not qualify as eligible for tax-free reimbursements from your HSA unless he or she is a tax dependent on your Federal tax return. If you enroll in a HSA, you won t be able to have a traditional Health Care FSA, but you can open a Limited-Purpose Health Care FSA. A Limited-Purpose FSA is much like a typical, general-purpose Health Care FSA, but eligible expenses are limited to qualifying dental and vision expenses. choose HEALTH Using Your HSA Your HSA will be administered by Health Equity. Health Equity provides you with powerful tools you can use to access and manage your account, including: A debit card Online tools A free mobile app Telephone access You can use your Health Equity access tools to: Check your account balance Review your transactions Review claims Submit new claims or documents Send payments and reimbursements Access tax documents If you select the Health Savings Advantage plan, Health Equity will send you additional information about using your HSA in December. Maximum Contributions to Your HSA for 2015 The IRS limits the amount of money you and your employer can contribute to your HSA. The maximum HSA contributions for 2015 are: $3,350 for single coverage $6,650 for family coverage If you enroll a domestic partner or civil union partner in benefits and choose Employee + spouse coverage, the family maximum contribution will apply to your HSA even though your partner s expenses do not qualify as eligible for tax-free reimbursement from the HSA. If you are age 55 or older, you can contribute an additional $1,000 to your HSA annually. 13

15 choose HEALTH Basic, Premier, Health Savings Advantage or Select EPO: Which plan is right for you? In determining whether one of the plans (Basic, Premier or Health Savings Advantage) or the Select EPO plan is a right choice for you and your family, there are many factors you will want to consider. Everyone s medical situation is different and we urge you to investigate your options thoroughly before making your decision on what medical coverage to go with. While we realize that the unexpected can happen at any time, the questions below are examples of items that should be taken into consideration when choosing your plan: Do you utilize Rush facilities? How often do you see your physician during the year? Is it mainly for wellness exams? Are you currently being treated for a chronic illness? Are you planning any upcoming surgeries, or are you having a baby during the next year? Do you or your family members require multiple or costly prescription drugs? What are your annual paycheck contributions compared to your out-of-pocket expenses throughout the year (e.g., s, copayments, and coinsurance)? With the Basic, Premier and Health Savings Advantage Plans: Your paycheck deduction is lower than the EPO but you will be subject to a and coinsurance for non-preventive care services such as diagnostic procedures (e.g., labs, X-rays, MRI and CT scans) and specialty services. (Preventive services are covered at 100 percent.) You have an out-of-network benefit that covers you if you seek services outside the Cigna/Allegiance network. You have comprehensive prescription coverage options with a maximum out-of-pocket expense limit. This will be helpful if you or a family member take an extensive amount of prescription medication. With the Select EPO plan: You will have the highest paycheck deduction for this option. You may find this option preferable if you or a family member have a chronic medical condition or you know of an upcoming surgery or hospital stay in the next year. You will have to satisfy an in-network and make copayments for office visits and in-patient stays. After that, the EPO pays 100 percent. You are not required to choose a primary care provider. However, you must use a provider within the Select EPO network. You do not have any out-of-network benefits, only in-network providers are covered. In addition, no referral is needed for specialist care within the Select EPO network. Details about the plans and Select EPO are listed in this section and we encourage you to review them in more detail as you make your decision. If you have questions: Rush employees log onto ROPH employees log onto Did you know that even if your primary care physician is not a Rush physician, you can still utilize the services of onsite physicians, facilities, laboratory services and specialty care. Accessing these onsite services will help you save time and money! To find a Rush physician, please visit the Rush Health Internet site, If you are unsure whether or not your current physician is in-network or out-of-network, please visit the Cigna/Allegiance website at 14

16 What the Basic, Premier and Health Savings Advantage Plans have in common 1. Choosing a doctor You may choose to see any provider You are not required to choose a primary care provider You don t need to obtain referrals for care You receive in-network and out-of-network benefits, which means: Your out-of-pocket costs are lower if you choose Rush and in-network providers. When you use a Rush or in-network provider, you do not have to file a claim your provider will file a claim directly with Cigna/ Allegiance. Depending on the type of service you receive, you pay a copayment (to a Rush or in-network physician for an office visit) or coinsurance, and the plan pays the remaining covered amount. choose HEALTH You can receive care from providers outside of the network, but your share of the cost is higher and you are responsible for paying any expenses that exceed the usual, customary and reasonable (UCR) limits. When you use an out-of-network provider, you pay the full cost to the provider and file a claim to be reimbursed a percentage of the covered expenses for medically necessary services, after you meet your annual. 2. Meeting the Once you meet your annual, the Basic, Premier and Health Savings Advantage Plans pay a percentage of covered medical expenses. This percentage is the coinsurance. These amounts that you pay are called out-of-pocket expenses. Only the Health Savings Advantage enables you to have a Health Savings Account to help cover the cost of your. 3. Out-of-pocket maximums The out-of-pocket maximum is your financial responsibility in any calendar year for coinsurance and expenses. Your copayments do not count toward your out-of-pocket maximum for any year. Once you reach the annual out-of-pocket maximum, the Basic, Premier and Health Savings Advantage Plans pay most expenses at 100 percent. The limitations are dependent on which plan you choose, and how much coverage you need. If you use a Rush Health doctor or Rush network facility, you pay a lower and coinsurance. How the Basic, Premier and Health Savings Advantage Plans differ from one another Basic Plan: Your amount is higher than the Premier Plan. You pay lower payroll contributions in this plan than the Premier Plan. This plan may work best for you if you and your family are not frequent health care users. Health Savings Advantage Plan: Your amount is higher than the Premier or Basic Plans, but you will have a Health Savings Account funded by tax-free contributions from Rush to help cover the. You pay lower payroll contributions in this plan than the Premier Plan. Your payroll contributions will be slightly higher than the Basic Plan. This plan may work best if you and your family want to enjoy the tax advantages of a Health Savings Account to help pay your and current eligible health care expenses or let the funds grow tax-free year after year to pay for future eligible medical expenses even expenses you might incur in retirement. 15

17 choose HEALTH Premier Plan: Your amount is lower than the Basic Plan. You pay higher payroll contributions in this plan than the Basic Plan. If you and your family are frequent health care users, this plan may be best for you. Example: A visit to the doctor The amount you pay when you visit the doctor depends on the plan you participate in and the type of provider you choose. If you choose a Rush or Cigna/Allegiance doctor whether you choose the Basic or Premier Plan you pay a $20 copayment for an office visit with a primary care doctor (or a $40 copayment for an office visit with a specialist), then the plan pays 100 percent.* Your office visit copayment does not apply toward your. If you choose an out-of-network provider, your out-of-network annual applies. This means if you haven t met your out-of-network annual, you pay the full cost of your office visit. Once you meet the out-of-network, the plan will share your expenses. Specifically, when you visit the doctor, you will pay 50 percent of the cost and the plan will pay 50 percent. With the Health Savings Advantage Plan, if you choose a Rush or Cigna/Allegiance doctor, you will pay the total cost of your care until you meet the annual. Then you will pay coinsurance ($10 for an office visit with a Rush doctor or 30% for an office visit with a Cigna/Allegiance doctor.) Once you meet your annual out-of-pocket maximum, the plan will pay 100% of the cost. Please note: When you use an out-of-network provider, you may be responsible for additional charges beyond usual, customary and reasonable (UCR). * Charges for additional services that are performed during an office visit may be subject to your plan and coinsurance. 16

