Choices. What s Inside. Benefits Enrollment. Health Benefits. Additional Benefits

Transcription

1 2015 Benefits Guide

2 Choices Emory Healthcare is proud to be a vital part of the Atlanta community. One of the reasons we are an employer of choice is the rich benefits package that we offer our employees. As a part of Emory Healthcare, you have numerous benefits available to you. You have a choice of two medical plans, each with unique plan design features. In addition, there are plans that provide coverage for dental, vision, disability, retirement, long-term care, legal services and more. We encourage you to take a close look at all of the benefits information provided in this guide. Our benefit plans are just one of the many ways Emory Healthcare helps you take care of yourself and your family. The Summary of Benefits and Coverage (SBC) for each health plan and the individual health insurance marketplace exchange notice can be accessed at Click on Employee Resources and then Your Benefits. What s Inside Benefits Enrollment Your Benefits Benefits Eligibility How to Enroll Change In Your Coverage Mid-Year Health Benefits Medical Plans Plan 1: HSA Plan Plan 2: POS Plan Medical Plan Rates Tobacco Usage and Spouse/SSDP Surcharges Medical Plan Comparison Quick Guide Wellness Incentives Flexible Spending Accounts Dental Benefits Vision Benefits Additional Benefits Short-Term & Long-Term Disability Life and Accident Insurance Long-Term Care, Home & Auto, Aflac and Prepaid Legal (b) Retirement Plan Comprehensive Leave/Paid Time Off (PTO) Extended Illness Leave Employee Education Plan Additional Resources More Medical Plan Information Important Numbers and Websites This guide is meant to provide basic benefit plan information. For additional details and specific information, please contact the vendor or review the Summary Plan Description (SPD) for each plan. SPDs are available on the Your Benefits website (go to and select Employee Resources) or by contacting the Employee Resource Center at or EHC.HR/[email protected] for a printed version. DISCLAIMER: Emory Healthcare reserves the right to terminate, suspend, withdraw, amend or modify the plan in whole or in part at any time. Further, Emory Healthcare reserves the right to terminate or modify coverage for any group of employees, active or retired, and their dependents or a class of dependents at any time. 06/ Benefits Guide 1

3 Your Benefits As an Emory Healthcare employee, you are fortunate to have a wide range of benefit programs available to you. Benefit programs give you important financial protection when you need it most. Enrolling in your benefits is quick and easy. Spend a few minutes and review the benefit programs that Emory Healthcare offers to make the choices that are right for you and your family. Some benefits Emory Healthcare offers are employer provided, and coverage is automatic if you are eligible. Other benefits give you choices and require you to enroll. Employer-Provided Benefits As an eligible employee, Emory Healthcare automatically provides you with several benefits. Emory Healthcare pays the full cost for basic life insurance and long-term disability coverage and provides a basic employer contribution to the 403(b) retirement plan for eligible employees. For more information on retirement plan options, view the Discover Your Retirement Options Guide located on the Employee Resources site on Optional Benefits In addition to employer-provided benefits, eligible employees may enroll in optional benefits, including medical, dental, vision, supplemental life insurance, accidental death and dismemberment, disability, flexible spending accounts, 403(b) retirement plans and other voluntary plans. You contribute toward the cost of the optional benefits that you elect. When Coverage Begins For most benefits, coverage begins on an employee s date of hire. New Hires: If you are benefits-eligible, you must enroll during your first 31 days of employment with Emory Healthcare. For optional benefits other than the 403(b) and supplemental long-term disability, if you do not enroll during your first 31 days of employment, you will not receive coverage. Your next opportunity to enroll in optional benefits will be during the annual benefits enrollment period, typically held in the fall of each year for the upcoming year, or if you experience a qualified family status change (see page 5 for more information). Life and long-term care benefits require Evidence of Insurability (EOI) for late enrollees. Current Employees: If you are a current, benefitseligible Emory Healthcare employee, each year you have an opportunity to review your benefit elections during the annual benefits enrollment period and make changes for the upcoming plan year. When Coverage Ends For most benefits, coverage will end on the last day of the month in which: 1. Your regular work schedule is reduced to fewer than 20 hours per week; 2. Your employment with Emory Healthcare ends due to resignation, termination or death; or 3. You stop paying your share of the coverage. Your dependent(s) coverage ends: 4. When your coverage ends, or 5. The last day of the month the dependent is no longer eligible: For Dependent Child(ren) (up to age 26): End of the month in which they turn Benefits Guide 06/15

4 Who Can Enroll (Benefits Eligibility) You are eligible for benefits if you are a regular full-time or part-time employee scheduled to work 20 hours or more per week. If you elect coverage, your dependents are also eligible for medical, dental, vision and life insurance coverage. Eligible dependents include: 1. Your legal spouse. 2. Same-Sex Domestic Partner (SSDP): Another adult of the same sex who is engaged with you in a spouselike relationship characterized by mutual dependency. Have residence in the same household. Financially responsible for each other s well-being and debts to third parties. This means that you have entered into a contractual commitment for that financial responsibility or have joint ownership of significant assets (such as home, car, bank accounts) and joint liability for debts (such as mortgages and major credit cards). Neither partner is married to anyone else nor has another domestic partner receiving benefits. Partners are not related by blood closer than would bar marriage in the state of their residence. If you choose to cover a same-sex domestic partner, you will pay the same cost and receive the same coverage as you would for a spouse. Covering a SSDP will result in additional tax liability (imputed income). If your relationship ends, you will need to notify the Employee Resource Center. 3. Your legal child(ren): Includes your natural, adopted or foster child(ren), stepchild(ren), your SSDP s child(ren) or any child for whom you have legal custody. They are eligible: Up to age 26. Regardless of age, if fully disabled and unmarried, provided he/she became fully disabled prior to age 19 or between the ages of 19 and 26, if the child was covered by the plan when the disability occurred. Dependent Verification of Eligibility When you first enroll, or if you change coverage midyear due to a qualified IRS family status change, you are required to provide documentation substantiating the eligibility of your dependent(s) within 31 days of the change or enrollment. If documentation is not received within 31 days, a letter will be mailed to you requesting the documentation within a given deadline. Events that require documentation to support the change include: 4. Spouse with a last name different than yours Document(s): Marriage certificate OR joint tax return (current or previous year only). 5. Child with a last name different than yours Document(s): Birth certificate or a court document awarding custody or requiring coverage. 6. Dependent child over age 26 Document(s): Birth certificate AND a Social Security Disability Award or letter from a physician AND the parent s tax return claiming the child (current or previous year only). 7. Same-Sex Domestic Partner (SSDP) Document(s): Affidavit of Domestic Partnership and a document validating the partnership, such as a joint bank account statement, utility bill or mortgage/lease/rental agreement, or a marriage/union certificate from another state or governmental agency that recognizes same-sex marriages or unions. 8. Employee with five dependents who adds a sixth or more dependents Document(s): Birth certificate AND either a court document or the tax return from the parent claiming the child must be submitted (current or previous year only). 9. Employee with a 50+ age difference with dependent(s) Document(s): Birth certificate AND either a court document or the tax return from the parent claiming the child must be submitted (current or previous year only). REMINDER: You must provide the documents listed above to the Employee Resource Center within 31 days from your initial election or mid-year family status change if one of the above situations applies to you and your family. If documentation is not received in a timely manner, the election/change requested will not be processed and the affected dependents will not be covered under Emory Healthcare s plans. Legible copies of required documents are acceptable. 06/ Benefits Guide 3

5 How to Enroll Enroll Online Enrolling is easy and available 24 hours a day through e-vantage on and Self Service. You can enroll online at any public access computer that has Internet connectivity. To access e-vantage, you will need your network ID and password. If you do not know your network ID or password, call 8-HELP at Steps to Enrolling Online 1. Once logged in to e-vantage, click on Self Service, then Benefits and then Benefits Enrollment. 5. You will be prompted at the bottom of the page to Continue to finalize your elections. 6. Click Submit after reading the Authorize Elections Statement. Note: You have not enrolled until you click Submit. 7. Click View/Print to bring up a printable pdf confirmation page. Make sure to save a copy of your confirmation page and carefully review it for accuracy. 2. Choose Select to view the election options. 3. Complete the certification for the Spouse/SSDP medical charge and complete the certification for the tobacco surcharge. 4. After selecting your elections and covered dependents, if any, your payroll deductions will be displayed. Don t have access to a computer? No need to worry! The locations listed below have computers available Monday through Friday. For times, go to Employee Resources and Contact HR under Need Help. Emory University Hospital - Learning Resource Center (2nd Floor, Room E214) - Human Resources (2nd Floor, Room D201) Emory University Hospital Midtown - Learning Resource Center (Glenn Bldg, 2nd Floor, Room 4709) - Human Resources W.W. Orr Bldg, 5th Floor) Emory University Orthopaedics & Spine Hospital - Human Resources Emory Johns Creek Hospital - Human Resources Emory Saint Joseph s Hospital - Human Resources Emory Wesley Woods Center - Houston Building Main Lobby Benefits Guide 06/15

