2015 Employee Benefit Program Overview What's New for 2015 Dual-Option Medical Program will continue O PPO plan design will remain unchanged O HRA plan deductible will DECREASE from $3,000 to $2,500 Health Equity will continue to administer the FSA and the HRA programs. HRA balances, as of , will rollover to the 2015/2016 plan year, up to a cap of $1,000! HPCC will continue an HRA allocation for 2015 plan year. Dental will transition to Unum/United Concordia Voluntary Vision Program will continue with Community Eye Care What's New for 2015 Life and Disability Programs will remain with Unum Voluntary Benefit Programs will continue to be offered through AllState Employee Contributions for Medical Plans will adjust for 2015 Depending on YOUR CHOICE of plan and YOUR CHOICE of coverage, HPCC will pay 60 85% of the monthly premium cost! Medical Program Blue Cross Blue Shield * This is only a summary. Please refer to the SPD provided to you by your company for a full explanation of benefits, limitations and exclusions. Benefit Highlights:In-Network Member Pays Individual Annual Deductible$2,500 Individual Annual Coinsurance Maximum$0 Individual Annual Out-of-Pocket Maximum$2,500 Family Annual Deductible$5,000 Family Annual Coinsurance Maximum$0 Family Annual Out-of-Pocket Maximum$5,000 Primary Care Physician Copay0% after deductible Specialist Office Visit Copay0% after deductible Preventive Care Visits0% (Plan Covers 100%) Routine Eye ExamDeductible + 0% Emergency Room Services (waived if admitted) Deductible + 0% Urgent Care Center CopayDeductible + 0% Lifetime Maximum BenefitUnlimited Inpatient Hospitalization/Mental Health/Substance Abuse Per Admission Copay Not Applicable Inpatient Hospital & Professional ChargesDeductible + 0% Outpatient Facility & Physician ChargesDeductible + 0% HRA Medical Option Lower Deductible for 2015 * This is only a summary. Please refer to the SPD provided to you by your company for a full explanation of benefits, limitations and exclusions. PPO Medical Option Benefit HighlightsIn-Network Member Pays Individual Annual Deductible$3,500 Individual Annual Out-of-Pocket Maximum $5,500 (includes medical services copays and deductible) Family Annual Deductible$10,500 Family Annual Out-of-Pocket Maximum $12,700 (include medical services copays and deductible) Primary Care Physician Copay$35 Specialist Office Visit Copay$70 Preventive Care Visits0% (Plan Covers 100%) Emergency Room Services (waived if admitted)$500 Urgent Care Center Copay$70 Lifetime Maximum BenefitUnlimited Inpatient Hospitalization/Mental Health/Substance Abuse Per Admission Copay Not Applicable Inpatient Hospital & Professional ChargesDeductible + 50% Outpatient Facility & Physician ChargesDeductible + 50% Prescription Drug Plan Plan Options HRA and PPO Plans Prescription Type:(30-day supply) Tier 1 Generic$10.00 Tier 2 Preferred Brand You pay 50% of the discounted drug cost up to a maximum of $100 for a 30 day supply Tier 3 Non Preferred Brand Tier 4 Specialty Brand You can obtain a 90 day supply of your medication for 3 times the retail copayment. O First, contact the pharmacy where you currently obtain your prescriptions O Average Retail Costs of some widely prescribed drugs are: O Nexium$ for 1 month supply O Lipitor$ for 1 month supply O Cymbalta$ for 1 month supply O Remember, you will receive a significant discount from the retail cost and you pay only 50% of the DISCOUNTED cost of the medication (up to $100 maximum per month). How do I know what my medications cost? How does the HRA work? + $2,500 employee deductible + $5,000 family deductible + No copays for office visits + Once deductible is met, plan pays 100% of medical expenses + HPCC contributes: $600 for Employee Only $600 for Employee/Spouse $700 for Employee/Children $900 for Family to offset the cost of your deductible! BCBSNC HRA Health Plan 2015 Health Reimbursement Account (HRA) How Blue Options HRA SM Works + Employee only In-Network Coverage $2,500 Deductible HRA Pays First $600 You Pay Next $1,900 After you meet the deductible, you pay 0% + Employee + Spouse In-Network Coverage $5,000 Aggregate Deductible HRA Pays First $600 You Pay Next $4,400 After you meet the deductible, you pay 0%. How Blue Options HRA SM Works + Family In-Network Coverage $5,000 Aggregate Deductible HRA Pays First $900 You Pay Next $4,100 After you meet the deductible, you pay 0%. + Employee + Child(ren) In-Network Coverage $5,000 Aggregate Deductible HRA Pays First $700 You Pay Next $4,300 After you meet the deductible, you pay 0%. Managing Your HRA + Log on to mybcbsnc.com Click on Benefits Click on Manage Your HRA + Connect seamlessly to your HRA fund info: Monitor account balances View account summary/payment info Receive reminders about submitting receipts for claims HRA Medical Plan Coverage Level Current Plan Year 6/1/14 5/31/15 NEW Plan Year 6/1/15 5/31/16 Employee Only $36.72$40.00 Employee + Spouse$184.47$ Employee + Child(ren)$68.02$75.00 Family$237.39$ Employee Medical Plan Contributions Per Pay Period (26) The above amounts will be reflected in your first pay period in June 2015 *NOTE: a $50.00 per pay period surcharge will apply if you are enrolling a working spouse that has access to group health coverage through his/her employer. The surcharge will be deducted on a post-tax basis. PPO Medical Plan Coverage Level Current Plan Year 6/1/14 5/31/15 NEW Plan Year 6/1/15 5/31/16 Employee Only $65.88$70.00 Employee + Spouse$256.89$ Employee + Child(ren)$164.62$ Family$320.72$ Employee Medical Plan Contributions Per Pay Period (26) The above amounts will be reflected in your first pay period in June 2015 *NOTE: a $50.00 per pay period surcharge will apply if you are enrolling a working spouse that has access to group health coverage through his/her employer. The surcharge will be deducted on a post-tax