TALENT DEVELOPMENT AND HUMAN RESOURCES 2013 Benefits Open Enrollment November 5 – November 16, 2012 What’s Inside Introduction 1 Open Enrollment Timeline 2 How to Enroll Online 3 Determining Eligibility 4 2013 Plan Changes 5 2013 Plan Summaries and Employee Contributions 6 Medical 7 Prescription 8 Annual Contributions and Coverage Levels 9 Dental 10 Vision 11 Flexible Spending Accounts 12 Life Insurance 13 Disability Insurance 14 Employee Assistance Program 15 Healthy U 16 Supplemental Retirement Accounts (SRA) 17 Important Notices 18 How to Contact Your Team of Healthcare Providers 19
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2013 Benefits Open Enrollment
November 5 – November 16, 2012
What’s Inside
Introduction 1 Open Enrollment Timeline 2 How to Enroll Online 3 Determining Eligibility 4 2013 Plan Changes 5 2013 Plan Summaries and Employee Contributions 6 Medical 7 Prescription 8 Annual Contributions and Coverage Levels 9 Dental 10 Vision 11 Flexible Spending Accounts 12 Life Insurance 13 Disability Insurance 14 Employee Assistance Program 15 Healthy U 16 Supplemental Retirement Accounts (SRA) 17 Important Notices 18 How to Contact Your Team of Healthcare Providers 19
1 | P a g e
Dear Colleagues and Family Members:
Welcome to The University of Akron’s annual online benefits Open Enrollment. We are pleased to
announce some exciting and new benefits available to you and your family. For example, there are $0
co-pays for a number of preventative health care benefits and new programs available through the
Healthy initiative.
This booklet contains an overview of the open enrollment offerings for 2013. Be sure to review the
pages identified below for changes/additions to the plans. For more detailed information, visit our
website at www.uakron.edu/hr/benefits.
Page 6 -- Preventative Care Coverage – new medical and pharmaceutical services to be available at $0 co-pay.
Page 9 -- Review the Contribution Charts to determine the new rates for 2013.
Page 14 -- STD – Note change in insurance costs based on age and salary.
Page 14 -- LTD – Note carrier change for individuals who apply for disability in 2013.
Page 16 -- Healthy U Program Initiatives – Check out the new Healthy Eating – Healthy U Program.
Page 17 -- SRAs – Note the new basic contribution limit for 2013.
Page 18 -- Changes required by law on the Summary of Benefits and Coverage (SBC) and Uniform Glossary.
The annual Open Enrollment period is when benefit eligible employees have the opportunity to review,
renew, and make changes to their benefit plans effective January 1, 2013. You may:
Enroll in, make changes, or cancel health plan elections (medical, dental, vision).
Add or drop dependents, based on plan eligibility requirements.
Enroll OR re-enroll in flexible spending accounts (FSA).*
Designate life insurance beneficiaries.
Enroll in or increase life insurance.
Increase or decrease long-term disability coverage.
Enroll in or waive short-term disability.
Please take a few minutes to review your current benefit elections by logging on to My Akron (formerly
Zipline). See page 3 for instructions on how to access your online benefits summary.
If you are satisfied with your current health, dental or vision insurance elections, you do not need to
take any action and your coverage will remain intact. If you wish to make a change, e.g., elect coverage
as a new participant, change your coverage level from individual to family, or cancel your coverage; you
will need to make those changes via MyAkron. Use this booklet to make informed decisions about your
plan choices.
*As a reminder about Flexible Spending Accounts (FSA) – If you wish to participate in the medical and/or dependent
care FSA for 2013, you must complete a new enrollment. Your 2012 elections do not carry forward into the New Year.
Adult Children include biological children, adopted children, and stepchildren
who are between age 26 and 27 and who do not have access to any other group
coverage, is a resident of the state of Ohio, or is a full-time student if not
residing in Ohio.
The University requires that employees certify eligibility of all new dependents. If you are adding a dependent for the first time, proof of dependency is required at the time elections are made.
Submit documentation in accordance with plan eligibility requirements.
Elections cannot be processed until all required documentation is received by The Office of Benefits Administration.
Find more information at www.uakron.edu/hr/benefits.
Contribution plan rates increased approximately 7.8% over last year. This increase
is just below the national trend of 8%.
