How To Know What Happens To Your Benefits When You Quit Your Job

Transcription

1 Westinghouse Electric Company Events Guide Benefits in the Event of: Leave of Absence Disability Layoff / Permanent Separation Death Furlough Voluntary Quit / Involuntary Termination Revised January 2015 Contents How Your Benefits Are Impacted By Certain Events (Leave of Absence, Disability, Layoff / Permanent Separation, or Death)... 2 If You Are On Furlough... 8 If You Voluntarily Quit or are Involuntarily Terminated (not Layoff or Permanent Separation)... 8 What To Expect... 9 Beneficiary Designation Special Information if You Are on Disability or a Leave of Absence Additional Information If You Are On Disability If You Have Questions

2 How Your Benefits Are Impacted By Certain Events Continuation of coverage, whether company continuation or COBRA, can only occur if the employee is enrolled in coverage on the day before the event. If the employee is not enrolled in coverage on the day before an event, the employee cannot continue coverage, as there is no coverage to continue. The information in this Guide generally applies to all full-time U.S. based employees, except for items specifically defined in the respective union collective bargaining agreements. When one of the events listed below occurs, your coverage(s) either: Stop at midnight on your last day worked; Continue under company continuation if you pay any required contributions; or Continue under COBRA if you elect it and pay any required contributions. The chart below gives you more information about what happens to each benefit coverage when certain events occur. For Part-Time employees and Newington Boilermakers, send the Westinghouse Benefits Center a question via the Contact Us page on the Your Benefits Resources Web site, or call the Benefits Center, if you need information about what happens to your benefit coverages as a result of these events, as it may differ from that which is described in the Events Guide. Medical and Vision FMLA Leave of Absence (1) COBRA paying active rates for first 12 months; full COBRA rates thereafter until Other LOAs: COBRA paying active rates for length of leave. Total Disability (2) for 6 months, or length of salary continuation period if longer; then COBRA. No contributions for period of salary continuation paid at 60%, during the period of Accident and Sickness payments, and for first 18 months on COBRA. COBRA continued for another 12 months (to 36 months from last day worked) by paying active rate. Layoff/ Permanent Separation (1), (3) < 3 yrs. Eligibility Service: COBRA paying full COBRA rates until COBRA continuation period expires. At least 3 yrs. but < 25 yrs. Eligibility Service: COBRA paying active rates for 12 months; full COBRA rates thereafter until At least 25 yrs. Company Continuation paying active rates for 12 months; pay 50% of total cost of coverage until Medicareeligibility. Death of Active Employee (1), (4) If employee did not meet age and service requirements: COBRA at no cost for 12 months; then full COBRA rate until If employee met age and service requirements: to Medicare-eligibility at no cost for first 12 months; survivor rates thereafter. 2

3 Company Contributions to the Aetna Health Savings Account (if enrolled in the Aetna CDHP) Dental FMLA Continues for length of leave. Leave of Absence (1) Continues as long as you are accruing eligibility service. COBRA paying active rates for first 12 months; full COBRA rates thereafter until Other LOAs: COBRA paying active rates for length of leave. Total Disability (2) Continues as long as you are accruing eligibility service. for 6 months, or length of salary continuation period if longer; then COBRA. No contributions for period of salary continuation paid at 60%, during the period of Accident and Sickness payments, and for first 18 months on COBRA. COBRA continued for another 12 months (to 36 months from last day worked) by paying active rate. Layoff/ Permanent Separation (1), (3) Stops on last day worked. < 3 yrs. Eligibility Service: COBRA paying full COBRA rates until COBRA continuation period expires. At least 3 yrs. Eligibility Service (includes those with 25 or more years of service): COBRA paying active rates for 12 months; full COBRA rates thereafter until Death of Active Employee (1), (4) Stops on last day worked. If employee did not meet age and service requirements: COBRA at no cost for 12 months; then full COBRA rate until If employee met age and service requirements: to Medicare-eligibility at no cost for first 12 months; survivor rates thereafter. Employee Assistance Program for length of leave. COBRA at no cost rate until COBRA continuation period expires. Other LOAs: COBRA at no cost for length of leave. for 6 months, or length of salary continuation period if longer (company paid); then COBRA at no cost until COBRA continuation period expires. < 3 yrs. Eligibility Service: COBRA paying full COBRA rates until COBRA continuation period expires. At least 3 yrs. COBRA at no cost until COBRA continuation period expires. COBRA a no cost until Health Care Spending Account for earlier of length of leave or end of calendar year by paying active contribution rate. COBRA paying full COBRA rates until the end of the calendar year. for 6 months, or length of salary continuance period if longer by paying active contribution rate (payroll deduction for period of salary continuance; direct billed for contributions during period of Accident and Sickness); then COBRA paying full COBRA rate until the end of the calendar year. COBRA paying full COBRA rates until the end of the calendar year. COBRA paying full COBRA rates until the end of the calendar year. 3