6 Change in Your Coverage Mid-Year The IRS provides strict regulations about changes to pretax elections during the plan year. If you experience a qualified IRS family status change mid-year, you are permitted to make a change within 31 days of the event. If the change request is not completed within 31 days of the event, you will not be able to change your elections until the following year s annual benefits enrollment period, which means the change will not be effective until January 1 of the following year. Below is a list of some of the more commonly known qualified family status changes: 1. Marriage, divorce or annulment, or permanent separation from a same-sex domestic partner 2. Birth of a child 3. Placement of a foster child or child for adoption with you, or assumption of legal guardianship of a child 4. Change in your spouse s/ssdp s or dependent s employment status that affects benefits eligibility, including termination or commencement of employment or change in worksite 5. You or your spouse/ssdp returns from unpaid leave of absence 6. You or your dependent becomes eligible or loses eligibility for Medicare or Medicaid 7. The death of your spouse/ssdp or dependent 8. Court ordered coverage of your child by you or your spouse/ssdp, allowing you to add or drop the child s coverage 9. Change in your employment that affects benefits eligibility (working at least 20 hours per week) 10. Loss of eligibility for a dependent 11. Change in dependent care provider or cost for Dependent Day Care Flexible Spending Account The change you request must be consistent with the qualifying event. To make a family status change, go to log in to e-vantage and go to Self Service. In most cases, when you enter your family status change through Self Service and make your elections, the process is complete. However, some mid-year changes also require documentation to be submitted within 31 days of the event. Please refer to the below section for a list of events that require documentation. Family Status Change Event Dependent loss of the state s SCHIP plan Judgment, Decree or Court Order to add coverage for a dependent child Documentation to Submit A copy of the Certificate of Creditable Coverage or a termination letter which lists the date your coverage ended A copy of the court order awarding custody or requiring coverage Legally married couples with different last names Proof of marriage such as marriage certificate or jointly filed tax return Dependent child with a last name different than yours Beginning Same-Sex Domestic Partner Relationship Ending Same-Sex Domestic Partner Relationship A copy of the birth certificate or a court document awarding custody or requiring coverage Statement of Same Sex Domestic Partnership or a civil union certificate from a state or governmental agency that recognizes civil unions Complete the Same-Sex Domestic Partnership Termination form Change of residence that is inside or outside of the plan area A copy of your visa and/or passport that shows the date of entry or exit from the plan area Please contact the Employee Resource Center at for more details. 06/ Benefits Guide 5

7 Medical Plans Everyone s health care needs are different. That s why it s important to carefully decide which medical plan will work best for you. In this section, you will find information on the two medical plans that Emory Healthcare offers. You have a choice of two medical plans: Plan 1 HSA Plan Plan 2 POS Plan Both plans use the same provider networks; however, there are key differences in how each plan works, including s, co-pays and co-insurance. Network Options Both plans have three Network options: 1. Emory Healthcare Network (EHN): Providers and facilities that are owned and affiliated with Emory Healthcare give you the maximum benefit available under the plans, with lower co-pays, co-insurance and s. For a list of EHN providers, go to page Aetna National (In-Network): Providers and facilities are part of both medical plans through Aetna. Copays, co-insurance and s are higher than with the EHN. 3. Out-of-Core-Network: Providers and facilities that are not participating with Aetna are considered Out-of-Core-Network. Costs are the highest. Refer to page 28 for a list of Atlanta-area facilities that are considered Out-of-Core-Network. To locate an EHN or Aetna National (In-Network) physician or facility, go to custom/emory or call Preventive Care Routine preventive care is covered at 100% under both medical plans. Preventive care can help you identify potential health risks before they become real health problems. These services include annual physicals, well-child visits, immunizations, health screenings and more. (See and click on Benefits under Employee Resources for a list of services.) Tier Zero Both plans offer Tier Zero for prescription drugs. With Tier Zero, generic forms of birth control and prescription medications used to prevent and treat chronic health conditions, such as congestive heart failure (CHF), diabetes, high blood pressure, high cholesterol, tobacco addiction and more, are covered at 100%. For Tier Zero medications, you pay $0 for a 30- or 90-day supply. For a complete list of Tier Zero medications, go to www. ourehc.org and click on Employee Resources and Your Benefits. Please note that from time to time, this list will change as medications will be moved off patent protection (brand) and placed in a generic status. It is also possible for generic medications to fall off the list as they become available over-the-counter. For the most up-to-date information or to request an updated listing, please contact CVS/caremark at or What Is the Same in Both Medical Plans? Same broad network of physicians in Georgia and nationally (EHN and Aetna National [In-Network]). Routine preventive care is $0 when service is received within the EHN or Aetna National (In-Network). Tier Zero (you pay $0 for certain generic prescription drugs). Neither plan requires you to select a primary care physician or get a referral to see a specialist. Unlimited lifetime maximum applied across both plans and networks. The opportunity to earn incentives for wellness activities (see page 13 for more details). Premium Assistance Under Medicaid and the Children s Health Insurance Program (CHIP) If you or your children are eligible for Medicaid or CHIP and you are eligible for health coverage from your employer, your State may have a premium assistance program that can help pay for coverage. These States use funds from their Medicaid or CHIP programs to help people who are eligible for these programs, but also have access to health insurance through their employer. For additional information, go to Employee Resources and Your Benefits. Information can be found under the heading Notices, Summaries, Reports & Resources Benefits Guide 06/15

8 Medical Plans HSA Plan Plan 1 HSA Plan The HSA Plan, a consumer-driven medical plan with a Health Savings Account, puts you in charge of how your health care dollars are spent. Features of this plan include: 1. The same covered services and network of providers as the POS Plan with a different way to pay and save for health care expenses. 2. A Health Savings Account (HSA) with tax advantages, funded in part by Emory Healthcare. The HSA gives you the flexibility to choose how to spend your health care dollars % coverage for all preventive care when services are in the EHN or In-Network. Like the POS Plan, the HSA Plan has s, co-insurance and an out-of-pocket maximum to protect you in the event you have significant medical expenses during the year. Deductible All eligible expenses incurred by you or your covered dependents throughout the plan year apply toward meeting the annual : $1,350 (Employee Only) or $2,700 (Employee + Spouse/SSDP, Employee + Children or Family) within the EHN or Aetna National Network (In-Network). As expenses are incurred, including ER visits and prescription drugs, you can use funds that have accumulated in your HSA to cover these costs. Once your HSA balance is exhausted, any remaining portion of your that needs to be met for the year will be an out-of-pocket expense and your financial responsibility. The annual must be satisfied before any plan expenses are paid by co-insurance, with the exception of preventive care and Tier Zero prescriptions, which are covered at 100%. If you enroll and elect employee and dependent coverage, any covered expenses incurred will apply toward meeting the family of $2,700 (EHN or In-Network) before any expenses are covered under co-insurance. Co-Insurance Once the annual is satisfied, the HSA Plan works like a traditional plan by paying the majority of expenses through co-insurance. Emory Healthcare Network (EHN) care is covered at 90% (you pay 10%); Aetna National (In-Network) care is covered at 80% (you pay 20%) and Out-of-Core-Network care is covered at 60% (you pay 40%). Out-of-Pocket Maximum Like a traditional plan, there is a maximum amount that you are financially responsible for under the plan each year. Once your out-of-pocket eligible expenses reach the annual maximum of $3,000 (Employee Only) or $6,000 (Employee + Spouse/SSDP, Employee + Children or Family) within the EHN or Aetna National (In- Network), the plan pays 100% of eligible expenses for you and your covered dependents for the remainder of the plan year. If you enroll and elect employee and dependent coverage, any expenses incurred by a given individual or combination of individuals that are covered under the plan will apply toward meeting the family out-of-pocket maximum. For the remainder of the plan year, eligible expenses will be covered by the plan at 100% for all family members. Learn more about this plan by viewing the HSA Plan Quick Guide posted on the intranet. Go to www. ourehc.org, Employee Resources and Your Benefits. It is important to note that other than preventive care, you have to pay 100% of your eligible medical expenses, including prescription drugs, until your annual is met.* Once met, the plan provides coverage through co-insurance. You need to carefully consider the balance in your HSA and your ability to meet these financial obligations in the event of an illness, injury or accident. * If you elect Employee+Spouse, Employee+Children or Family level coverage, you must meet the family before the plan pays. 06/ Benefits Guide 7