PPO 90% Gold Plan
$0.00 –
$29,000
$29,000.01 –
$34,000
$34.000.01 -
$44,000
$44,000.01 –
$63,000
$63,000.01 –
$87,000
$87,000.01 -
$117,000 $117,000+
Employee Only $815 $883 $951 $1,019 $1,087 $1,155 $1,223
Employee +
Spouse/
Domestic
Partner
$1,630 $1,766 $1,902 $2,038 $2,173 $2,309 $2,445
Employee +
Children $1,548 $1,677 $1,806 $1,935 $2,064 $2,193 $2,322
Employee +
Spouse/
Domestic
Partner +
Children
$2,363 $2,560 $2,757 $2,954 $3,151 $3,348 $3,545
Adult Child
(Age 26 & 27)
Additional $2,712 Annually
PPO 80% Blue Plan
All Salaries
Employee Only $304
Employee +
Spouse/
Domestic
Partner
$608
Employee +
Children $578
Employee +
Spouse/SSDP
+ Children
$882
Adult Child
(Age 26 & 27) Additional $2,436 Annually
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Our claims experience for the self-funded dental plan administered by Delta
Dental continues to be favorable. This has made it possible to continue to offer
this generous benefit to employees at no cost for 2013.
Covered Service
Delta Dental of Ohio Dental Insurance Plan
Delta Dental PPO
Provider
Delta Dental Premier
Network Out of Network
Class 1 Services (Preventive Care)
100% 100% 100% of Delta Dental’s
Maximum Allowed Amount
Class 2 Services (Basic Services)
70% after deductible 70% after deductible 70% of Delta Dental’s Maximum
Allowed Amount
Class 3 Services (Major Services)
50% after deductible 50% after deductible 50% of Delta Dental’s Maximum
Allowed Amount
Class 4 Services (Orthodontia, Age 19)
50% after deductible 50% after deductible 50% of Delta Dental’s Maximum
Allowed Amount
Dentist Discount Rates Best Discounts Good Discounts No Discounts
Balance Billing Protection Yes Yes No
Deductible (Per Person) $50
Orthodontia Lifetime Maximum $1,000
Annual Benefit Maximum $1,250
Whole mouth health is closely linked to whole body health. Because of this, there are many factors that can contribute to the development of dental disease in you or your child. Visit the Delta Dental Risk Assessment Tool to examine common risk indicators
and obtain custom feedback to help you maintain a healthy smile.
VSP (Vision Service Plan) will remain the provider of the vision plan with no changes
in benefits or costs for 2013, due to the multiple year rate guarantees in place.
Covered
Service
VSP (Vision Service Plan) Signature Plan
VSP Providers
(In-Network)
Non-VSP Provider, Maximum
Re-imbursement
(Out of Network)
Eye Exam $10 Co-pay
(Every Plan Year) Up to $35
Prescription
Glasses… $15 Co-pay --
…Lenses 100% (Every Plan Year)
Single vision, lined bifocal, lined trifocal lenses,
polycarbonate lenses and scratch coating
Single vision lenses: Maximum $25
Lined bifocal lenses: Maximum $40
Lined trifocal lenses: Maximum $55
…Frame $130 Allowance, 20% Off Amount Over Allowance
(Every Other Plan Year) Frames: Maximum $45
Contact
Lens
No Co-pay.
$130 allowance for contacts and the contact lens exam.
Current soft contact lens wearers may qualify for a special
program that includes a contact lens evaluation and initial
supply of replacement lenses.
Elective Contact Lenses: Maximum $105.00
Medically Necessary Contacts : Maximum $210
Frequency Exam and lenses once every 12 months; and a frame once
every 24 months. Contact lenses are in lieu of lenses and
frame.
Exam and lenses once every 12 months; and a frame
once every 24 months. Contact lenses are in lieu of
lenses and frame.
Laser Vision
Correction Average 15% off the regular price or 5% off the
promotional price from contracted facilities. None
VSP Service
Guarantee Yes None
2013 VSP (Vision Service Plan) Monthly Employee Contribution
Employee $9.41
Employee +
One
$18.82
Employee +
Two or
More
$27.53
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Save on your taxes; spend your money on you!
Consider opening a flexible spending account. An (FSA) is a benefits program UA offers that can help you save—sometimes significantly—on what you pay for medical, dental, vision, child, and/or elder care as well as on taxes.
Not sure how much money to set aside? Estimate your 2013 expenses. Obtain a free worksheet online.