18 Your Annual Deductible Here s an example of how you meet your in the Basic, Premier, EPO and Health Savings Advantage Plans. If you have family coverage and use in-network providers, it might look like this: SERVICE Annual : Rush Network single/family* In-network single/family* Out-of-network single/family* Rush contributions to HSA (Single/Family) Preventive care: You and your family visit the doctor for annual physicals ± Office visits: You visit the doctor during the year ± Outpatient services: A member of your family requires surgery, which costs $3,000. You choose a Rush facility so your coinsurance is 5% to 10%, depending on the plan. BASIC PLAN HEALTH SAVINGS ADVANTAGE PLAN $1,000/$2,000 $1,500/$3,000*** $1,200/$2,400 $2,500/$5,000*** $3,000/$6,000 N/A $0 100% $0 100% $20 copayment (copay does not apply toward the ) $1,000 toward the individual plus $200 (10% coinsurance on the remaining cost) 100% after copayment $1,800 (90% of remaining cost after you pay ) $5,000/$10,000*** $750/$1,500** $10 for Rush providers (after ) 30% for Cigna/ Allegiance providers () $3,000** toward the family, which meets the Rush Network and covers the cost of the surgery. No additional coinsurance payment is necessary. 100% for Rush providers (after ) 70% for Cigna/Allegiance providers (after ) $0 PREMIER PLAN $20 copayment (copay does not apply toward the ) $300 toward the individual, plus $270 (10% coinsurance on the remaining cost) SELECT EPO PLAN $300/$600 $0 $500/$1,000 $400/$800 $1,500/$3,000 N/A YOU PAY PLAN PAYS YOU PAY PLAN PAYS YOU PAY PLAN PAYS YOU PAY PLAN PAYS N/A $0 100% $0 100% 100% after copayment $2,430 (90% of remaining cost after you pay ) $25/$35 $0 N/A 100% after copayment $3,000 choose HEALTH Outpatient services: A different member of your family requires outpatient care, which costs $900. You choose a Cigna/Allegiance network provider so your coinsurance is 30%. For EPO, 15% $900 of family (you must meet remainder of family before plan pays coinsurance) $0 $900 of the in-network family since you chose a Cigna/Allegiance Network provider. $0 since you have not met the in-network family. $300 of family (you must meet remainder of family ) plus $180 (30% coinsurance on remaining cost) $420 (70% of remaining cost after you pay ) The examples above show what you pay under each plan, and what the plan pays for services. * Please note that if you select family coverage, you can meet the total family in one of two ways: Two members of your family separately meet the individual (e.g., $1,000 each for Basic Plan in-network charges). Two or more of the members of your family together meet the family amount (e.g., $2,000 in combined total in-network charges for Basic Plan regardless of how much incurred by each family member). ± Charges for additional services that are performed during an office visit may be subject to your plan and coinsurance. **Please note that with the Health Savings Advantage Plan, you can use your Rush-funded HSA to help cover the cost of your. ***If you have family coverage in the Health Savings Advantage Plan, you must meet the family before the plan begins sharing the cost of medical expenses for any individual covered family member. $800 of family (you must meet remainder of family ) 17 $15 (85% of remaining cost after you pay

19 choose HEALTH Comparison chart: BASIC, PREMIER, HEALTH SAVINGS ADVANTAGE AND EPO PLANS SERVICE DESCRIPTION BASIC PLAN HEALTH SAVINGS ADVANTAGE PLAN RUSH NETWORK (INCLUDES RUSH PHYSICIANS) Single: $2,500 Family: $5,000 Single: $3,000 Family: $6,000 NON-RUSH IN-NETWORK FACILITY MAXIMUM ANNUAL OUT-OF-POCKET LIMITS Single: $5,000 Family: $10,000 Single: $5,000 Family: $10,000 OUT-OF- NETWORK FACILITY Single: $15,000 Family: $30,000 Single: $10,000 Family: $20,000 IN-NETWORK PHYSICIAN Single: $5,000 Family: $10,000 Single: $5,000 Family: $10,000 OUT-OF- NETWORK PHYSICIAN Single: $15,000 Family: $30,000 Single: $10,000 Family: $20,000 PREMIER PLAN SELECT EPO BASIC PLAN HEALTH SAVINGS ADVANTAGE PLAN PREMIER PLAN SELECT EPO INPATIENT HOSPITAL STAY BASIC PLAN $150 copay, plan pays 90% HEALTH SAVINGS ADVANTAGE PLAN PREMIER PLAN SELECT EPO OUTPATIENT HOSPITAL VISIT, INCLUDING LAB AND X-RAY BASIC PLAN Plan pays Plan pays Plan pays 90% after 70% after 50% after HEALTH SAVINGS ADVANTAGE PLAN PREMIER PLAN Single: $2,000 Family: $4,000 Single: $4,350 Family: $8,700 $150 copay, plan pays 100% $150 copay, plan pays 90% $150 copay, plan Plan pay 95% after Plan pays 90% after Single: $4,000 Family: $8,000 Single: $4,350 Family: $8,700 $300 copay, plan pays 70% Plan pays 70% after $300 copay, plan pays 70% $750 copay, plan then pays 85% Plan pays 70% after Plan pays 70% after Single: $12,000 Family: $24,000 N/A RUSH-FUNDED HEALTH SAVINGS ACCOUNT (HSA) CONTRIBUTIONS N/A Single: $750 Family: $1,500 N/A N/A $600 copay, plan pays 50% Plan pays 50% after $600 copay, plan pays 50% Not covered Plan pays 50% after Plan pays 50% after Single: $4,000 Family: $8,000 Single: $4,350 Family: $8,700 Plan pays 70% after Plan pays 70% after Plan pays 70% after Plan pays 100% Plan pays 70% after Plan pays 70% after Plan pays 70% after Single: $12,000 Family: $24,000 N/A Plan pays 50% after Plan pays 50% after Plan pays 50% after Not covered Plan pays 50% after Plan pays 50% after Plan pays 50% after SELECT EPO Plan pays 100% Plan pays 85% Not covered Plan pays 85% Not covered 18