9 Medical Plans HSA Plan Continued Prescription Drugs If you are enrolled in the HSA Plan, you must pay all out-of-pocket costs for prescription drugs until you meet your annual under the EHN or Aetna National Network (In-Network), which is $1,350 (Employee Only) or $2,700 (Employee+Spouse/SSDP, Employee+Children or Family). You can use your HSA to pay for prescription drugs. After you meet the, you will pay the applicable co-insurance amount under the HSA Plan, up to the 30-day retail maximum. The table below shows what your responsibility is once your is satisfied. For example, if the table shows co-insurance is 20%, the plan will pay 80% of the cost of the prescription drug and you are responsible for the other 20%. However, there is financial protection built into the prescription drug benefit in that you will never pay more than the 30-day retail maximum, outlined in the table below: Preventive Prescription Drugs (Not Subject to Deductible) and Non-Preventive Prescription Drugs (After Meeting Deductible) Tier Coinsurance 30-Day Retail Maximum Co-pay Zero 0% $0 1 10% $ % $ % $ % $100 Prescription drug coverage is administered through CVS/caremark. To determine your coverage tier, call or Mandatory Mail Order If you take any maintenance prescription medications to treat certain ongoing medical conditions, you will need to fill your prescriptions in one of three ways: through CVS/caremark s mail order service, at a CVS retail pharmacy location (at the mail-service cost) or at an Emory pharmacy. Please be aware that if you attempt to fill a maintenance drug at a pharmacy other than CVS or Emory, you will be charged the full retail cost on your third attempt to refill. Prior Authorizations and Quantity Limits Medications within certain drug categories require prior authorizations and quantity limits as part of CVS/ caremark s clinical review program. These clinical review programs help ensure patient safety by implementing quantity, dose and effectiveness reviews prior to medications being prescribed. For a list of drug categories requiring prior authorization and medications subject to the clinical review program, contact CVS/ caremark at or Health Savings Account (HSA) The HSA is funded in three ways by Emory Healthcare s annual contribution, your participation in various wellness activities (incentives) and through optional pretax contributions you make to the HSA. 1. Emory Healthcare s Annual Contribution. If you enroll in: 1. Employee-Only coverage Emory Healthcare contributes $400 to your HSA. 2. Employee + Spouse/SSDP, Employee + Child(ren) or Employee + Family level coverage Emory Healthcare contributes $800 to your HSA. Note: Emory Healthcare s contribution is prorated based on your enrollment date if enrolled after January 1. Your HSA begins on the first of the month following your election. 2. Incentives. In addition to Emory Healthcare s annual contribution to your HSA, you can earn up to $400 in incentives (as well as a $25 gift card) toward your HSA balance each year by completing various wellness activities. See page 13 for details on earning incentives. 3. Your Contributions. Finally, if you want a way to save tax-free for current or future eligible medical expenses, you can also contribute to your HSA. Contributions to your HSA have no expiration date they remain in the account until you decide to access them or reimburse yourself for an eligible expense you already paid out-ofpocket. You decide when and how to pay. To Qualify for a Health Savings Account: 1. You must be enrolled in the HSA Plan. 2. You cannot be claimed as a dependent on someone else s tax return. 3. You cannot be covered by a spouse s FSA. 4. You cannot be covered by any other medical plan, including Medicare A and/or B. 5. While you may cover a child up to age 26 or a SSDP under the HSA Plan, qualified medical expenses are those incurred by you, your spouse and all dependents you claim on your tax return. Refer to IRS Publication 969 for details. 6. Your 2014 FSA balance must be $0 as of December 31, Benefits Guide 06/15

10 Medical Plans HSA Plan Continued What s Different About a Health Savings Account? 1. The Health Savings Account (HSA) is only available if you participate in the HSA Plan. The money is yours, is held in an investment account and is portable it goes with you to be used for qualified medical expenses if you leave Emory Healthcare or when you retire. 2. If you are enrolled in the HSA Plan, you may not participate in a general Healthcare Flexible Spending Account (FSA). However, you can participate in the Limited Aetna Healthcare FSA for dental and vision, and then for medical expenses once you have met your. 1 HOW THE HSA PLAN WORKS GET PREVENTIVE CARE FREE EHN and In-Network preventive care is covered at 100% with no. You pay $0 out-of-pocket for your annual physical, well-woman visit, mammogram, colonoscopy, routine immunizations and other eligible services. 3. If you are enrolled in the HSA Plan, you may still participate in the Dependent Day Care Flexible Spending Account (FSA). Additional HSA Features 1. Once your HSA account is open, you will receive a welcome kit from Aetna/PayFlex. The kit will include an Aetna/PayFlex MasterCard debit card to pay eligible expenses. 2. Withdrawals from HSAs for qualified medical expenses are tax-free. If you withdraw money for any reason other than qualified medical expenses, you must pay income tax and a 20% IRS tax penalty. 3. You must have a balance in your account to make a withdrawal. 4. Money in the HSA will be invested in a money market fund. 5. The maximum you can contribute to an HSA in one year is set by the IRS ($3,350 for single coverage and $6,650 for family coverage). If you are age 55 or older, you can contribute additional catch-up contributions. It is your responsibility to make sure your HSA contributions, including any employer or incentive contributions, do not go over the IRS maximum. The minimum you can contribute is $ PAY FOR OTHER MEDICAL EXPENSES You pay for additional medical and prescription drug expenses as you incur them until your annual is met. Your amount depends on your coverage level. 3 USE YOUR HSA Your HSA helps you cover your and pay for other medical costs. Emory Healthcare will HSA Debit Card HSA contribute $400 (employee only) or $800 (dependent or family coverage) to your HSA. You can also earn additional HSA monies through wellness incentives. Unused funds from your HSA roll over to the next year, and your account balance earns interest (tax-free) over time. 06/ Benefits Guide 9

11 Medical Plans POS Plan Plan 2 POS Plan The POS Plan works more like a conventional medical plan where members pay co-pays for some services (copays are fixed fee amounts that you pay at the time you receive services and are not subject to the ). The POS Plan also uses co-insurance for some services (co-insurance is the portion of expense you must pay for care, in most cases, after meeting your ). The is a set amount that typically you must pay before co-insurance starts. See page 12 for amounts. The POS Plan allows members to receive services from a national network of providers and facilities. It is an open access plan that: 1. Provides the flexibility to choose any provider 2. Does not require that a Primary Care Physician (PCP) be identified or selected 3. Does not require a PCP referral to see a specialist With the POS Plan, your biweekly contribution is higher than with the HSA Plan, but your annual is lower. You cannot open a Health Savings Account (HSA) or receive HSA contributions from Emory Healthcare. You do have the option of enrolling in a Healthcare Flexible Spending Account (FSA) which allows you to set aside up to $2,500 pretax dollars to help pay for medical expenses. See page 14 for more information about the FSA. EHN and In-Network preventive care is covered at 100% and is not subject to the. For all other medical services, the plan pays a portion of your covered expenses (90% for Emory Healthcare Network (EHN), 80% In- Network (Aetna National) and 60% (Out-of-Core- Network) after you pay the annual. Office visits are covered with a co-payment. Prescription drugs are covered through co-insurance. The POS Plan also has an out-of-pocket maximum to protect you in the event you have significant medical expenses during the year. Co-payments, s and co-insurance count toward the out-of-pocket maximum. Save on Prescription Drug Costs If you take prescription medication on an ongoing basis, you will save money and time by using CVS/caremark mail orders. No extra charge for shipping. Another great way to save on drug costs is to buy generic. Always ask your pharmacist if a generic version is available. Prescription Drugs Prescription drug coverage is administered through CVS/ caremark. Emory Healthcare s prescription drug benefits for the POS Plan are based on the five-tier co-pay structure below. You will pay the applicable co-insurance amount subject to the retail minimum and maximum cost. You do not have to meet your first. Prior Authorization & Quantity Limits Medications within certain drug categories require prior authorizations and quantity limits as part of CVS/ caremarks clinical review program. These clinical review programs help ensure patient safety by implementing quantity, dose and effectiveness reviews prior to medications being prescribed. For a list of drug categories requiring prior authorization and medications subject to the clinical review program, call or visit for more information. Mandatory Mail Order If you take any maintenance prescription medications to treat certain ongoing medical conditions, you will need to fill your prescriptions in one of three ways: through CVS/ caremark s mail order service, at a CVS retail pharmacy location (at the mail-service cost) or at an Emory pharmacy. Please be aware that if you attempt to fill a maintenance drug at a pharmacy other than CVS or Emory, you will be charged the full retail cost on your third attempt to refill. Tier Coinsurance 30-Day Retail Minimum 30-Day Retail Maximum Mail Minimum (up to 90 days) Mail Maximum (up to 90 days) Zero 0% $0 $0 $0 $0 1 10% $10 $25 $25 $ % $30 $50 $75 $ % $55 $75 $ $ % $85 $105 $ $ Benefits Guide 06/15

12 Medical Plan Rates (Biweekly)* Plan HSA POS Full-time** Part-time*** Full-time** Part-time*** Single $13.00 $19.50 $36.00 $54.00 Employee+Child(ren) $61.00 $91.50 $ $ Employee+Spouse/SSDP $68.50 $ $ $ Family $ $ $ $ *Rates do not reflect the Spouse/SSDP Medical Charge and Tobacco Use Surcharge. ** Full-time rates apply for employees scheduled to work 31 or more hours per week. *** Part-time rates apply for employees scheduled to work hours per week. Spouse/SSDP Medical Charge - $50 An additional $50 per month medical charge will be added to your medical plan contribution if your covered spouse/ssdp has access to group health insurance coverage through his/her employer. If you cover a spouse/ssdp, you must certify ANNUALLY online in e-vantage whether your spouse/ssdp does or does not have access to group health insurance coverage through his/her employer. Tobacco Use Surcharge - $50 per person To support the health and wellness of our staff and set a positive example for our patients and the community, Emory Healthcare has implemented a $50 per person monthly tobacco use surcharge on medical contributions for employees and their spouses/ssdps who use tobacco products. You must certify online in e-vantage whether or not you and your spouse/ssdp have used tobacco within the last 60 days. The per person tobacco use surcharge will be waived if: 1. You certify that you and/or your spouse/ssdp have not used tobacco within the last 60 days. 2. You are currently being treated by a physician for a medical condition such as nicotine addiction. In this case, you will need to complete and return a Tobacco Free Physician Affidavit to the Employee Resource Center. Important Notice: Don t forget that false statements on the spouse and tobacco certifications are a violation of Emory Heathcare s Standards of Conduct policy as falsification of a form and could lead to disciplinary action, up to and including an unpaid suspension or termination of employment without prior warning, at the sole discretion of Emory Healthcare. Important Reminder! If the spouse/ssdp medical and tobacco use certifications are not completed, you will automatically incur the charges: $50 per month for the spouse/ssdp medical charge and $50 per month per person (you and/ or your spouse/ssdp) for the tobacco use surcharge. Don t forget to certify! Need Help Quitting Tobacco? Emory Healthcare offers several tobacco cessation resources at no cost to employees. For a listing of resources, go to 06/ Benefits Guide 11