Questions? Contact HealthEquity at:
Phone: (877) 694 –3939
Website: www.healthequity.com
In accordance with the Affordable Care Act,
the maximum allowable contribution to FSA Health
Care for 2013 is
$2,500 per employee.
Flexible Spending Accounts
HealthEquity is the administrator of the University’s flexible spending accounts. Flexible spending
accounts allow employees to set aside money on a pre-tax basis to pay for eligible out-of-pocket medical
and dependent care expenses, therefore reducing taxable income. The monies set aside for these
accounts must be used for expenses not reimbursed by other coverage. Monies not recovered through
claims will be lost under the “Use It or Lose It” IRS rule.
The University offers two types of flexible spending accounts.
The Health Care Spending Account allows you to be reimbursed
for uninsured or non-covered medical, dental or eye care
expenses. Employees can contribute a maximum of $2,500
annually into a health care flexible spending account. New
participants will receive a Visa debit card for easy FSA
withdrawals for eligible items. Those who received a debit card
last year and make a new election for 2013 will use the same card.
The Dependent Care Spending Account allows you to be reimbursed for child
and dependent care expenses that are required for you or your spouse to work. Employees can
contribute a maximum of $2,500 or $5,000 if married and filing a joint tax return.
IRS Notice 2005-42
The University of Akron has adopted IRS Notice 2005-42,
which allows participants an additional 2½ months of
claim incurrence for the health care spending account
beyond the end of the calendar year. It does not
eliminate the "Use It or Lose It" rule, but it will reduce
participant forfeitures by allowing claims to be incurred
up to March 15, 2013. The dollars do not roll forward, but
the account remains active for the additional 2½ month
Disability insurance plans pay benefits when sickness or injury prevents an employee from working full-
time. Consider enrolling in a disability insurance plan if:
You have inadequate emergency funds set aside to pay for an unexpected accident or illness;
You have limited sick leave balance.
The cost of short-term disability insurance is paid by employees and varies by age and salary. For 2013,
employee costs for STD will increase by 15-20% depending on your age and salary. This policy is subject
to pre-existing condition exclusions. See plan certificate of coverage for more detail.
Salary Replacement 60% Salary Replacement, $1,400 Maximum Weekly Benefit
Must Exhaust Sick Leave
Waiting Period 14 Days for Injury
28 Days for Illness (including Pregnancy)
Employee Cost Varies by Age and Salary
100% Employee Funded
Vendor Dearborn National
The Base Plan for long-term disability insurance is funded by the University. Should you select the Buy
Up plan, you will pay the difference in cost from the Base Plan. Rates vary by salary. This policy is
subject to pre-existing condition exclusions. See plan certificate of coverage for more detail.
Long-Term Disability - CIGNA
60% Salary Replacement, $5,000 Monthly Benefit Maximum
Benefit Pays after 6 month waiting period from last day worked.
60% Option: $0, 100% University Funded
Must Exhaust Sick Leave
70% Salary Replacement, $6,000 Monthly Benefit Maximum
Benefit pays after 6 month waiting period from last day worked.
70% Option: Varies
Employee pays difference between 60% and 70% option.
Costs varies by salary.
Must Exhaust Sick Leave
Effective January 1, 2013 the Long-
Term Disability carrier will be Cigna.
No changes to plan design have been
made; only the carrier administering
the plan. This change will only affect
individuals with a date of disability on
or after January 1, 2013. All current
claimants will remain with United
Health Care.
15 | P a g e
Employee Assistance and Work/Life Program
The IMPACT Employee Assistance (EAP) & Work/Life Program offers access to confidential professional support 24 hours a day, 365 days a year. The cost of this program is paid by the University.