20 Comparison chart: BASIC, PREMIER, HEALTH SAVINGS ADVANTAGE AND EPO PLANS (continued) SERVICE DESCRIPTION RUSH FACILITY (INCLUDES RUSH PHYSICIANS) NON-RUSH IN-NETWORK FACILITY OUT-OF- NETWORK FACILITY IN-NETWORK PHYSICIAN OUT-OF- NETWORK PHYSICIAN choose HEALTH EMERGENCY ROOM (TRUE EMERGENCY BASED ON PRUDENT LAYPERSON STANDARD)** BASIC PLAN $150 copay, plan $150 copay, plan $150 copay, plan $150 copay, plan $150 copay, plan HEALTH SAVINGS ADVANTAGE PLAN Plan pays 70% Plan pays 70% Plan pays 70% Plan pays 70% Plan pays 70% PREMIER PLAN $150 copay, plan $150 copay, plan $150 copay, plan $150 copay, plan $150 copay, plan SELECT EPO $150 copay, plan $150 copay, plan $150 copay, plan $150 copay, plan $150 copay, plan URGENT CARE CENTER BASIC PLAN $40 copay, plan $40 copay, plan $40 copay, plan HEALTH SAVINGS ADVANTAGE PLAN $20 copay, plan pays 100% Plan pays 70% Plan pays 70% PREMIER PLAN $40 copay, plan $40 copay, plan $40 copay, plan SELECT EPO $40 copay, plan $60 copay, plan Not covered $60 copay, plan Not covered OFFICE VISIT TO A PRIMARY CARE PHYSICIAN BASIC PLAN $20 copay, plan * $20 copay, plan * $20 copay, plan * HEALTH SAVINGS ADVANTAGE PLAN $10 copay, plan pays 100% Plan pays 70% Plan pays 70% PREMIER PLAN $20 copay, plan * $20 copay, plan * $20 copay, plan * SELECT EPO $25 copay, plan $35 copay, plan Not covered $35 copay, plan Not covered continued on next page * Charges for additional services that are performed during an office visit may be subject to your plan and coinsurance. 90 percent for all services billed through Rush facility; 70 percent for services billed independently. Copay waived if admitted. ** The prudent layperson standard means the situation or illness would be considered to be an emergency by a prudent (cautious and sensible) non-medically trained person. 19

21 choose HEALTH Comparison chart: BASIC, PREMIER, HEALTH SAVINGS ADVANTAGE AND EPO PLANS (continued) SERVICE DESCRIPTION BASIC PLAN HEALTH SAVINGS ADVANTAGE PLAN PREMIER PLAN SELECT EPO HEALTH SAVINGS ADVANTAGE PLAN PREMIER PLAN SELECT EPO HEALTH SAVINGS ADVANTAGE PLAN PREMIER PLAN SELECT EPO BASIC PLAN HEALTH SAVINGS ADVANTAGE PLAN PREMIER PLAN SELECT EPO RUSH FACILITY (INCLUDES RUSH PHYSICIANS) OFFICE VISIT TO A PHYSICIAN SPECIALIST $40 copay, plan * $20 copay, plan pays 100% after $40 copay, plan * $40 copay, plan * NON-RUSH IN-NETWORK FACILITY OUT-OF- NETWORK FACILITY IN-NETWORK PHYSICIAN DIAGNOSTIC TESTS, LABS, X-RAYS PERFORMED OUTSIDE OF PHYSICIAN OFFICE BASIC PLAN Plan pays 90% Plan pays 70% Plan pays 70% Plan pays 95% Plan pays 90% Plan pays 100% Plan pays 100% Plan pays 100%* Plan pays 100% Plan pays 100%* Plan pays 100% Plan pays 100%* Plan pays 100% $40 copay, plan * Plan pays 70% $40 copay, plan * $60 copay, plan * Plan pays 70% Plan pays 70% Plan pays 85% Plan pays 100% Plan pays 100%* Plan pays 100% Plan pays 100%* Plan pays 100% Plan pays 100%* Plan pays 100% Not covered Not covered OUT-OF- NETWORK PHYSICIAN ANNUAL PREVENTIVE ADULT CARE: ROUTINE MAMMOGRAMS, PAP SMEARS, PROSTATE ANTIGEN TESTING, COLONOSCOPIES BASIC PLAN Plan pays 100%* Plan pays 100%* Plan pays 100%* Not covered Not covered $40 copay, plan * Plan pays 70% $40 copay, plan * $60 copay, plan * Plan pays 70% Plan pays 70% Plan pays 85% Plan pays 100% Plan pays 100%* Plan pays 100% Plan pays 100%* Plan pays 100% Plan pays 100%* Plan pays 100% Not covered Not covered Not covered ANNUAL PREVENTIVE CHILD CARE: CONSISTS OF IMMUNIZATIONS, EXAMS, ROUTINE LAB/X-RAY EXAMS Not covered * Charges for additional services that are performed during an office visit may be subject to your plan and coinsurance. 90 percent for all services billed through Rush facility; 70 percent for services billed independently. Copay waived if admitted. ** The prudent layperson standard means the situation or illness would be considered to be an emergency by a prudent (cautious and sensible) non-medically trained person. 20

RUSH BENEFITS GUIDE. grow WEALTH. choose HEALTH. develop CAREER

RUSH BENEFITS GUIDE. grow WEALTH. choose HEALTH. develop CAREER 2014 RUSH BENEFITS GUIDE choose HEALTH grow WEALTH develop CAREER CHANGES TO RUSH EMPLOYEE BENEFITS FOR 2014 Rush provides you with a full range of affordable employee benefits to enhance your health,

More information

OVERVIEW OF 2015 TEAMMATE BENEFITS PACKAGE

OVERVIEW OF 2015 TEAMMATE BENEFITS PACKAGE Page 1 CHS LiveWELL Health Plan OVERVIEW OF 2015 TEAMMATE BENEFITS PACKAGE CHOICE 30 with HEALTH SAVINGS ACCOUNT Eligibility: 24 or more standard hours per week The Choice 30 health plan offers you control

More information

U.S. Employees. Supporting You and Your Family Employee Benefits. Overview 2015

U.S. Employees. Supporting You and Your Family Employee Benefits. Overview 2015 U.S. Employees Supporting You and Your Family Employee Benefits Overview 2015 Welcome to AECOM where you ll have the opportunity to work with some of the best and brightest minds in our industry. Your

More information

St. Louis Community College Summary of Insurance Benefits Effective June 1, 2013

St. Louis Community College Summary of Insurance Benefits Effective June 1, 2013 St. Louis Community College Summary of Insurance Benefits Effective June 1, 2013 Employees are eligible to enroll on the first day of employment and coverage becomes effective on the date the enrollment

More information

2015 BENEFITS. There are important decisions to make. Look inside to learn more.

2015 BENEFITS. There are important decisions to make. Look inside to learn more. 2015 BENEFITS There are important decisions to make. Look inside to learn more. 1 Welcome to Enable Midstream! This is an exciting time to work at Enable Midstream. We are so glad you are part of our team.