4 Day Care Spending Account FMLA No contributions allowed. No reimbursement can be made for claims incurred during period of leave. Leave of Absence (1) No contributions allowed. No reimbursement can be made for claims incurred during period of leave. Total Disability (2) Contributions continue during period of 100% Salary Continuance, Otherwise, no contributions allowed. No reimbursement can be made for claims incurred during period of leave. Layoff/ Permanent Separation (1), (3) Death of Active Employee (1), (4) Basic Life for length of leave. for 12 months. Other LOAs: for length of leave. < 1 yr. Eligibility Service or are age 65 or older when disability begins: for 12 months. At least 1 yr. but < 10 yrs. Eligibility Service: to 1 st of month after 65 th birthday. At least 10 yrs. to 1 st of month after 65 th birthday, then reduces to $10,000. < 3 yrs. Eligibility Service: Stops at midnight on last day worked. Conversion available. At least 3 yrs. but < 25 yrs. Eligibility Service: Company continuation for 12 months. Company paid. Conversion available after coverage ends. At least 25 yrs. for 12 months, then reduces to $10,000. Benefit may be payable. Basic AD&D for length of leave. for 12 months. Other LOAs: for length of leave. for 12 months. < 3 yrs. Eligibility Service: Stops at midnight on last day worked. At least 3 yrs. for 12 months. Benefit may be payable. 4

5 Additional / Supplemental Life (grandfathered as of 12/31/1991) FMLA Leave of Absence (1) for 12 months by Other LOAs: Total Disability (2) At least 10 yrs. to age 65, then reduces. Company paid except during 100% salary continuance period. Layoff/ Permanent Separation (1), (3) At least 3 yrs. for 12 months by Death of Active Employee (1), (4) Benefit may be payable. Dependent Life for 12 months by Other LOAs: up to two years from Company paid except during 100% salary continuation period. < 3 yrs. Eligibility Service: Stops at midnight on last day worked. Conversion available. At least 3 yrs. but < 25 yrs. Eligibility Service: Company continuation for 12 months by paying active rate. At least 25 yrs. until no longer any eligible dependents by If employee did not meet age and service requirements: for 12 months by If employee met age and service requirements: until no longer any eligible dependents by Optional Life Payroll deduction for period of salary continuance. Otherwise, company continuation up to two years from last day worked by paying active rates. Can port coverage and pay premiums directly to Minnesota Life according to terms of Optional Life policy certificate. Benefit may be payable. Optional AD&D - Employee and Family Other LOAs: up to two years from Company paid except during 100% salary continuation period. Family coverage stops; benefit for employee coverage may be payable. 5