13 Medical Plan Comparison Quick Guide PLANS HSA PLAN POS PLAN Emory Contribution $400/$800 1 None Earned Incentives $400/$800 2 $400/$800 2 Health Savings Account (HSA) Yes No Annual Deductible Emory Healthcare Network (EHN) Aetna National (In-Network) Out-of-Core- Network 3 Emory Healthcare Network (EHN) Aetna National (In-Network) Out-of-Core- Network 3 Single $1,350 $1,350 $2,000 $800 $900 $1,400 Family $2,700 4 $2,700 4 $4,000 4 $2,400 $2,700 $4,200 Out-of-Pocket Maximum Single $3,000 $3,000 $6,000 $2,300 $2,500 $6,000 Family $6,000 $6,000 4 $12,000 4 $4,600 $5,000 $12,000 Aggregate Yes Yes Yes Yes Yes Yes Primary Care Physician Office Visits 5 Pediatrician or Mental Health Physician Visits Specialist Office Visits Diagnostic Labs and X-Ray Durable Medical Equipment (DME) 10% after 10% after 10% after 10% after 10% after 20% after 20% after 20% after 20% after 20% after $25 co-pay $35 co-pay $25 co-pay $25 co-pay $35 co-pay $50 co-pay 10% after 10% co-insurance (no ) 20% after 20% co-insurance (no ) Routine Preventive Care 6 (Eye Exam, Annual Physical, Flu Shots, GYN Annual) Plan Pays 100% Plan Pays 100% $0 co-pay $0 co-pay Emergency Room Visits 10% after 20% after 20% after $150 co-pay 7 $150 co-pay 7 $150 co-pay Hospitalizations Inpatient/Outpatient Coverage 10% after 20% after 10% after 20% after Behavioral Health Benefits Inpatient Treatment 10% after 20% after 10% after 20% after Outpatient Treatment 10% after 20% after $25 co-pay $25 co-pay 1. $800 is contributed annually to the HSA by Emory Healthcare when Employee+Spouse/SSDP, Employee+Children or Family level coverage is elected. 2. An annual maximum of $800 in incentives can be earned when Employee+Spouse/SSDP or Family level coverage is elected. 3. Amounts applied to and out-of-pocket maximums are limited to the Reasonable and Customary charges. 4. Family applies in the HSA plan when Employee+Spouse/SSDP, Employee+Children or Family level coverage is elected. 5. Includes services of an internist, general physician, family practitioner, dermatologist and allergist. 6. Routine preventive care services ONLY are covered at 100% under the plan. Diagnostic services are subject to the and co-insurance. 7. Co-pay waived if admitted. DISCLAIMER: Every attempt has been made to ensure the chart and information above accurately reflect the details of the plan. Should there be any errors, the terms and conditions of the Summary Plan Description (SPD) prevail Benefits Guide 06/15

14 Wellness Incentives To encourage you to take an active role in your health, Emory Healthcare will provide financial incentives for healthy behavior. You can actually save money on your medical expenses by pursuing a healthy lifestyle. Whether you select the HSA Plan or the POS Plan, you can lower your overall medical costs by participating in healthy activities. If you enroll in the HSA Plan, your incentives will be a contribution to your HSA. If you enroll in the POS Plan, your incentives will be a credit against your (your will be lowered by the incentive amount). Refer to the chart below for amounts. All incentive activities must be completed between January 1, 2015, and November 15, 2015, to be eligible for 2015 incentives. Types of Incentives Aetna s Simple Steps Online Health Assessment Earn a $25 gift card for completing Aetna s Simple Steps online health assessment. The online health assessment is a brief online questionnaire to help you assess your health habits and provide you with next steps to a healthier you. Please note that this incentive activity must be completed before any other incentives can be received. For example, if you get your annual checkup, but don t complete the online health assessment, you will not receive your incentive for the other activity. To complete: 1. Go to 2. Log in or register and click Take a Health Assessment on the left-hand side of the page. 3. On your Health Dashboard, click Launch My Health Assessment in the Health Assessment box. 4. If you have previously taken the online health assessment, you can either click on Start New or Update Current. Annual Checkup One of the most important things you can do for your health is to schedule an annual checkup (or wellness/ preventive exam visit). With a focus on preventive care, an annual checkup includes an age- and genderappropriate history; an examination; a review of risk factors and plans to reduce them; and the ordering of appropriate immunizations, screenings, etc. For women, a well-adult visit or well-women visit will count for this $100 incentive. If you don t have a primary care physician, call Emory HealthConnection at or go to custom/emory to find one. Aetna s Healthy Lifestyle Coaching You will have your own personal, telephonic health coach to help you reach your health-related goals. You can work on one or more of the following: weight management, tobacco cessation, stress management, nutrition, fitness and preventive health. By participating, you can receive $100 upon completion of the third coaching session. To enroll, complete the Aetna Simple Steps Online Health Assessment, self-refer by calling or receive a referral from other Aetna programs. Disease Management Program If you have a chronic condition, the Disease Management Program can provide support and assistance and help you improve your overall health. Diseases can include diabetes, high blood pressure, high cholesterol and more. You can be referred by a physician, through another program, through Aetna, or you can refer yourself. The program involves a series of calls with a nurse who will work with you to effectively manage your condition. Upon four completed phone calls with your nurse, you will qualify for a $200 incentive. You can enroll in a program by going to Log in, click Health Management on the top navigation bar and then click Enroll Now. You can also call Aetna at Note: Incentives are usually credited after the 15th of the month following completion Incentive Amounts For Employee and Spouse/SSDP Healthy Lifestyle Coaching Annual Checkup (preventive exam) Disease Management Maximum Incentive... $ You and your spouse/ssdp can also receive a $25 gift card for completing Aetna s SimpleSteps Online Health Assessment. 06/ Benefits Guide 13

15 Flexible Spending Accounts (FSAs) A Flexible Spending Account (FSA) is funded with money you contribute on a pretax basis. You can use FSA funds to pay for qualified out-of-pocket health care costs for you and eligible dependents or dependent day care charges. According to IRS regulations, each year you must enroll during your first 31 days of employment or the annual benefits enrollment period if you want to participate in either a Healthcare FSA or a Dependent Day Care FSA. Aetna/PayFlex is Emory Healthcare s Flexible Spending Account Administrator. Check your FSA balance online and locate more information at aetnanavigator.com. Healthcare FSA for POS Plan You can contribute between $200 and $2,500 pretax annually into the Healthcare FSA. All money you elect to contribute is accessible immediately. The money you contribute can be used to cover out-of-pocket costs such as: 1. Medical expenses: co-pays, s, coinsurance 2. Dental expenses: s and co-insurance 3. Vision expenses: prescription glasses, contact lenses, co-pays 4. Prescription drug costs 5. Over-the-counter drugs with a prescription Limited Healthcare FSA for HSA Plan HSA Plan members are not eligible for the Healthcare FSA but do have access to a special Limited Healthcare FSA administered through Aetna/PayFlex. You may use the Limited FSA to pay for dental and vision expenses and then for medical expenses once your has been met. Dependent Day Care FSA Money you contribute into a Dependent Day Care FSA can be used toward care for a child under age 13, a physically or mentally disabled parent or child, or elder care for tax-qualified dependents. If you re single or married and filing a joint tax return, you can contribute up to $5,000 into this FSA. If you re married and file separately, you can contribute up to $2,500. If you are a highly compensated employee under the IRS definition ($120,000), you are restricted to an annual contribution of no more than $2,400. Unlike the Healthcare FSA, you can only access the money that is currently in your account. To qualify for reimbursement, these expenses must be incurred so that you (and/or your spouse/ssdp) can work or go to school. HSA Plan members can also participate in the Dependent Day Care FSA. Aetna/PayFlex Card New FSA participants will automatically receive an Aetna/ PayFlex Card in the mail. Please activate the card when you receive it. The use of the Aetna/PayFlex Card is for convenience only. IRS guidelines still require you to retain receipts for any eligible expense for which you receive reimbursement. On occasion, Aetna/PayFlex may request verification of expenses and you will need to submit appropriate documentation for the expense. If not received, the card will be deactivated until the expense can be substantiated as eligible under IRS definitions. Check with Aetna/PayFlex to determine what supporting documentation is required. Use It Don t Lose It The risk of forfeiting money from your Healthcare FSA has been reduced by a grace period (extra time in the following year to use your FSA money). You will be able to use any remaining balance in your Healthcare FSA at the end of 2015 to pay for expenses incurred through March 15, Any 2015 Healthcare FSA funds not used by March 15, 2016, will be forfeited. To avoid forfeiture, purchase items such as prescriptions, eyeglasses, contact lenses and other approved Healthcare FSA expenditures. Reimbursement requests using your previous year s remaining Healthcare FSA balance must be filed by May 15, Please remember to keep all of your receipts, as they are required for verification of expenses. If you have a Dependent Day Care FSA, you do NOT have a grace period in which to use remaining previous year balances. All expenses must occur before December 31, 2015, and claims for the 2015 Dependent Day Care FSA must be filed no later than March 31, 2016, to receive reimbursement Benefits Guide 06/15