More information

High Deductible Health Plan (HDHP) with Health Savings Account (HSA) FREQUENTLY ASKED QUESTIONS

High Deductible Health Plan (HDHP) with Health Savings Account (HSA) FREQUENTLY ASKED QUESTIONS High Deductible Health Plan (HDHP) with Health Savings Account (HSA) FREQUENTLY ASKED QUESTIONS Part I HIGH DEDUCTIBLE HEALTH PLAN (HDHP) Q. What is the HDHP? A. The High Deductible Health Plan (HDHP)

More information

2015 HSA Plan Quick Guide

2015 HSA Plan Quick Guide 2015 HSA Plan Quick Guide The HSA Plan consists of two parts that work together to give you more control over how you receive and pay for medical care and services, both now and in the future: the Health

More information

Benefits Highlights. Health Care Disability Benefits Retirement Life & Other Insurance Programs Work & Family and Other GE Benefits

Benefits Highlights. Health Care Disability Benefits Retirement Life & Other Insurance Programs Work & Family and Other GE Benefits Benefits Highlights Health Care Disability Benefits Retirement Life & Other Insurance Programs Work & Family and Other GE Benefits GE Benefits: Adding value beyond your paycheck The Company offers a wide

More information

2015 Benefits Enrollment Guide

2015 Benefits Enrollment Guide 2015 Benefits Enrollment Guide TOTAL REWARDS...PAY AND BENEFITS FOR YOUR JOURNEY 2015 BENEFITS Facts, tips and tools to help you get the most from your 2015 benefits, plus valuable health and wellness

More information

your Benefits in Brief

your Benefits in Brief your Benefits in Brief Salaried and Non-Union Non-Exempt Employees of Kaiser Foundation Health Plan, Inc. and Kaiser Foundation Hospitals Northern California Kaiser Permanente is committed to providing

More information

Open Enrollment. and Summary of Material Modifications. prepared for

Open Enrollment. and Summary of Material Modifications. prepared for 2016 Open Enrollment and Summary of Material Modifications prepared for Medical/Vision, Dental, Disability, Life/AD&D, Flexible Spending Accounts, Employee Assistance Program 2016 Open Enrollment and Summary

More information

A Guide to Using your Consumer-Directed Health Plan (CDHP)

A Guide to Using your Consumer-Directed Health Plan (CDHP) A Guide to Using your Consumer-Directed Health Plan (CDHP) and Health Savings Account (HSA) A Guide to Using Your At The Hartford, we offer competitive benefits and programs to help you live well and coverage

More information

2016 Health Savings Plan and Health Savings Account Questions

2016 Health Savings Plan and Health Savings Account Questions 2016 Health Savings Plan and Health Savings Account Questions Health Savings Plan (HSP) What is the Health Savings Plan? The HSP is a High Deductible Health Plan (HDHP) with coverage that starts after

More information

Employee Benefits. from. I felt rewarded for my efforts. Take Advantage of Competitive Benefits WEALTH ACCUMULATION. 401(k) Plan

Employee Benefits. from. I felt rewarded for my efforts. Take Advantage of Competitive Benefits WEALTH ACCUMULATION. 401(k) Plan day from one I felt rewarded for my efforts. Employee Benefits Take Advantage of Competitive Benefits At Fifth Third Bank, we want to create an environment where you will want to stay and build your career.

More information

Harvard University 2015 Medical Benefits. High Deductible Health Plan with Health Savings Account Introduction

Harvard University 2015 Medical Benefits. High Deductible Health Plan with Health Savings Account Introduction Harvard University 2015 Medical Benefits High Deductible Health Plan with Health Savings Account Introduction Topics for Discussion High Deductible Health Plan (HDHP) Why Consider? High Deductible Health

More information

Copayment: The amount you must pay for each medical visit to a participating doctor or other healthcare provider, usually at this time service.

Copayment: The amount you must pay for each medical visit to a participating doctor or other healthcare provider, usually at this time service. Basic Terms How to calculate Out of Pocket Costs on a Hospital Stay: If you have a $2000 deductible and 30% coinsurance health insurance plan. If you have a $10,000 emergency room or hospital stay your

More information

It's Your Fund - Your Money - Your Choice You can earn up to $2,400 per year

It's Your Fund - Your Money - Your Choice You can earn up to $2,400 per year UFCW Local 1776 and Participating Employers Health and Welfare Fund 3031 B Walton Road, Plymouth Meeting, PA 19462 Phone (610) 941-9400 Fax (610) 941-5325 www.ufcw1776benefitfunds.org fund@1776funds.org

More information

M&T Bank offers a CDHP that combines traditional medical coverage with a health savings account feature that provides certain tax benefits.

M&T Bank offers a CDHP that combines traditional medical coverage with a health savings account feature that provides certain tax benefits. Benefits Overview M&T Bank understands how important benefits are to you and your family. The benefit plans are designed to meet the varying benefit needs of each employee. Since benefits are a significant

More information

Blue Shield of California Consumer Directed Health Plan with Health Savings Account (CDHP with HSA) Frequently Asked Questions

Blue Shield of California Consumer Directed Health Plan with Health Savings Account (CDHP with HSA) Frequently Asked Questions Blue Shield of California Consumer Directed Health Plan with Health Savings Account (CDHP with HSA) Frequently Asked Questions What is the Blue Shield of California CDHP with HSA? The Blue Shield of California

More information

Cornerstone Benefits Highlights. MEDICAL DENTAL VISION and MORE

Cornerstone Benefits Highlights. MEDICAL DENTAL VISION and MORE Cornerstone Benefits Highlights 015 MEDICAL DENTAL VISION and MORE Welcome to Your 2015 Cornerstone Benefit Guide Your Benefits Package As a Cornerstone employee, you are eligible for a number of great

More information

2015 Health Choice Benefits Guide

2015 Health Choice Benefits Guide 2015 Health Choice Benefits Guide HOSPITAL FOR SPECIAL SURGERY 2 This guide summarizes Hospital for Special Surgery s benefit plans. The actual plan provisions are contained in legal documents and contracts.

More information

Should you have any questions pertaining to any of the content, please contact the Benefits team at HRBenefits@rochestergeneral.org or 922-1100.

Should you have any questions pertaining to any of the content, please contact the Benefits team at HRBenefits@rochestergeneral.org or 922-1100. Welcome to Rochester Regional Health! This online presentation on the Rochester General Health Benefits Program is designed to provide you an overview of the comprehensive benefits package Rochester Regional

More information

Health Care Plans at a Glance. Welcome to Our Benefit Overview. Medical BlueCross BlueShield of SC: All Employees (except Joplin)

Health Care Plans at a Glance. Welcome to Our Benefit Overview. Medical BlueCross BlueShield of SC: All Employees (except Joplin) Benefit Overview Health Care Plans at a Glance At Schaeffler the health of our employees and their families are a priority to us. Our benefits are designed to help them manage their physical and financial

More information

Employee Benefits. from. I felt rewarded for my efforts. Take Advantage of Competitive Benefits WEALTH ACCUMULATION. Profit Sharing Plan.