6 Long-Term Care FMLA Contributions paid directly to CNA. Leave of Absence (1) Contributions paid directly to CNA. Total Disability (2) Payroll deduction for period of salary continuance. Otherwise, contributions paid directly to CNA. Layoff/ Permanent Separation (1), (3) Contributions paid directly to CNA. Death of Active Employee (1), (4) Contributions paid directly to CNA for spouse coverage. Business Travel Accident Benefit may be payable. Accident & Sickness Income benefit continues, if applicable Income benefit continues, if applicable Income benefit stops, if applicable Salary Continuance Income benefit continues, if applicable Income benefit continues, if applicable Income benefit stops, if applicable Long-Term Disability Income benefit continues, if applicable Income benefit stops, if applicable Savings Plan No contributions when no pay is received No contributions when no pay is received No contributions when no pay is received Contributions stop Contributions stop Pension No contributions when no pay is received No contributions when no pay is received No contributions when no pay is received Contributions stop Contributions stop Voluntary Benefits Program Direct bill (after 6 weeks on leave for hourly employees or 2 months on leave for salaried employees); otherwise deduction recalculated upon return to work. When you return to work, you must call Mercer at for your payroll deductions to start up again. For MetLaw Group Legal, there is no payment or coverage while not receiving pay. Direct bill (after 6 weeks on leave for hourly employees or 2 months on leave for salaried employees); otherwise deduction recalculated upon return to work. When you return to work, you must call Mercer at for your payroll deductions to start up again. For MetLaw Group Legal, there is no payment or coverage while not receiving pay. Direct bill (after 6 weeks on leave for hourly employees or 2 months on leave for salaried employees); otherwise deduction recalculated upon return to work. When you return to work, you must call Mercer at for your payroll deductions to start up again. For MetLaw Group Legal, there is no payment or coverage while not receiving pay. Direct bill; limited portability option for MetLaw Group Legal. ID Theft: to continue, surviving spouse needs to enroll in an individual policy, but can then continue on direct bill. Pet Insurance: surviving spouse may continue their pet s policy on direct bill. Auto Home: surviving spouse can continue to the end of their policy term, they can then enroll in the program as a retail client and continue on direct bill. Critical Illness: coverage can continue MetLaw Group Legal and Purchasing Power programs stop. 6

7 Note 1: If coverage continues under COBRA, coverage will stop at midnight on your last day worked unless you actively elect and pay for COBRA coverage after you receive your COBRA notification from the Westinghouse Benefits Center, the COBRA administrator. After you elect and pay for COBRA coverage, your coverage will be reinstated back to the termination date. You will receive a new Identification Card from your medical coverage carrier. If an employee s coverage terminates any time during a month (other than the last calendar day of the month), benefits payroll deductions are stopped at the end of the previous month. COBRA contributions are pro-rated based on the day in the month on which COBRA coverage continuation begins. You are responsible for paying your COBRA premiums by the due date, which is the 1 st of a month for that month. For example, the due date for May is May 1. The COBRA administrator is not required to send you a bill each month. If payment is not received within 30 days of the due date, coverage will be terminated and cannot be reinstated. Premiums must be made in full month increments. Note 2: Total disability provisions continue as long as you remain Totally Disabled as certified by the total disability administrator, Aetna. All benefit deductions continue during the period of 100% salary continuance; the company pays Long-Term Disability premiums and imputes income during periods of 60% salary continuance and Accident and Sickness. LTD premiums are waived during periods of LTD, therefore no payment or imputed income applies. You are automatically enrolled in COBRA coverage after 6 months or the length of salary continuance period if longer. Please note that although you are automatically enrolled in COBRA coverage (except for the Health Care Spending Account), there may be a short period as your records are transferred under COBRA coverage that the carriers do not show you as having coverage, but this is not accurate. Coverage will be automatically retroactively reinstated under COBRA so that there is no break in the actual coverage. You will receive a new Identification Card from your medical coverage carrier. If you do not want COBRA coverage for all or part of your health care coverage continuation under COBRA (medical, dental, vision, the Employee Assistance Program and the Health Care Spending Account), you need to notify the Westinghouse Benefits Center, the COBRA administrator. Your final paycheck before going on Accident & Sickness or Long-Term Disability coverage may be less than 100% of your regular pay. If this occurs, please be aware that if you signed up for your paycheck to be deposited to a secondary bank, you signed up for a specified amount to be deposited into that secondary bank. Payroll puts the specified amount into your secondary bank first, and then if there are any funds remaining, they go into your primary/main bank account. Please see If You Are Eligible to Retire Within 2 Years of Your Last Day Worked in this Guide if you are totally disabled and are eligible to retire (under any of the retirement statuses Normal Retirement, Early Retirement or 70 Points Retirement) within 2 years of your If you are totally disabled and are then laid off or permanently separated within 2 years of your last day worked, you will be subject to the layoff or permanent separation plan provisions as of the date you are 7