16 Dental You can choose from two types of dental plans: the Aetna Traditional Dental (PPO) Plan or the Aetna Dental Maintenance Organization (DMO) Plan. Aetna does not issue dental cards, as it is not required by the provider. However, you can log on to if you wish to print a card. Plan 1- Aetna Traditional Dental (PPO) Plan This plan is a traditional dental plan that allows you to see any dental provider. Some services require you to pay the and applicable co-insurance. The is a set amount that typically you pay before co-insurance starts. Co-insurance is the portion you must pay for services, in most cases, after meeting your. Features of this plan include: 1. Flexibility to choose any provider. This plan has a large number of In-Network providers. 2. Reimbursements for most Out-of-Network claims. 3. Preventive services received by either In-Network or Out-of-Network providers are covered at 100% up to reasonable and customary levels. Some examples of routine preventive services include: Oral examinations Routine, deep cleanings and polishing (Deep cleanings, or full mouth debridement, CPT 4355, are covered under preventive services as a replacement for one of your routine cleanings once in a 24-month period of time under the Aetna Traditional Dental (PPO) Plan.) PLANS Preventive Services (routine and deep cleanings, X-rays, etc.) Fluoride Sealants (permanent molars only) Bitewing X-rays Full Mouth Series X-rays Space Maintainers Plan 2- Aetna DMO Plan The Dental Maintenance Organization (DMO) Plan is a managed care plan that contracts with a list of providers at a set fee schedule. Participants pay copays and do not have to pay co-insurance. This plan offers a limited network of dentists with low member contributions, no and low out-of-pocket co-pays. Out-of-Network coverage is not available. A Primary Care Dentist (PCD) must be selected and a referral is required for specialist care. Make sure to contact the dental provider you select to find out if they are accepting new patients. For a list of scheduled services, network providers and to see what the plan pays, go to custom/emory. Aetna Traditional Dental (PPO) Aetna DMO* In-Network Out-of-Network 1 In-Network Only $0 $0 $0 Basic Services (filling, root canal, etc.) 10% 2 20% 2 Scheduled Major Restorative (crown, bridge, etc.) 50% 2 50% 2 Scheduled Calendar Year Deductible 3 $50/person $150/family $50/person $150/family Annual Plan Payment Maximums $1,500/person $1,500/person None Orthodontia Deductible None None Co-insurance 50% 50% Lifetime Maximum $1,500 $1,500 1 Amounts applied to are limited to the Reasonable and Customary charges 2 After 3 Waived for preventive services * There is no Out-of-Network coverage in the Aetna DMO plan For the 2015 dental plan rates, go to page / Benefits Guide 15 None $2,000 co-pay, limited to one treatment per lifetime DISCLAIMER: Every attempt has been made to ensure the chart and information above accurately reflect the details of the plan. Should there be any errors, the terms and conditions of the Summary Plan Description (SPD) prevail.

17 Dental Continued Dental Plan Rates (Biweekly) Plan Aetna Traditional Dental (PPO) Aetna DMO Full-time* Part-time** Full-time* Part-time** Employee Only $11.50 $15.71 $8.50 $ Person $23.50 $31.91 $15.50 $21.66 Family $36.50 $50.25 $26.50 $34.21 * Full-time rates apply for employees scheduled to work 31 or more hours per week. ** Part-time rates apply for employees scheduled to work hours per week. Vision Emory Healthcare offers an optional vision plan through EyeMed Vision Care. Features of this plan include: 1. Routine annual eye exam $0 co-pay. 2. Single, bifocal, trifocal, lenticular lenses $0 co-pay. 3. Progressive lenses $65 co-pay. 4. Frames Up to $150 allowance, 20% off balance over $ Contact lenses (conventional and disposable) $0 co-pay up to $200 allowance, 15% off balance over $200 on conventional lenses. 6. Benefits provided once every 12 months for lenses or contact lenses. 7. Contact lens and frame allowance are a one-timeuse benefit. Members are encouraged to use their full allowance at the time of initial service. Unused balances are not available for future visits during the same plan year in which the initial service was utilized % off unlimited additional prescription eyewear purchases % off nonprescription sunglasses. For a complete list of plan details, go to Providers EyeMed Vision Care offers a large network of providers, including the Emory Eye Center, LensCrafters, Pearle Vision and more. For a complete list of providers, call or go to (click Locate a Provider, then Select Your Network dropdown menu and choose Select, then enter your zip code and click Submit). The group number is Vision Coverage Through Your Medical Plan Employees enrolled in one of Emory Healthcare s medical plans receive one vision exam per calendar year at an optometrist or ophthalmologist. Because an annual vision exam is considered preventive care, it is covered at 100%. Locate a participating vision provider at Vision Plan Rates (Biweekly) Employee Only $5.08 Employee+Child(ren) $10.15 Employee+Spouse/SSDP $9.64 Family $14.94 Full-time & Part-time (rates are the same) Discounts at the Emory Eye Center All Emory Healthcare employees and their immediate family members are eligible to receive services and discounts at the Emory Eye Center. For a complete list, visit To schedule an appointment, call Benefits Guide 06/15

18 Additional Benefits Short-Term Disability (STD) STD coverage provides you with a portion of your salary if a temporary illness or injury causes you to be unable to work. You must first use all of your accrued comprehensive leave (PTO) and extended illness leave before receiving STD benefits. Although your contributions are taken on an after-tax basis, any benefit you receive is tax free. Coverage begins on the first of the month following your election. You can purchase STD coverage to receive 60% of your base salary for a period of up to 180 days (inclusive of the waiting period) up to a maximum benefit of $2,500 per week. After 180 days, long-term disability (LTD) coverage begins. In making this purchase, you can choose one of three waiting periods. A waiting period is the length of time you must wait before your STD benefit starts. Your choices of waiting periods are 15, 30 or 60 days. If you do not enroll within 31 days of hire or a status change, you may enroll during the annual benefits enrollment period. However, pre-existing condition limitations apply when you enroll or decrease your waiting period. Annual Employee Cost per Waiting Period $100 Covered Salary 15 days $ days $ days $.26 Here is an example of how the costs differ per waiting period for an employee who earns $40,000 per year. Waiting Period Annual Cost Cost / Paycheck 15 days 30 days 60 days ($40,000 $100) x $.97 = $388 ($40,000 $100) x $.47 = $188 ($40,000 $100) x $.26 = $104 $ pay periods = $16.17 $ pay periods = $7.83 $ pay periods = $4.33 Long-Term Disability (LTD) LTD coverage provides 60% of your base salary after the 180-day elimination period. Emory Healthcare s LTD coverage has a monthly maximum benefit of $15,000. Emory Healthcare pays 100% of the cost of LTD coverage. It is automatically provided on the first of the month after you have completed one year of service in a benefits-eligible status. If you move to a non-benefits-eligible status and subsequently return to a benefits-eligible status, your waiting period will start over. For LTD coverage, the 60% salary benefit is taxable. Supplemental LTD After a year of benefits-eligible service, Emory Healthcare offers employees the ability to purchase additional LTD income protection. The supplemental long-term disability plan benefit allows employees to insure a higher percentage of income. You can increase your LTD benefit to 66.67% of your pay for a cost of $.38 per $100 of your salary. The additional LTD benefit is tax free. Coverage begins on the first of the month following your election. Pre-existing Condition Limitations When you first become eligible for LTD and Supplemental LTD coverage or enroll for the first time during annual enrollment for STD or decrease your waiting period for STD, your eligibility for coverage is subject to pre-existing condition limitations. Under the terms of the plans, you have a pre-existing condition if: you received medical treatment; consultation; care or services, including diagnostic measures; or took prescribed drugs or medicines in the three months prior to your effective date of coverage; and the disability begins in the first 12 months after your effective date of coverage. 06/ Benefits Guide 17