Employee Benefits. from. I felt rewarded for my efforts. Take Advantage of Competitive Benefits WEALTH ACCUMULATION. Profit Sharing Plan. day from one I felt rewarded for my efforts. Employee Benefits Take Advantage of Competitive Benefits At Fifth Third Bank, we want to create an environment where you will want to stay and build your career.

More information

Employee Benefits 2014. An Overview of Your Benefits Program

Employee Benefits 2014. An Overview of Your Benefits Program Employee Benefits 2014 An Overview of Your Benefits Program Medical 1 Pharmacy 4 Dental 4 Flexible Spending Accounts 6 Life Insurance 7 Disability 8 Additional Benefits 9 Vacation, Personal, Holiday and

More information

CHI Mercy Medical Center revised as of 1/1/15 CHI. Benefits at a Glance. Healthy CHI SPIRIT. Physical and financial health and wellness

CHI Mercy Medical Center revised as of 1/1/15 CHI. Benefits at a Glance. Healthy CHI SPIRIT. Physical and financial health and wellness CHI Mercy Medical Center revised as of 1/1/15 CHI Benefits at a Glance CHI Healthy SPIRIT Physical and financial health and wellness SM Our mission to create healthier communities extends to our own workplace.

More information

Benefits Highlights. Health Care Disability Benefits Retirement Plans Life & Other Insurance Programs Work & Family and Other GE Benefits.

Benefits Highlights. Health Care Disability Benefits Retirement Plans Life & Other Insurance Programs Work & Family and Other GE Benefits. Benefits Highlights Health Care Disability Benefits Retirement Plans Life & Other Insurance Programs Work & Family and Other GE Benefits HC Option 5 GE Benefits: Adding value beyond your paycheck The Company

More information

It Pays to Think Ahead. 2014 Benefit Summary

It Pays to Think Ahead. 2014 Benefit Summary It Pays to Think Ahead. 2014 Benefit Summary Benefits Overview Aurora Public Schools is proud to offer a comprehensive benefits package to eligible employees. The complete benefit package is briefly summarized

More information

2016 Annual Enrollment Benefits Snapshot

2016 Annual Enrollment Benefits Snapshot Farm Credit Foundations 2016 Annual Enrollment Benefits Snapshot Go to FarmCreditFoundations.com to see all 2016 changes including a unique opportunity for some employees to increase their Group Universal

More information

EMPLOYEE BENEFITS PROGRAM

EMPLOYEE BENEFITS PROGRAM EMPLOYEE BENEFITS PROGRAM YOUR HEALTH. YOUR LIFE. YOUR FUTURE. 2014 CRC s benefit plans and programs are designed to provide you and your family with the protection you need today and the opportunity to

More information

2015 Benefits Summary

2015 Benefits Summary 2015 Benefits Summary visionary science, game changing innovation unmatched scientific facilities, programs and talent vibrant a, diverse and inclusive community contents 3 4 4 4 5 6 6 7 8 8 8 9 9 9 10

More information

Duke University Health System Benefits Overview: Non-Exempt 2015

Duke University Health System Benefits Overview: Non-Exempt 2015 Duke University Health System Benefits Overview: Non-Exempt 2015 We are pleased to provide you with information about your benefits at Duke. Our organization is rich in heritage and is proud of its work.

More information

Understand what s new and think differently...

Understand what s new and think differently... Understand what s new and think differently... Together, we can think differently about our new programs and benefit options that are designed to help you make wiser, healthier choices. Annual enrollment:

More information

Account Based Health Plan with Health Savings Account Guide

Account Based Health Plan with Health Savings Account Guide Account Based Health Plan with Health Savings Account Guide Lead the way Page 1 2016 ABHP with HSA Guide You re in control with an Account-Based Health Plan Philips believes an Account Based Health Plan

More information

Northeastern University 2015 Medical Benefits

Northeastern University 2015 Medical Benefits Northeastern University 2015 Medical Benefits Northeastern s 2015 Open Enrollment Effective Date: January 1, 2015 2015 Medical Plan Options Blue Choice New England Core POS Plan New Plan Blue Choice New

More information

2015 Benefits Highlights

2015 Benefits Highlights FEDERAL RESERVE BANKS www.federalreservebenefits.org 2015 Benefits Highlights What Employee Benefits Do the Federal Reserve Banks Offer?.... 2 Thrift and Retirement Benefits.... 3 Thrift Plan (401(k)

More information

Duke University Health System Benefits Overview: Exempt 2015

Duke University Health System Benefits Overview: Exempt 2015 Duke University Health System Benefits Overview: Exempt 2015 We are pleased to provide you with information about your benefits at Duke. Our organization is rich in heritage and is proud of its work. While

More information

NEW HIRE BENEFITS GUIDE 2014

NEW HIRE BENEFITS GUIDE 2014 NEW HIRE BENEFITS GUIDE 2014 Choose the coverage that s right for you Click here to get started WELCOME TO FARMERS Farmers values the contributions of every employee. Without employees like you, we would

More information

ARCHDIOCESE OF ST. LOUIS. Employee Benefit Plan 2015 2016. Employee Benefits Guide

ARCHDIOCESE OF ST. LOUIS. Employee Benefit Plan 2015 2016. Employee Benefits Guide ARCHDIOCESE OF ST. LOUIS Employee Benefit Plan 2015 2016 Employee Benefits Guide Office of Human Resources Cardinal Rigali Center 20 Archbishop May Drive St. Louis, MO 63119-5004 314.792.7546 314.792.7548

More information

Benefits Summary. For Regular Employees 20 or more hours per week.

Benefits Summary. For Regular Employees 20 or more hours per week. 2013 Benefits Summary Argonne National Laboratory is a U.S. Department of Energy laboratory managed by UChicago Argonne, LLC For Regular Employees 20 or more hours per week. TABLE OF CONTENTS Benefit Eligibility

More information

High Deductible Health Plan (HDHP) and Health Savings Account (HSA) Frequently Asked Questions CY2015

High Deductible Health Plan (HDHP) and Health Savings Account (HSA) Frequently Asked Questions CY2015 High Deductible Health Plan (HDHP) and Health Savings Account (HSA) Frequently Asked Questions CY2015 High Deductible Health Plan 1. What is a deductible? A. A deductible is a fixed amount of money that

More information

Preparing for Retirement Healthy Directions for Medicare Retirees

Preparing for Retirement Healthy Directions for Medicare Retirees Preparing for Retirement Healthy Directions for Medicare Retirees Introduction Eligibility Healthy Directions for Medicare Retirees is designed for John Deere U.S. Flex retirees* who: Are eligible for

More information

Frequently Asked Questions Lumenos HSA Plan

Frequently Asked Questions Lumenos HSA Plan Frequently Asked Questions Lumenos HSA Plan Lumenos HSA Plan Overview The Lumenos HSA plan gives you medical coverage coupled with a health Savings Account (HSA). Henrico County will provide HSA funds