Call the IMPACT program, 24/7:
800-227-6007 www.myimpactsolution.com
Program Features Unlimited phone consultation
6 complimentary face-to-face counseling sessions per person per occurrence
An expansive collection of resources
Live, Immediate Assistance
Call toll-free, 24/7: 800-227-6007 Speak with an IMPACT professional for guidance and support related to:
General day-to-day issues
Stress
Depression or anxiety
Job performance difficulties
Alcohol/drug abuse
Legal/financial matters
Identity theft recovery assistance
Child/eldercare and other family issues
And more…
Legal Assistance Providing legal support over the phone, featuring:
General advice and preventive counseling
Local referral with complimentary appointment
Discounts for ongoing legal services
Educational resources on the web
Financial Assistance
Providing comprehensive financial support over the phone, featuring:
Financial counselors and educators, available Monday-Saturday
Nationwide referral database
Access to certified financial planners
Debt management/bankruptcy prevention
Housing education
Credit report review
Educational materials
Identity Theft Recovery Assistance
Providing comprehensive financial support over the phone, featuring: Financial counselors and educators, available Monday-Saturday
Comprehensive Work/Life Web
Providing a host of information on the web via webinars, tip sheets, self-searches, calculators and documents on events/issues related to finance, legal, identity theft and much more. Visit us at MyIMPACTSolution.com and use login: UAkron
The Vision of Healthy U is to create an environment that encourages, supports and empowers our
employees to make healthy lifestyle choices. We have teamed with several of our healthcare providers
to make available a wide range of programs for you and your family. In addition, The University has a
wealth of knowledge and resources on campus. Our health and wellness initiatives utilize the expertise
and skills of our faculty and students from a variety of academic disciplines as well as from our academic
support areas. Listed below are just a few programs. To learn more, visit us at
http://www.uakron.edu/hr/benefits/.
This program is a nutrition-based wellness program that is ideal for anyone wanting to improve their health, maintain a healthy weight, improve their food choices, and gain sound nutritional knowledge. It offers twice a month personalized 15-minute visits with dietitians, weekly recipes, seminars, and more. To enroll in the program or schedule an initial one-on-one visit, contact: Nutrition Center x2836 or [email protected].
Physical activity is important to stress management.
The Student Recreation and Wellness Center offers
its members a wide range of physical fitness
programs. In addition, wellness seminars are
conducted each term for members of the UA
community. These wellness programs are free, but
registration is required. Check out the wide range of
programs and services available at our Student
Recreation Wellness Center.
This program is offered as web-based through IMPACT Solutions’ online Quit Center. Talk to a Quit Specialist who is certified in tobacco cessation techniques. Let them structure telephonic coaching sessions and recommend resource material based on your individual goals. Call a Quit Specialist from IMPACT Solutions at 800-227-6007 or visit IMPACT on the Web at www.myimpactsolution.com.
Go Red BetterU is a FREE 12-week online nutrition
and fitness program that can makeover your heart.
Each week will focus on a different area of your
health and provide step-by-step guidance. You'll
have access to everything from daily expert tips
to an online journal.
Use exercise, breathing and meditation to develop
better strength, flexibility and well-being. Classes
are offered throughout the year and located in
areas conveniently located for you to attend
during lunchtime.
SummaCare has partnered with The University of Akron to help members reach their personal health and weight management goals. As an incentive to joining and completing a Weight Watchers program, SummaCare will reimburse part of your Weight Watchers enrollment fee. SummaCare’s reimbursement program is available for SummaCare members who are covered for medical insurance by The University of Akron and are the employee, spouse, or same gender domestic partner at the beginning of the program.
The University requires that employees certify eligibility of all new dependents. If you are adding a new dependent this year, please be prepared to submit documentation in accordance with plan eligibility requirements.
Federal healthcare reform allows employees and retirees to continue insurance coverage for children up
to age 26 regardless of student status. During open enrollment, you will have the opportunity to add
any children who were previously ineligible for University insurance. The State of Ohio also passed
legislation expanding medical insurance eligibility for children. Ohio House Bill 1 gives employees the
ability to purchase insurance for their children who are 26-28 years old. To qualify, an individual must
be unmarried, natural child, stepchild or legally adopted by the employee; resident of Ohio or a full-time
student at an accredited public or private institution of higher learning; not employed by an employer
offering any health benefit plan for which the dependent is eligible; or ineligible for Medicaid/Medicare.
There is an additional cost deducted via payroll on a post-tax basis for this coverage. Refer to the
Annual Employee Contributions per Plan and Coverage Levels chart to determine the additional cost.
Working spouses/same sex domestic partners of University employees who have access to employer
subsidized (at least 50%) medical and dental insurance will need to enroll with their employer’s plan for
primary coverage. They can remain on the University’s plan, but will be covered as secondary insurance
only. When making your plan selections for the coming year, those enrolling their spouses/domestic
partners will receive additional paperwork to be completed verifying other primary coverage.
Under the Affordable Care Act, group health plans and insurance companies must provide participants
with SBCs and a uniform glossary of terms commonly used in health insurance coverage. All group
health plans and insurance companies use the same standard SBC and glossary. Our SBC documents are
available online at www.uakron.edu/hr/benefits. Paper copies are also available free of charge by