19 Additional Benefits Life and Accident Insurance Emory Healthcare provides basic life insurance through The Standard equal to your annual base salary (up to $50,000) at no cost to you. You don t need to do anything to enroll. You will be required to name a beneficiary. Supplemental Life Insurance Employee Coverage You can elect supplemental life insurance through The Standard in increments of $10,000 up to $750,000. You will need to complete evidence of insurability (EOI) for elections of $500,000 or more. During the annual benefits enrollment period, you can elect to increase your existing coverage up to $20,000 without satisfying evidence of insurability (EOI). If you initially waived coverage or if you are increasing your existing coverage by more than $20,000, EOI is required Monthly Rates Per Employee/Spouse/SSDP $10,000 Coverage Age Less than 25 $ Dependents Rates Rates per $2,000 coverage $.42 Here is an example of how the costs for a supplemental life insurance policy are calculated for an employee, age 42, who elects a $100,000 life insurance policy. Annual Cost ($100,000 $10,000) x 1.05 x 12 = $ Cost/Paycheck $ pay periods = $5.25 Spouse/SSDP Coverage Employees can elect spouse/ssdp supplemental life insurance through The Standard in increments of $10,000 up to $500,000. They will need to complete evidence of insurability (EOI) for elections of $100,000 or more. During the annual benefits enrollment period, you can elect to increase existing spouse/ssdp coverage up to $10,000 without satisfying EOI. However, if you initially waived coverage or if you are increasing your existing coverage by more than $10,000, EOI is required. Note: At age 70, supplemental life coverage reduces to 65% of the original face amount; at age 75, it reduces to 50% of the original face amount. Child Coverage Life insurance can be purchased for your eligible children in increments of $2,000 (up to $10,000). EOI is not required. Accidental Death & Dismemberment (AD&D) Accidental Death & Dismemberment (AD&D) insurance provides coverage for accidental dismemberment or accidental death and is provided through The Standard. You can purchase AD&D for yourself and your spouse/ SSDP in increments of $10,000 (up to $250,000). Coverage begins on your date of hire. You can purchase coverage for dependent children at levels of $5,000, $10,000 or $15,000. No EOI form is necessary to enroll in this benefit. The AD&D monthly premium costs $.017 per $1,000 coverage. Your Beneficiary Your beneficiary is the person(s) who will receive your life insurance benefits when you die. Your beneficiary can be a person or multiple people, charitable institutions or your estate. Once named, your beneficiary remains on file until you make a change. If your family situation changes, you will want to review the beneficiaries on file and make updates, if necessary. If you do not name a beneficiary, your life insurance benefits will automatically go to your estate. To designate a beneficiary, go to e-vantage and then your Benefits Summary on Benefits Guide 06/15

20 Additional Benefits Emory Healthcare offers a variety of additional benefits for employees and their families. A brief summary is available below. For more detailed information, access the Emory Healthcare Benefits website on Employee Resources and Your Benefits. Long-Term Care Coverage Emory Healthcare offers optional coverage for long-term care through UNUM. If you do not enroll within 31 days of hire, you may enroll during the annual benefits enrollment period and must complete an EOI form and be approved by UNUM. Guaranteed issue is only available during the new hire period. Long-term care is designed for people who need assistance with daily living activities due to an accident, illness or advancing age. Enrollment kits for you and/or your spouse/ssdp are available online at w3.unum.com/enroll/emoryhealthcare. For additional information, contact UNUM at Group Home and Auto Insurance Emory Healthcare provides access to this voluntary coverage through MetLife for home and auto insurance. This coverage is available at group rates that are lower than those typically available to individual policyholders. You have access to a wide range of personal property and casualty insurance products through MetLife. You may get coverage for your automobile, boat, motor home or recreational vehicle. For more information or to receive a personal quote, call MetLife at GET-MET8 ( ). Aflac Emory Healthcare provides a voluntary coverage through Aflac for hospital, cancer and accident insurance. These policies are available at group rates that are lower than those typically available to individual policyholders. You have access to a wide range of policy and rider insurance products through Aflac. For more information and to enroll, log on to or call Aflac at Prepaid Legal Plan Whether you have planned legal expenses or just want to be prepared for the unexpected, MetLife s Group Legal Plan through Hyatt Legal Services is available to meet your needs. Through the plan, you have access to more than 4,000 law firms and 9,000 attorneys nationwide. Attorneys are available for both telephone and office consultations. For more information, call MetLife/Hyatt Legal Services at You can enroll online in the enrollment tool on e-vantage. If you do not enroll within 31 days of hire, you may enroll during the annual benefits enrollment period. You can only cancel this benefit during the annual benefits enrollment period. For more information on other additional benefits available to you, go to the Your Benefits site under the Employee Resources tab on 06/ Benefits Guide 19

21 Additional Benefits Retirement Plan Options Emory Healthcare is committed to providing competitive retirement plans for its employees. To make saving for the future easy, we offer payroll deduction and a variety of pretax and after-tax options. Please read the following pages to discover your options and learn how you can plan well for your future retirement. What is Included in Emory Healthcare s Retirement Plan? Emory Healthcare-sponsored retirement plans include the following: 1. Social Security (Each pay period, Emory Healthcare contributes 7.65% of employees salaries toward their Social Security and Medicare benefit.) 2. Defined Contribution 403(b) Plan Who is Eligible to Participate in Emory Healthcare s Retirement Plans? General Retirement Plan Eligibility At-A-Glance Retirement Program 403(b) Plan with employer contribution and 100% match Retirement program eligibility Plan eligibility for employer contribution and match All full-time and part-time employees who work at least 20 scheduled hours per week are eligible to enroll immediately upon date of hire. Full-time and part-time employees with one year of service who have worked more than 1,000 hours and are at least age 21.* *Registry employees are not eligible for the employer 2% contribution Benefits Guide 06/15

22 Additional Benefits Retirement Plan Options Continued 403(b) with Employer Contribution and 100% Match A Defined Contribution 403(b) is a tax deferred plan available to employees of certain nonprofit organizations. Contributions and investment earnings grow tax-deferred until withdrawal, at which time they are taxed as ordinary income. Eligible employees can begin contributing to the 403(b) upon hire. Employees will be eligible for the employer contribution and employer match upon satisfying the one-year waiting period (assuming the employee worked 1,000 hours during that year) and reaching age 21. How the Retirement Program 403(b) Works 1. Employee contributions Eligible employees can contribute to the plan, up to the annual maximum set by the IRS ($18,000). Employees age 50 or older can contribute an additional amount over the IRS maximum amount ($6,000). 2. Emory Healthcare s contributions Eligible employees receive Emory Healthcare s contributions as follows: 1. All eligible employees receive an automatic 2% Emory Healthcare contribution even if they are not actively contributing to the 403(b) plan* 2. Additionally, if they are actively contributing to the plan, the employees receive an added match based on years of service: 100% match on the first 4% if they have less than 10 years of service 100% match on the first 5% if they have 10 or more years of service Emory Healthcare s contributions are effective the first of the month after an employee meets the eligibility requirements. If an employee enrolls after meeting these requirements, matching contributions will be effective on the date enrollment elections are submitted. The total annual EHC contribution opportunity is 7% of eligible pay upon attaining 10 years of service. 3. Ownership Eligible participants are always 100% vested in their contributions and in the money their contributions earn. After three years of service, they are also 100% vested in Emory Healthcare s contributions (the automatic 2% and any additional matching contributions) and the earnings on those contributions. 4. Investment variety The plan offers a diverse mix of investment options. Keep reading to learn more. Making Contributions to the Plan Employees have the option of directing 403(b) contributions as pretax contributions or as Roth aftertax contributions, or some combination of the two that does not exceed that year s contribution limits. 5. When employees make pretax contributions, they put off paying federal and, in most cases, state and local income taxes on the money earned on their contributions. They pay taxes only when they take a distribution or withdrawal from their account. Early withdrawals may be subject to penalties in addition to taxes you pay. By deferring the taxes on their pretax contributions, they lower their taxable income and increase their take-home pay. Employees must pay taxes when they withdraw their money. 6. The Roth after-tax contribution allows employees to save for retirement by contributing after-tax dollars to an account that grows tax deferred. At the time of distribution in retirement, the withdrawal of these contributions are tax free; however, the earnings on any contributions are taxed unless the employee s account has been open at least five years and they have reached age 59 1 /2. *Registry employees are not eligible for the employer 2% contribution. 06/ Benefits Guide 21