More information

PayPal Blue Shield of California Consumer Directed Health Plan with Health Savings Account (CDHP with HSA) Frequently Asked Questions

PayPal Blue Shield of California Consumer Directed Health Plan with Health Savings Account (CDHP with HSA) Frequently Asked Questions PayPal Blue Shield of California Consumer Directed Health Plan with Health Savings Account (CDHP with HSA) Frequently Asked Questions What is the Blue Shield of California CDHP with HSA? The Blue Shield

More information

New Employee Benefits Orientation Guide

New Employee Benefits Orientation Guide 2016 Full-time Employees New Employee Benefits Orientation Guide Benefits coverage for our greatest assets. Welcome Citizens proudly offers a comprehensive benefit package for you and your eligible dependents

More information

Consumer Guide to. Health Insurance. Oregon Insurance Division

Consumer Guide to. Health Insurance. Oregon Insurance Division Consumer Guide to Health Insurance Oregon Insurance Division The Department of Consumer and Business Services, Oregon s largest business regulatory and consumer protection agency, produced this guide.

More information

CHI Franciscan Health revised as of 1/1/15 CHI. Benefits at a Glance. Healthy CHI SPIRIT. Physical and financial health and wellness

CHI Franciscan Health revised as of 1/1/15 CHI. Benefits at a Glance. Healthy CHI SPIRIT. Physical and financial health and wellness CHI Franciscan Health revised as of 1/1/15 CHI Benefits at a Glance CHI Healthy SPIRIT Physical and financial health and wellness SM Our mission to create healthier communities extends to our own workplace.

More information

GEHA 2014. Health Savings AdvantageSM High-deductible health plan with a health savings account (HSA) (800) 821-6136 geha.com

GEHA 2014. Health Savings AdvantageSM High-deductible health plan with a health savings account (HSA) (800) 821-6136 geha.com GEHA 2014 Health Savings AdvantageSM High-deductible health plan with a health savings account (HSA) (800) 821-6136 geha.com CODE Self Only 341 Self + Family 342 Enrollment checklist 1. Research health

More information

L-3 Communications Corporation Aetna HealthFund Health Reimbursement Arrangement (HRA) Medical Plan

L-3 Communications Corporation Aetna HealthFund Health Reimbursement Arrangement (HRA) Medical Plan S U M M A R Y P L A N D E S C R I P T I O N L-3 Communications Corporation Aetna HealthFund Health Reimbursement Arrangement (HRA) Medical Plan Effective January 1, 2014 L - 3 C O M M U N I C A T I O N

More information

KNOW YOUR BENEFITS FREQUENTLY ASKED QUESTIONS

KNOW YOUR BENEFITS FREQUENTLY ASKED QUESTIONS KNOW YOUR BENEFITS FREQUENTLY ASKED QUESTIONS Health Insurance (including dental and vision) 1. Q: I only received two ID cards from the insurance company. I have three children. How do I get a card for

More information

Healthy Directions. Information for Employees

Healthy Directions. Information for Employees Healthy Directions Information for Employees U.S. Employees with Salaried Health Care Benefits Healthy Directions is our company s approach to health and health care. Healthy Directions provides two medical

More information

FREQUENTLY ASKED QUESTIONS QUALIFIED HIGH DEDUCTIBLE HEALTH PLAN WITH A HEALTH SAVINGS ACCOUNT

FREQUENTLY ASKED QUESTIONS QUALIFIED HIGH DEDUCTIBLE HEALTH PLAN WITH A HEALTH SAVINGS ACCOUNT FREQUENTLY ASKED QUESTIONS QUALIFIED HIGH DEDUCTIBLE HEALTH PLAN WITH A HEALTH SAVINGS ACCOUNT Qualified High Deductible Health Plans (QHDHP) What is a QHDHP? A QHDHP is a medical plan regulated by the

More information

www.anl.gov/careers/benefits 2016 BENEFITS SUMMARY

www.anl.gov/careers/benefits 2016 BENEFITS SUMMARY www.anl.gov/careers/benefits 2016 BENEFITS SUMMARY BENEFITS SUMMARY 2016 VISIONARY SCIENCE, GAME CHANGING INNOVATION. UNMATCHED SCIENTIFIC FACILITIES, PROGRAMS AND TALENT. A VIBRANT, DIVERSE AND INCLUSIVE

More information

inside LIVE SMART. PLAN SMART. HEALTH AND WELLNESS PROGRAM...8 mynurseline SM Service...8 Health-support Resources...8

inside LIVE SMART. PLAN SMART. HEALTH AND WELLNESS PROGRAM...8 mynurseline SM Service...8 Health-support Resources...8 2014 BENEFITS HIGHLIGHTS F E D E R A L R E S E RV E B A N K S > WWW. FE D E R A LR E S E R V E B E N E FI T S. O R G B E N E F I T S inside WHAT EMPLOYEE BENEFITS DO THE FEDERAL RESERVE BANKS OFFER?...2

More information

UNIVERSITY OF MISSOURI SYSTEM

UNIVERSITY OF MISSOURI SYSTEM UNIVERSITY OF MISSOURI SYSTEM Your Benefits At A Glance 2015 FACULTY AND STAFF BENEFITS GUIDE What s inside Be prepared & take action 1 Medical plan options 2 Healthy Savings Plan Custom Network Plan PPO

More information

Zurich North America Total Rewards (U.S.) Summary information

Zurich North America Total Rewards (U.S.) Summary information Zurich North America Total Rewards (U.S.) Summary information Zurich North America Total Rewards (U.S.) Summary Founded in Switzerland in 1872, Zurich is one of the world s most experienced insurers. Our

More information

BENEFITS OPEN ENROLLMENT 2016 YOUR HEALTH & WELLNESS STARTS WITH YOU

BENEFITS OPEN ENROLLMENT 2016 YOUR HEALTH & WELLNESS STARTS WITH YOU zz BENEFITS OPEN ENROLLMENT 2016 YOUR HEALTH & WELLNESS STARTS WITH YOU MESSAGE FROM THE PRESIDENT/CEO NABIL EL SANADI, MD, MBA, FACEP, FACHE LET S INVEST, HEALTH IS YOUR FIRST WEALTH! We are excited to

More information

Duke University Benefits Overview: Exempt 2015

Duke University Benefits Overview: Exempt 2015 Duke University Benefits Overview: Exempt 2015 We are pleased to provide you with information about your benefits at Duke. Our organization is rich in heritage and is proud of its work. While your pay

More information

2015 Medicare Supplement Program

2015 Medicare Supplement Program 2015 Medicare Supplement Program NUSCO Retiree Health Plan Medicare Eligible Retirees and Surviving Spouses Your Medicare Supplement Program This guide can help you better understand your Medicare Supplement