8 laid off or permanently separated, and disability provisions will no longer continue past your layoff or permanent separation date, except for disability income benefits if you remain eligible. If you are totally disabled and die within 2 years of your last day worked, your survivors are subject to the survivor of active employee plan provisions as of the date of your death, and disability provisions will no longer continue past your death. Note 3: If you drop coverage for yourself, you can never re-enroll in coverage for any reason (including qualifying life events) at any time in the future. You must be enrolled in coverage for any eligible dependents to be enrolled in coverage. Note 4: If your survivors drop coverage, they can never re-enroll in coverage for any reason (including qualifying life events) at any time in the future. Age and service requirements on date of employee s death: At least age 50 with at least 15 years of eligibility service; at least age 60 with at least 10 years of eligibility service; or any age with at least 25 years of eligibility service. If you are eligible to continue dependent life insurance coverage and elect to do so, you will need to file a paper beneficiary form with Minnesota Life, as dependent life beneficiaries for survivors of active employees are not designated on the Your Benefits Resources Web site. You can contact Minnesota Life directly at If the employee had a CBS pension plan benefit, call the CBS&YOU Benefits Center on If the employee had an ABB cash balance plan or hourly non-represented pension plan benefit, call the ABB Benefits Service Center on If You Are On Furlough If you are on furlough, coverage continues through company continuation for the period of furlough. Retroactive deductions are taken upon return to active employment. If you are enrolled in Long-Term Care, you may continue this coverage directly through CNA; CNA will bill you for the cost of your coverage. You may also receive a bill for your Voluntary Benefits, depending on the length of your furlough (please see the chart on page 6 for more information.) If You Voluntarily Quit or are Involuntarily Terminated (not layoff or permanent separation) If you voluntarily quit or are involuntarily terminated (not layoff or permanent separation), coverage ends at midnight on your If enrolled, except in the case of gross misconduct, you will be offered for medical, dental, vision, the Employee Assistance Program and the Health Care Spending Account (the Health Care Spending Account will only continue under COBRA until the end of the calendar year in which your separation occurs). 8

9 For basic life, the grandfathered additional / supplemental life, and dependent life insurance coverages, you may apply for an individual converted life insurance policy if you apply to the insurance carrier, Minnesota Life, and pay for the coverage within 31 days after coverage stops. If you are enrolled in Optional Life Insurance, you may port your coverage according to the terms of the Optional Life policy certificate. The Benefits Center will send a conversion/portability notice to you upon receipt of the separation status. This notice will include your name, coverage options, coverage amount and termination date. You can contact Minnesota Life at for information on conversion or porting your coverage, as well as pricing and timing. Minnesota Life will send the necessary form(s) to you. Minnesota Life will bill you for the cost of your coverage. If you are enrolled in Long-Term Care, you may continue this coverage directly through CNA; CNA will bill you for the cost of your coverage. You may also be able to continue certain Voluntary Benefits; call the Voluntary Benefits call center at if you have any questions. What To Expect Note on What Bills You Will Receive: You will receive one monthly bill from the Westinghouse Benefits Center for any benefits continued through Company Continuation or COBRA. Additionally, if you are enrolled in Long-Term Care, you will also receive a separate bill for LTC from the carrier, CNA. You may also receive a bill for your Voluntary Benefits, depending on the number of paychecks missed (please see the chart on page 6 for more information.) Process to continue coverage If Your Benefits are Continued through Company Continuation Your benefits, if you are enrolled, continue automatically as of the date of your event. Approximately 3 weeks after your event begins, you can go on-line to the Your Benefits Resources Web site, which you can access at to view your benefit coverages that continue under company continuation. This is your Confirmation Statement and shows the status of your benefit coverages as of the date of your event. If Your Benefits are Continued through COBRA Your benefits, if you are enrolled, stop as of the date of your event. (Exception: If you are Totally Disabled, you are automatically enrolled in COBRA coverage.) You will receive a COBRA notification from the Westinghouse Benefits Center in your home mail 2-3 weeks after your event. You must actively elect within 60 days of the date of the notification, or you can never elect for that event. You must pay for your coverage, retroactive to the date of termination, within 45 days after you elect the coverage. 9