23 Additional Benefits Retirement Plan Options Continued Four Ways to Invest Your 403(b) Plan Contributions Emory Healthcare s 403(b) plan offers you Four Ways to Invest. Lifecycle Investments Lifecycle investments offer you the convenience of investing your contributions into a fund that is managed for you by providing ready-mixed investments. Lifecycle investments are allocated and invested based on your projected retirement timeline, starting out with a higher allocation to stocks when you are younger, and then reallocating gradually toward more conservative assets as you get closer to retirement. Each of the funds assumes a retirement age of 65, so try to select the appropriate fund based on when you plan to retire. All of Emory Healthcare s Retirement Savings and Matching Plan vendors offer Lifecycle investments Fidelity (Freedom Funds), TIAA-CREF (Lifecycle Funds) and Vanguard (Target Retirement Funds). These funds are monitored by Emory Healthcare and managed by the vendors; contact your vendor(s) of choice for more information. Core Investments Core investments streamline your fund choices across major asset classes, enabling you to make easier investment decisions. Selecting funds in the Core investment category enables you to select and combine investments to create a diversified retirement portfolio. These funds are monitored by Emory Investment Management. Contact your vendor(s) of choice for more information. Expanded Investments Expanded investments provide greater choice and options across all major asset classes. Selecting funds in the Expanded investment category enables you to create a portfolio that is tailored to your individual retirement goals. These funds are monitored by Emory Investment Management. Contact your vendor(s) of choice for more information. The Mutual Fund Brokerage Window The Mutual Fund Brokerage Window gives you access to the world of mutual fund investments. The window provides the flexibility of a brokerage account, with the advantage of investing your retirement savings plan money through the Emory Healthcare 403(b) plan. This option provides more opportunities to create a retirement portfolio that matches your goals, time frame and risk tolerance. You also can monitor your portfolio and adjust it as your needs change. Funds available through the Mutual Fund Brokerage Window are not selected or monitored by Emory Healthcare or Emory Investment Management in any way, and investments are made at your own risk. Contact your vendor(s) of choice to discuss which funds are available to you. Accessing Your 403(b) Plan Account While Employed If you need to take a distribution from your 403(b) plan account while you are an Emory Healthcare employee, there are several options for you. Plan Loan A plan loan enables you to borrow funds from your employee contributions and vested employer match money only. Plan loans are repayable through direct debit of your checking or savings account over the time frame of the loan and do not require you to cease participating in the plan during the term of the loan. No penalties are incurred by participants accessing their money. Once all forms are completed/submitted to the appropriate retirement plan vendor, this process typically takes 10 business days. Hardship Withdrawal A hardship withdrawal enables you to withdraw funds from your contributions to cover certain medical, educational, home purchase or repair items. Hardship withdrawals cannot be repaid, are subject to IRS penalties for early withdrawal, are taxable to the participant and require that you cease participation in the plan for six months. Once all forms are completed/ submitted to the appropriate retirement plan vendor, this process typically takes seven business days Benefits Guide 06/15

24 Additional Benefits Retirement Plan Options Continued In-Service Withdrawal An in-service withdrawal from your contributions is available to employees who have reached 59 1 /2 years of age. Withdrawal requests do not have to meet certain reason requirements, are not subject to IRS penalties for early withdrawal and do not require you to cease participation in the plan. Withdrawals are taxable to the participant at the time they are received. Once all forms are completed/submitted to the appropriate retirement plan vendor, this process typically takes seven business days. Contact your 403(b) plan vendor to learn about options for accessing funds in your retirement plan while employed at Emory Healthcare. Retirement Plan Counseling Fidelity Investments, TIAA-CREF and Vanguard all offer individual counseling sessions at Emory Healthcare throughout the year. Representatives can provide information on investing for retirement, the differences between the retirement benefits available to you and how to diversify your portfolio. To view the retirement counseling schedule, go to the Benefits page on www. ourehc.org and Employee Resources. You may also schedule an individual session by contacting a vendor at the number below. Vendor Contacts for All Retirement Plans Company Phone Online Fidelity Investments TIAA-CREF Financial Services atwork emoryhealthcare Vanguard Enrolling and Making Changes in the 403(b) Plan You can enroll or make a change in your 403(b) plan any time using e-vantage. Just follow these steps: 1. Step 1: Go to the Emory Healthcare intranet home page ( and select e-vantage from the menu on the right. 2. Step 2: Log in using your Emory Healthcare username and password. 3. Step 3: Click Self Service on the left. 4. Step 4: On the Self Service page, click Benefits, then click 403(b) Savings Plan Election. 5. Step 5: From here, click the Click here to enroll, change, or stop 403(b) elections button to: a. Make your contribution elections. You can calculate your maximum allowed contributions by clicking the Click here to model 403(b) maximum contributions button. Basic Contributions Supplemental Contributions Retirement Program Up to 5% In excess of 5% b. Make your vendor selections. Note: If you participate in the Retirement Program, you will need to make vendor selections for the employer contribution, even if you choose not to contribute to the plan. If you do not make a vendor selection, any contributions will be invested with Vanguard, the default vendor. Step 6: After selecting your elections, click the Submit Elections Remember: button. You You can may access print this a copy site any of this time page to for your enroll, records. change your elections, stop contributions and change your vendor selections. If you submit your changes prior to payroll processing, your changes will be effective on the next paycheck. Otherwise, your changes will be effective on the following paycheck. 06/ Benefits Guide 23

25 Additional Benefits Retirement Plan Options Continued Once you have successfully enrolled, contact the vendor(s) you have selected and make your investment elections. Note: Until you contact the vendor(s) to make your investment elections, any contributions you make to the plan will be invested in Emory Healthcare s default investment. The default fund for all the plans is the Lifecycle investments. 1. To change your allocations and funds with your selected vendor(s), go online to your retirement vendor account. You also can contact your 403(b) plan vendor(s) to make beneficiary changes. 457(b) Deferred Compensation Plan The 457(b) deferred compensation plan is another way to save for retirement. Eligibility is limited by government regulations to senior leaders in an organization. At Emory Healthcare, eligibility is limited to individuals with a base salary of at least $150,000. A 457(b) plan in some ways works similar to the 403(b) plan. A few similarities include: 2. Contributions to the 457(b) plan are pretax and grow tax deferred until retirement. 3. There is a maximum contribution amount (deferral) a participant can make annually. This amount is $18,000. Contributions to the 457(b) are in addition to contributions made to the 403(b) plan. 4. Distributions are required at termination unless a one-time election is made to defer to a later date. However, distributions must be made by age 70½. Some distinct differences between the 457(b) and 403(b) plans include: 5. Emory Healthcare does not contribute to or match participant contributions to the 457(b) plan. 6. Hardship withdrawals and plan loans are not permitted in the 457(b) plan. 7. The 457(b) plan has a slightly different lineup of investment choices. How to Enroll in the 457(b) Plan 8. Step 1: Contact the Employee Resource Center to obtain the Elective Deferred Compensation Agreement form. Complete the form, detailing your vendor selections and salary reduction amount, and submit it to the Employee Resource Center. 9. Step 2: Complete the account applications for the vendor(s) you selected (457(b) TIAA-CREF Enrollment Form, 457(b) Fidelity Custodial Account Application, 457(b) Vanguard Account Application). Submit the completed form to the vendor. 10. Step 3: Select funds from the Investment Performance Chart or contact the vendor(s) to schedule a counseling session. How to Make Changes to the 457(b) Plan 11. Change your contribution amount by filling out a new Elective Deferred Compensation Agreement with the new amount and submitting it to the Employee Resource Center. 12. Add or change your vendor selection by filling out a new Elective Deferred Compensation Agreement, detailing your vendor selection(s) and salary reduction amount, and complete an application for the vendor(s) you select. Submit the form to the Employee Resource Center. To make beneficiary changes, contact your retirement vendor(s). Vendor Contacts for All Retirement Plans Company Phone Online Fidelity Investments TIAA-CREF Financial Services atwork emoryhealthcare Vanguard Benefits Guide 06/15

26 Additional Benefits Comprehensive Leave/Paid Time Off (PTO) Comprehensive leave/paid time off (PTO) is provided to regular employees who work at least 20 hours per workweek to use for scheduled and unscheduled absences except jury duty and extended illness. The comprehensive leave/pto plan is designed to provide flexibility to employees in the use of their paid time off by combining such traditional leaves as vacation, sick, holiday and emergency leave into a single leave account. Comprehensive leave/pto is earned or accrued each pay period based on hours paid each pay period, including hours worked and paid time off, up to 80 hours. Through five years 26 days per year = 8.00 hours accrued per paycheck 6-10 years 31 days per year = 9.54 hours accrued per paycheck Cash-In Option The maximum accumulation for comprehensive leave/ PTO is 320 hours. Employees are automatically paid for all comprehensive leave/pto time that exceeds 320 hours. During a specific period in November and May of each calendar year, employees may cash-in any unused comprehensive leave/pto hours in excess of 80 hours for full-time employees and 40 hours for part-time employees, at 80% of their regular hourly rate of pay. Employees who have completed six consecutive months of employment in a benefits-eligible status are automatically paid unused comprehensive leave/pto hours at separation of employment or if changing to a non-benefits-eligible status. Visit HR Policies and Procedures located on the Virtual Desktop for details years 34 days per year = hours accrued per paycheck 21 or more years 37 days per year = hours accrued per paycheck Hours for regular, part-time employees who work at least 20 hours are prorated based on hours paid each pay period. 06/ Benefits Guide 25