More information

2014 BENEFITS HIGHLIGHTS

2014 BENEFITS HIGHLIGHTS 2014 BENEFITS HIGHLIGHTS Your Life. Live Well. At Allergan, benefits are designed to support your health and your retirement goals, and to protect your income and the welfare of your family. In combination,

More information

The Benefits of Bb BE @ BLACKBOARD

The Benefits of Bb BE @ BLACKBOARD The Benefits of Bb www.blackboard.com/careers BE @ BLACKBOARD The passion for education and the drive to make a difference are at the core of what makes Blackboard a great place to work. Blackboard fosters

More information

2015 Annual Enrollment Guide

2015 Annual Enrollment Guide YOUR BENEFITS 2015 Annual Enrollment Guide Enrollment Period October 22 November 4 Inside This Guide Key Dates October 22 November 4, 2014 Annual Enrollment period Changes for 2015...3 What You Need to

More information

Your Life... Take care of it. 2016 EMPLOYEE BENEFIT ENROLLMENT GUIDE

Your Life... Take care of it. 2016 EMPLOYEE BENEFIT ENROLLMENT GUIDE Your Life... Take care of it. 2016 EMPLOYEE BENEFIT ENROLLMENT GUIDE Welcome to your Benefits Guide As a valued University of the Pacific employee, you are eligible for group and voluntary benefit plans

More information

Benefit Program Summary

Benefit Program Summary Benefit Program Summary The Cleveland Clinic is comprised of ten of Northeast Ohio s most prestigious hospitals and offers its employees career opportunities in state-of-the-art facilities that cover the

More information

Here is a brief summary of some of the benefits that Duke offers:

Here is a brief summary of some of the benefits that Duke offers: Duke University Benefits Overview: Non-Exempt 2015 We are pleased to provide you with information about your benefits at Duke. Our organization is rich in heritage and is proud of its work. While your

More information

ACE Advantage at a Glance ACE Center & ACE Club. Achieve

ACE Advantage at a Glance ACE Center & ACE Club. Achieve ACE Advantage at a Glance ACE Center & ACE Club Achieve ACE Advantage at a Glance ACE Center & ACE Club At ACE, we boast a strong, talented workforce featuring individuals who are among the best and brightest

More information

ROSE MANAGEMENT GROUP

ROSE MANAGEMENT GROUP ROSE MANAGEMENT GROUP Employee Benefit Summary 7/01/2014 6/31/2015 Dear Employee, Rose Management Group is pleased to provide you and your family with a comprehensive, market competitive benefits package

More information

L-3 Communications Corporation Aetna HealthFund Health Reimbursement Arrangement (HRA) Medical Plan

L-3 Communications Corporation Aetna HealthFund Health Reimbursement Arrangement (HRA) Medical Plan S U M M A R Y P L A N D E S C R I P T I O N L-3 Communications Corporation Aetna HealthFund Health Reimbursement Arrangement (HRA) Medical Plan Effective January 1, 2015 L - 3 C O M M U N I C A T I O N

More information

your Benefits in Brief

your Benefits in Brief your Benefits in Brief Southern California Employees: Non-Union Non-Exempt Salaried Salaried Patient Care Providers For Employees of Kaiser Foundation Hospitals, Kaiser Foundation Health Plan, Inc., KP

More information

Health Check HSA. Quality, flexible. Combined with money-saving tax advantages.

Health Check HSA. Quality, flexible. Combined with money-saving tax advantages. Health Check HSA Quality, flexible Combined with money-saving tax advantages. Blue Cross and Blue Shield quality coverage that combines with a tax-deductible, tax-free health savings account: That s Health

More information

Benefits Highlights. Health Care Disability Benefits Retirement Plans Life & Other Insurance Programs Work & Family and Other GE Benefits.

Benefits Highlights. Health Care Disability Benefits Retirement Plans Life & Other Insurance Programs Work & Family and Other GE Benefits. Benefits Highlights Health Care Disability Benefits Retirement Plans Life & Other Insurance Programs Work & Family and Other GE Benefits HC Core 5A GE Benefits: Adding value beyond your paycheck The Company

More information

Cigna Open Access Plans for Tennessee

Cigna Open Access Plans for Tennessee Individual & Family Plans Insured by Connecticut General Life Insurance Company Cigna Open Access Plans for Tennessee medical & PHARMACY INSURANCE with the ONE-AND-ONLY YOU IN MIND. 858436 a 12/12 Services

More information

20 B 15 E N E F I T S G U I D E

20 B 15 E N E F I T S G U I D E 2015 BENEFITS GUIDE CONTENTS Welcome 1 2015 Benefit Highlights 2 Healthcare Reform 3 Eligibility 4 Medical Plan Descriptions 5 Medical Plans at a Glance 6 2015 E M P L O Y E E B E N E F I T S DEAR VALUED

More information

Insurance Benefits For Employees C H E S T E R F I E L D C O U N T Y P U B L I C S C H O O L S

Insurance Benefits For Employees C H E S T E R F I E L D C O U N T Y P U B L I C S C H O O L S CCPS Insurance Benefits For Employees 2015 C H E S T E R F I E L D C O U N T Y P U B L I C S C H O O L S CHESTERFIELD COUNTY PUBLIC SCHOOLS BENEFITS DEPARTMENT Enrollment or Changes in Coverage 748-1226,

More information

Preparing for Retirement Healthy Directions for Medicare Retirees

Preparing for Retirement Healthy Directions for Medicare Retirees Preparing for Retirement Healthy Directions for Medicare Retirees Introduction Eligibility Healthy Directions for Medicare Retirees is designed for John Deere U.S. Flex retirees* who: Are eligible for

More information

Resident Physicians. Southern California Region. For prospective employees

Resident Physicians. Southern California Region. For prospective employees Resident Physicians Southern California Region For prospective employees 2015 Kaiser Permanente is committed to providing its employees with a competitive total compensation package that includes more

More information

Summary of Benefits. When Benefits Start

Summary of Benefits. When Benefits Start Summary of Benefits Eligibility All full time employees are eligible for all of Westminster College benefits. You are considered full time if you are Faculty with a full time contract or Staff and work

More information

Take the Wheel Benefits for the Road Ahead

Take the Wheel Benefits for the Road Ahead Take the Wheel Benefits for the Road Ahead Ithaca Hourly Benefis Highlights 2015 Welcome Center. It s time again to Take the Wheel as you head out on your benefits enrollment journey. BorgWarner s annual

More information

Frequently Asked Questions

Frequently Asked Questions Frequently Asked Questions Health Savings Account Questions Q: What is a Health Savings Account? A: A Health Savings Account is a tax exempt account you set up with a qualified High Deductible Health Plan

More information

Summary. of Benefits. for salaried employees. January 1, 2014

Summary. of Benefits. for salaried employees. January 1, 2014 Summary of Benefits for salaried employees January 1, 2014 Wherever you are in your career just starting out or a seasoned professional your benefits represent an important part of your overall compensation.