10 If Your Benefits are Continued through Company Continuation If Your Benefits are Continued through COBRA Who administers coverage and how to contact them The Westinghouse Benefits Center administers benefits that continue through company continuation and through COBRA. You can contact the Benefits Center by sending a question via the Contact Us page on the Your Benefits Resources Web site, which you can access at and you will generally receive a response back by the next business day. If you do not have access to the Internet, you can also contact the Benefits Center by calling Benefits Connection at , entering your personal information, then saying representative, then Benefits Center, then entering your password. How required contributions are made Mid-year qualified family status changes If you are enrolled in a benefit option that requires a contribution, you will receive a bill from the Westinghouse Benefits Center for your monthly contributions, regardless if you were paid on a monthly, semi-monthly, or weekly basis while an active employee. If payment is not received within 30 days of the due date, coverage will be terminated and cannot be reinstated. Direct billing will begin on the 1st of the month in which your unpaid leave starts. Any payroll deductions already taken for that month will be refunded through payroll. Payroll deductions will begin again with the first pay period of the following month in which you return to active status. If you have a change in family status (marriage, birth, divorce, etc.) during the year, you are permitted to make certain changes in your benefits to accommodate your new situation. To make these changes under company continuation, log onto the Your Benefits Resources Web site, which you can access at and make the changes within the designated time frame. The benefit changes you request must be consistent with your change in family status. Remember that if your benefits are continuing under company continuation because you were laid off, permanently separated, or you are the survivor of an active employee, if you stop your coverage for any reason, you will never have the opportunity to re-enroll in coverage, even if you have a qualified family status change. You will receive a monthly bill for your cost of COBRA coverage from the Westinghouse Benefits Center. If payment is not received within 30 days of the due date, coverage will be terminated and cannot be reinstated. COBRA billing will begin on the 1st of the month in which your unpaid leave starts. Any payroll deductions already taken for that month will be refunded through payroll. Payroll deductions will begin again on the day that you return to work; any COBRA overpayments that you made will be refunded to you as soon as administratively possible. If you have a change in family status (marriage, birth, divorce, etc.) during the year, you are permitted to make certain changes in your benefits to accommodate your new situation. To make these changes under COBRA, contact the Westinghouse Benefits Center. You can also contact the Benefits Center by calling Benefits Connection at , entering your personal information, then saying representative, then Benefits Center, then entering your password. 10

11 If Your Benefits are Continued through Company Continuation If Your Benefits are Continued through COBRA Address changes If you are a dependent or survivor of an active employee or you are permanently separated or your employment ended, change your address immediately by logging onto the Your Benefits Resources Web site at and following the prompts to change your address. If you are actively employed, laid off, on a leave of absence or are on disability, you will need to change your address in Westinghouse s database using the Employee Self Service system. Beneficiary Designation Life and Accident Insurance If you need to designate or change your beneficiary for your life insurance coverages, log onto the Your Benefits Resources Web site at and follow the appropriate prompts to designate your life insurance beneficiaries. Pension and Savings Plans If you are showing as married on the Your Benefits Resources TM Web site and you name your spouse as 100% beneficiary, the process is completed entirely on-line. You can also name contingent beneficiaries on-line, should your spouse not be living at the time of your death. If you are showing as married on the Your Benefits Resources TM Web site but you do NOT name your spouse as 100% beneficiary, an authorization form signed by your spouse with the signature notarized needs to be sent back to the Benefits Center. If you are showing as not married on the Your Benefits Resources TM Web site, a confirmation form needs to be sent back to the Benefits Center on which you confirm that you are not married. Special Information If You Are On Disability or a Leave of Absence When You Return From Your Disability or Leave of Absence If you return to work in the same calendar year as when your Disability or Leave of Absence began: You will be reinstated in the same health and welfare benefit elections that you had as an active employee. This includes all the health and welfare benefits that you had as an active employee, even those that you may not have continued while on your Leave of Absence. The only exceptions to this are as follows: If you are a Full-Time Employee who chose not to continue the grandfathered Additional/Supplemental Life Insurance during your Leave of Absence, you are not permitted to reenroll in this coverage when you return from your Leave of Absence or at any time in the future. Also, if you did not continue certain life and disability coverages while on your Leave of Absence, Evidence of Insurability may be required to re-enroll in those coverages upon your return to work. 11