27 Additional Benefits Extended Illness Leave Benefit Emory Healthcare provides benefits-eligible employees an income protection benefit for use in the event of an extended absence from work because of an employee s personal illness, injury, pregnancy, childbirth or other medical conditions. Use of the extended illness leave benefit (EILB) will be authorized only to eligible employees who are medically unable to perform job duties and have provided written medical certification from a health care provider authorizing the medical necessity for absence from work. Remember: Planning for any life event is still necessary. By planning ahead, employees can ensure they will continue to receive a paycheck until the start of long-term disability (180 calendar days) if they become ill. Medical Certification Medical certification is required prior to use of the extended illness leave benefit, as well as to confirm first day of your inpatient admission. An inpatient admission is defined as greater than 24 hours admission to a hospital. Emergency department, same day/outpatient surgery or observation unit admissions are not defined as inpatient. PTO Requirement with EILB Usage If an employee is employed at a 40 hours standard workweek, an absence of 40 consecutively scheduled work hours must elapse prior to being eligible to consider use of the extended illness leave benefit. Employees who work less than a 40 hour standard workweek must have the number of hours of their standard workweek, as reflected in the Human Resources job record, elapse prior to being eligible to charge extended illness leave benefit for the absence (i.e., a 36-hour-week employee = 36 consecutive scheduled work hours missed, or 24-hour-week = 24 consecutive scheduled work hours missed). Comprehensive leave/pto must be charged during the initial 40 scheduled work hours of absence or the number of hours of the employee s standard workweek. If the employee has not accrued enough comprehensive leave/ PTO, any accrued comprehensive leave/pto available will be combined with unpaid hours to equal 40 hours (or the appropriate workweek hours). Use of the extended illness leave benefit may be authorized only after the initial hours of the standard scheduled work week are missed due to the employee s medical condition. The comprehensive/ PTO hours are waived beginning the first day of an inpatient admission during the employee s initial standard workweek missed from the job. Medical certification is required to confirm the date of an inpatient admission including admission for delivery of newborn. Inpatient admission is defined as greater than 24 hours admission into a hospital. If you have exhausted your EILB, you must use any accrued comprehensive leave/pto for any subsequent absence(s) from work due to illness or injury. EILB Accrual/Accumulation The extended illness leave benefit is earned or accrued each pay period beginning the first day of employment in a benefits-eligible status. The accruals are based on hours paid each pay period, which includes worked and paid time off hours up to 80 hours in the pay period. The accrual rate for the extended illness leave benefit is the same rate per hour for all eligible employees and not affected by an employee s years of service. Accrual is based on the extended illness leave benefit computation chart. The maximum accumulation limit for the extended illness leave benefit is 800 hours. As employees accruals reach 800 hours, the benefit will be capped, and no additional earnings will accumulate until EILB hours are charged to an absence for medical reasons and go below 800 hours Benefits Guide 06/15

28 Additional Benefits Extended Illness Leave Continued Case Management Case management provides employees and leadership assistance managing medical absences, medical information, restrictive duty and return-to-work details. The nurse case manager and centralized leave staff will partner with you to help navigate the process. No Cash-In Option EILB is not subject to a cash-in option during employment nor upon separation from employment. Visit HR Policies and Procedures located on the Virtual Desktop for details. Employee Education Plan As an academic institution, we fully support education and learning for our employees. Eligibility The Employee Education Plan allows full- and part-time employees, who work at least 20 hours per workweek, to take up to 18 credit hours per calendar year at an accredited college or university after satisfying one year of employment for an undergraduate degree or two years for a graduate degree. Courses must be job-related and fill an identified need. Employees also need to have a Solid, Solid (2, 2) PA rating on their most recent Performance Advantage Review, including Mid- Year Review. The rating of Solid, Solid must also be maintained throughout the employee s participation in the program. Reimbursement Full-time, benefits-eligible employees can receive at least 80% of approved tuition charges paid up to an annual dollar maximum of $7,500 per calendar year for graduate program courses and $5,250 per calendar year for undergraduate program courses. Part-time, benefits-eligible employees are to be reimbursed at least 40% of their tuition costs paid up to $3,750 per calendar year for graduate program courses and $2,625 per calendar year for undergraduate program courses. A grade of C or above is required for reimbursement. Work Commitment The work commitment begins once an employee completes their degree, calculated from their last reimbursement. The work commitment is one year for undergraduate degrees and two years for graduate degrees. If an employee voluntarily terminates employment prior to satisfying the work commitment, they agree to reimburse Emory Healthcare the sum of the reimbursements received that did not satisfy the work commitment, not to exceed $5,000. If an employee moves into a PRN position or becomes ineligible for benefits, then time in this non-benefitseligible position counts toward satisfying the work commitment. How to Enroll If you are interested in taking advantage of the tuition reimbursement program available to all Emory Healthcare employees, you will need to apply online via e-vantage, Self Service, Employee Education Plan. All you need is your user ID and password to access. You can review and track all applications online. For more details on the Employee Education Plan, visit HR Policies and Procedures on the Virtual Desktop. The Georgia Higher Education 529 Savings Plan offers a convenient way for you to save money for your child s college education. To enroll in the plan, call or visit 06/ Benefits Guide 27

29 Additional Resources Medical Information Emory Healthcare Network (EHN) Exclusive network just for you EHN facilities include: Children s Healthcare of Atlanta (including Egleston and Scottish Rite) Emory Johns Creek Hospital Emory Rehabilitation Hospital, In Partnership with Select Medical Emory Saint Joseph s Hospital Emory University Hospital Emory University Hospital Midtown Emory University Orthopaedics & Spine Hospital Emory Wesley Woods Hospital Grady Memorial Hospital (including Hughes Spalding) Southern Regional Medical Center EHN physicians include: Emory Clinic physicians Private practice physicians who have admitting privileges at either Emory University Hospital Midtown, Emory Johns Creek Hospital, Emory Saint Joseph s Hospital or Emory Wesley Woods Hospital Locate a participating EHN physician or facility at docfind/custom/emory or call or the Emory Healthcare EVIP Appointment Line at EVIP. Aetna National (In-Network) Providers and facilities are part of both medical plans through Aetna National Network. Co-pays, co-insurance and s are higher than with the EHN. Newton Medical Center will remain In-Network for Out-of-Core-Network Providers and facilities not participating with Aetna are considered Out-of-Core- Network. Costs are the highest. Facilities in the Out-of-Core- Network include: All DeKalb Medical facilities All Gwinnett Medical facilities All Northside facilities All Piedmont Healthcare facilities All WellStar facilities Atlanta Medical Center Cartersville Medical Center Eastside Medical Center North Fulton Hospital Rockdale Medical Center Out-of-State Coverage If you or your covered dependents live outside of Georgia, you may search for providers in Aetna s national network at emory. International Coverage If you live or travel outside the U.S., only coverage for urgent/acute care is provided In-Network. Routine care will be covered as Out-of-Core-Network. Call Aetna at for more information. Emergency Coverage Emergencies are always covered at the In-Network co-pay or co-insurance level. Contact Aetna within 48 hours. Emory HealthConnection Emory HealthConnection is available to assist you in selecting the right Emory provider to meet your needs. Emory HealthConnection can be reached at www. emoryhealthcare.org or by calling EVIP Emory Employees Appointment Line Emory Healthcare is committed to the health care needs of its employees and to meet this commitment, will facilitate and expedite employee access to Emory providers. The EVIP Appointment Line was developed for this purpose. EMORY HEALTHCARE EMPLOYEES AND FAMILY MEMBERS CAN SIMPLY CALL EVIP FOR EXPEDITED ACCESS TO EMORY PHYSICIANS. Features of the 8-EVIP line include: 1. Senior level call agents, answering from 8:00 a.m. to 5:00 p.m., Monday-Friday, can assist you in making appointments with Emory Clinic providers. 2. Assurance that non-urgent appointments will be scheduled within 14 days with the first available provider. If your preferred provider is not available, we will connect you with another well-qualified Emory Clinic provider or Emory-affiliated practice. 3. Assurance that urgent appointments will be clinically reviewed to secure an appointment within a medically appropriate time frame. This may include a referral to Emory Healthcare s Express Care Clinic or an Emory-affiliated CVS MinuteClinic Benefits Guide 06/15

30 Additional Resources Medical Information Emory Pharmacies These full-service pharmacies provide the same 90-day prescription benefits as CVS/caremark. The Pharmacy at Emory Emory Clinic Building A, Second Floor Monday-Friday, 9 a.m.-6 p.m. Call or visit them online at Emory Saint Joseph s Apothecary 5671 Doctors Building, Second Floor Monday-Friday, 9 a.m.-5 p.m. Call for more information. Have an Emory Healthcare physician? Have you signed up for our patient portal technology? Request your invitation today. If you receive care from an Emory Healthcare physician, you are strongly encouraged to take advantage of our patient portal technology a convenient and secure health-management tool available to our patients. Patient portal technology provides you with increased access to your care team, resources and empowerment to manage your health. To request an invitation, visit org/patientportal or call Note: If you see an outpatient private practice provider, that provider may have a separate portal in place. Please contact your provider directly. Pregnant or thinking of having a baby? Looking for a great OB/GYN? Emory Clinic s OB/GYN department is accepting new patients and can accommodate appointments within a week, as the department has added several physicians. High-risk pregnancy care consultation can also be provided by the department s maternal-fetal medicine specialist. To schedule an appointment with an Emory Clinic physician, call / Benefits Guide 29

31 Important Numbers and Websites Vendor/Organization Contact Number Web Address Emory Healthcare Employee Resource Center Aetna: Locate a Provider: Medical Behavioral Health Wellness Incentive Programs Plan Comparison Tool: Aetna/PayFlex (Health Savings Account and Flexible Spending Accounts) Aetna Dental Aflac CVS/caremark Pharmacy Manager - HSA and POS plans EyeMed Vision Care Fidelity Hyatt Group Legal (MetLife) MetLife Auto and Home GET-MET8 The Standard (Life Insurance) TIAA-CREF UNUM (Long-Term Care) UNUM Short-Term Disability Long-Term Disability Supplemental LTD (Customer Service) (Claims) Vanguard Benefits Guide 06/15

32 06/ Benefits Guide 31