More information

SIMNSA Health Plan & Other Benefits Summary of Coverage For Salaried TEAM Members Effective January 1, 2016

SIMNSA Health Plan & Other Benefits Summary of Coverage For Salaried TEAM Members Effective January 1, 2016 SIMNSA Health Plan & Other Benefits Summary of Coverage For Salaried TEAM Members Effective January 1, 2016 This Summary of Coverage contains only the highlights of the employee welfare benefit plans available

More information

Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA)

Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA) Consumer Driven Health Plan (CDHP) with Health Savings Account (HSA) Interact with this ebrochure. Here s how. This ebrochure is designed for onscreen viewing, allowing you to navigate through the document

More information

Orange High Deductible Health Plan (HDHP) with Health Savings Account (HSA) HDHP Basics

Orange High Deductible Health Plan (HDHP) with Health Savings Account (HSA) HDHP Basics Orange High Deductible Health Plan (HDHP) with Health Savings Account (HSA) FAQ (Frequently Asked Questions): The following questions and answers will help you better understand Hope College s New High

More information

2015 Health Savings Account (HSA) Frequently Asked Questions. Table of Contents

2015 Health Savings Account (HSA) Frequently Asked Questions. Table of Contents 2015 Health Savings Account (HSA) Frequently Asked Questions Table of Contents Health Savings Account (HSA) Plans What is a Health Savings Account (HSA)?...pg. 1 How does an IU Health HSA work?...pg. 1

More information

Benefits Summary UNUM - Group Term Life/AD&D & Voluntary Life/AD&D Plan

Benefits Summary UNUM - Group Term Life/AD&D & Voluntary Life/AD&D Plan UNUM - Group Term Life/AD&D & Voluntary Life/AD&D Plan Benefits Summary Basic employee life insurance 1x base annual earnings rounded to the next higher $1,000 to a maximum benefit of $300,000 Supplemental

More information

SUMMARY OF EMPLOYEE BENEFITS

SUMMARY OF EMPLOYEE BENEFITS SUMMARY OF EMPLOYEE BENEFITS The City of Gaithersburg offers a competitive and comprehensive employee benefit package to eligible employees. This summary of benefits highlights general information about

More information

Introduction... 1. Enrollment Eligibility... 1. How Flexible Spending Works... 1. Advantages of Using Flexible Spending... 2. Eligible Expenses...

Introduction... 1. Enrollment Eligibility... 1. How Flexible Spending Works... 1. Advantages of Using Flexible Spending... 2. Eligible Expenses... Flexible Benefits Flexible Spending Account (FSA) Program Introduction......................................................... 1 Enrollment Eligibility....................................................

More information

Open Enrollment Benefit Year: July 1, 2014 - June 30, 2015

Open Enrollment Benefit Year: July 1, 2014 - June 30, 2015 Open Enrollment Benefit Year: July 1, 2014 - June 30, 2015 Created by your Columbus State Community College Benefits Team What is Open Enrollment? Open Enrollment is Your Once a Year Opportunity: To enroll

More information

We recognize that employees are our greatest asset and take pride in offering a highly competitive, comprehensive & affordable benefits plan.

We recognize that employees are our greatest asset and take pride in offering a highly competitive, comprehensive & affordable benefits plan. It s About You All We recognize that employees are our greatest asset and take pride in offering a highly competitive, comprehensive & affordable benefits plan. We recognize that employees are our greatest

More information

CARING FOR YOUR FUTURE

CARING FOR YOUR FUTURE CARING FOR YOUR FUTURE Make Informed Choices 2016 ENROLLMENT GUIDE TABLE OF CONTENTS Annual Open Enrollment for 2016 Benefits: October 14-30, 2015 Benefits Website www.sclhealthbenefits.org SCL Health

More information

Employee Benefit Summary

Employee Benefit Summary National Heritage Academies offers exceptional benefits as part of a Total Rewards package designed to meet the specific needs of educators. We are committed to the over 43,000 students we serve and to

More information

The Benefits of Nielsen

The Benefits of Nielsen 2014 Highlights The following pages provide an overview of The Benefits of Nielsen Health, Insurance and Retirement Plans. Visit www.netbenefits.com/nielsen to: Learn about the Nielsen Health Fund Premium

More information

Frequently Asked Questions

Frequently Asked Questions Frequently Asked Questions Gulfstream and many other General Dynamics companies offer a new type of health plan the Personal Health Account Plan. The Personal Health Account Plan is a high deductible plan

More information

Consumer Choice Plan, Health Savings Account and Health Care Flexible Spending Account Frequently Asked Questions

Consumer Choice Plan, Health Savings Account and Health Care Flexible Spending Account Frequently Asked Questions Consumer Choice Plan, Health Savings Account and Health Care Flexible Spending Account Frequently Asked Questions Information on how the plan and the accounts work The Consumer Choice Plan 1. How is the

More information

Benefit Coverage Chart & Rates

Benefit Coverage Chart & Rates Benefit Coverage Chart & Rates Effective July 1, 2014- June 30, 2015 PPO Medical Coverage by Category The following coverages are included with the PPO plan: o Prescription o Vision Additional Benefits

More information

Corporate Health Exchange Frequently Asked Questions

Corporate Health Exchange Frequently Asked Questions Corporate Health Exchange Frequently Asked Questions FAQs Quick Start Menu If you have a specific question, see if it s here in the list below and click on the link to be taken directly to the answer you

More information

FEDERAL RESERVE BANKS B E N E F I T S

FEDERAL RESERVE BANKS B E N E F I T S BENEFITS HIGHLIGHTS F E D E R A L R E S E RV E B A N K S B E N E F I T S Table of Contents WHAT ARE THE EMPLOYEE BENEFITS AT THE FEDERAL RESERVE BANKS?....2 RETIREMENT BENEFITS....3 Thrift Plan (401(k)

More information

Your Total Rewards as Part of the SABIC Family

Your Total Rewards as Part of the SABIC Family Your Total Rewards as Part of the SABIC Family Thinking about Joining SABIC? There are many rewards to becoming a member of the SABIC team rewards that go well beyond your paycheck! At SABIC, we pride

More information

HEALTH, LIFE INSURANCE, DISABILITY AND WORK/LIFE BENEFITS FREQUENTLY ASKED QUESTIONS (FAQs)

HEALTH, LIFE INSURANCE, DISABILITY AND WORK/LIFE BENEFITS FREQUENTLY ASKED QUESTIONS (FAQs) HEALTH, LIFE INSURANCE, DISABILITY AND WORK/LIFE BENEFITS FREQUENTLY ASKED QUESTIONS (FAQs) For 2016, Medtronic has reshaped its benefits program to provide you and your family the health and insurance

More information

Important Questions Answers Why this Matters:

Important Questions Answers Why this Matters: PPO Student/Affiliate Plan MIT Student/Affiliate Extended Insurance Plan Coverage Period: 2014-2015 Summary of Benefits and Coverage: What this Plan Covers & What it Costs Coverage for: Individual, Couple,

More information