12 If you are returning from short-term disability (salary continuance or Accident & Sickness) or a FMLA leave of absence in a different calendar year from when your disability or leave began: If you were on 100% salary continuance on the day before your return: The benefits (both the coverage and coverage categories) that you have, or elected during the annual enrollment period, will be in effect. Otherwise: Except for the Health Care Flexible Spending Account, the Day Care Flexible Spending Account, and the Aetna Health Savings Account (HSA), the benefits (both the coverage and coverage categories) that you have, or elected during the annual enrollment period, will be in effect. Annual enrollment elections in the Health Care Flexible Spending Account, the Day Care Flexible Spending Account, and the Aetna Health Savings Account (HSA) will not be carried into the new calendar year. If, upon your return, you want to elect to contribute to the Health Care Flexible Spending Account, the Day Care Flexible Spending Account, and the Aetna Health Savings Account (HSA) or want to change any of the coverages in which you were enrolled upon your return, call the Benefits Center within 14 days of the date on your Confirmation of Coverage. If you are returning from disability or a leave of absence in a different calendar year from when your disability or leave began, and your benefits were continued under COBRA while you were on your leave: Except for the Health Care Flexible Spending Account, the Day Care Flexible Spending Account, and the Aetna Health Savings Account (HSA), the benefits (both the coverage and coverage categories) that you had in place prior to you going out on your leave will automatically be reinstated when you return. You will receive a Confirmation of Coverage in your home mail.. If you want to elect to contribute to the Health Care Flexible Spending Account, the Day Care Flexible Spending Account, and the Aetna Health Savings Account (HSA) or want to change any of the coverages in which you were enrolled upon your return, call the Benefits Center within 14 days of the date on your Confirmation of Coverage. Additional Information If You Are On Disability When You Return From Your Total Disability When your doctor releases you to return to work, please do the following: 1. Notify your Site in advance of your return date and be sure to comply with all the local return-towork requirements, such as clearing through your site medical department, if applicable. 2. Notify Aetna when you return to work at or via If You Do Not Return to Work Within 2 Years of Your Last Day Worked If you do not return to work within 2 years from your last day worked, your employment with Westinghouse will be terminated. Your benefits coverage, however, may continue past your employment termination date. If You Are Eligible to Retire Within 2 Years of Your Last Day Worked If you are eligible to Retire (including being eligible to Retire under the 70-Points Rule) before your employment is terminated (i.e., 2 years from your last day worked), you will automatically be placed in the payroll status and retirement category that is associated with your age and years of Eligibility Service; i.e, 12

13 Normal Retirement, Early Retirement or 70 Points Retirement. You do not have a choice regarding in which retirement status you are placed. You also do not have the choice to have a Separation status if you are retirement-eligible on the date that your employment ends. You will be subject to the retirement plan provisions, including contributions, as of the date you retire, and disability provisions will no longer continue past your retirement date, except for disability income benefits if you remain eligible. If, during your period of disability, you went on and off the Disability Roll for one or more periods of time, your "2-year pension service accrual stop date" may be earlier than your "2-years from last day worked" date, resulting in eligibility for an earlier retirement date. If you went on and off the Disability Roll for one or more periods of time, and you are eligible to retire before 2 years from your last day worked, you should contact the Westinghouse Benefits Center for information regarding your "2-year pension service accrual stop date," as that may be the date that is optimal for you to retire. You need to start the retirement process 90 days before your actual retirement date. If your retirement date is before the 2-years from last day worked date, you need to inform your human resources representative of your retirement date so that your retirement date can be recorded in company records. If You Have Questions Please refer to the Internet and Callers Guide for information on whom to contact if you have benefitsrelated questions. If you need a copy of the Internet and Callers Guide, log onto the Your Benefits Resources Web site at hover over Knowledge Center, then click on Plan Information, and choose the Internet and Callers Guide at the appropriate prompt. You can contact the Westinghouse Benefits Center by sending a question via the Contact Us page on the Your Benefits Resources Web site (click on Contact Us at the top of the screen), which you can access at or by calling Benefits Connection at , entering personal information, then saying representative, then Benefits Center, then entering your password. Representatives are available from 11 am 3 pm Eastern Time, Monday Friday. If any information in this Events Guide differs from the Plan Document and Insurance Contracts, the Documents and Contracts will govern in all cases. Westinghouse presently intends to continue these programs and plans for participants indefinitely. However, Westinghouse reserves the right to modify, amend or terminate any or all of the provisions of these programs and plans at any time for any reason upon appropriate action by the Administrative Committee. 13