basis. Heads Up for NEXT Plan Year 2016/2017 Tobacco Free Premium Credit (12 Month Notice) O Eligible employees who attest that they and their covered family members do NOT use tobacco products of any kind will receive a discount/credit. O The credit will reduce the medical payroll deductions. (It is not a cash payment.) O HPCC is committed to a healthy workforce! O Smoking cessation programs will be offered and available to employees. Dental Program Plan Underwritten by United Concordia Dental Insurance Program Unum/United Concordia Annual Deductible Individual/Family Annual Maximum Benefits * Diagnostic/Preventive Services (Type 1) Basic Services (Type 2) Covered after $50 deductible Major Services (Type 3) Covered after $50 deductible Endodontics and Periodontics O rthodontic/Lifetime Max $50/$150 $ % covered 80% covered 50% covered 50% /$1500 Child Only *Includes Preventive Incentive Preventive Incentive Claims paid for services related to Preventive & Diagnostic (Type I Services) will NOT be applied against your annual maximum of $1,500 Charges for 2 adult cleanings and 1 set of bitewing X- rays in our area range from $ $ This allows you to KEEP the $1,500 annual maximum intact for use with Basic or Major Services. Additional Information Dental Program does offer a dental network; however, the plan pays the same benefit whether you use in or out-of-network dentists Unum will reimburse out-of-network dentist directly Visitfor a network of participating dentist in your area.www.Unumdental.com Coverage Level Current Plan Year 6/1/14 5/31/15 NEW Plan Year 6/1/15 5/31/16 Employee Only $6.50 Employee + Spouse $18.00 Employee + Child(ren) $17.50 Family $19.00 Employee Dental Plan Contributions Per Pay Period (26) The above amounts will be reflected in your first pay period in June 2015 NO CHANGE!!! Voluntary Vision Program An Eye Examination covered once a year at a $10 Copay (maximum coverage for eye exam is $80) A contact lens fitting, re-fit or evaluation once a year at a $25 Copay (maximum coverage for contact lens exam is $100) Eyewear Allowance of $130 annually, subject to a $25 Copay (You receive a discount of 20% on glasses and 10% on contact lenses for amounts that exceed the allowance.) How to Use the Benefit: 1. Select a provider from the CEC provider network (www.communityeyecare.net) or call www.communityeyecare.net 2. Call the provider to make an appointment & let them know you have CEC coverage. 3. See the doctor and select your eyewear 4. Your only payments to the provider are your copays, plus any discounted amount that exceeds the $130 eyewear Voluntary Vision Program Community Eye Care Coverage Level Current and NEW Plan Year 6/1/15 5/31/16 NO CHANGE! Employee Only $3.21 Employee + Spouse $5.94 Employee + Child(ren) $6.26 Family $9.48 Employee Voluntary Vision Plan Contributions Per Pay Period (26) The above amounts will be reflected in your first pay period in June 2015 Life/AD&D Programs Basic Life/AD&D Program HPCC provides, at NO cost to you, coverage equal to $20,000 to all full-time employees working 30+ hours/week. Term Life reduces as you age with first reduction at age 65 Includes Conversion Privilege Includes Portability Supplemental Life Program You have the option to elect additional supplemental term life insurance at competitive group rates for you and your eligible dependents You may elect coverage in $10,000 increments up to a max of $500,000 (not to exceed 5 times your annual salary). A Guarantee Issue limit of $200,000 applies to newly eligible employees and to those that are currently in the plan but wish to increase coverage for the 2015 plan year. Your spouse / same sex domestic partner may have coverage, in $5,000 increments to a maximum of $250,000. Spouse /Same Sex Domestic Partner Coverage amount cannot exceed 100% of Employees coverage election. A Guarantee Issue limit of $25,000 applies to newly eligible spouses/DP and to those that are currently in the plan but wish to increase coverage for the 2015 plan year. Your child(ren) have coverage equal to $10,000 (Birth to 26 years, regardless of student status). Child Coverage amount cannot exceed 100% of Employees coverage election. Proof of Good Health is required for children added as a late entrant for the 2015 plan year. Rates are age-banded. The rate for spouse coverage is based on your age. Please see rate table in your enrollment packet. If you and your Spouse/SSDP currently participate in supplemental life, you may increase your coverage up to the Guarantee Issues Limits without Proof of Good Heath (as long as the amount of coverage you elect does not exceed 5 times your annual salary). Disability Programs Why Disability Protection is Important? Disability insurance protects one's income in the case that he or she becomes disabled. Although you may have enough money in the bank to meet your short-term needs, what would happen if you were unable to work for months, or even years? The real value of disability insurance lies in its ability to protect you over the long haul. According to the National Association of Insurance Commissioners (NAIC), 56 of adults would not be able to manage if they were to become disabled. However, only 44% said they have some form of disability insurance. According to the Social Security Administration, about one in four, 20-year-olds in 2010 will become disabled before they reach age 67. A disability may result from an accident or illness. EventFrequency Home fire1 out of every 88 homes Serious auto accident1 out of every 70 autos Death1 out of every 106 people Disability1 out of every 8 people A look at the odds Voluntary Short Term Disability Weekly Benefit Amount60% up to a maximum of $500 You Select either. Option 1Option 2 Day Benefits Begin for Accident15th day31st day Day Benefits Begin for Illness15th day31st day Maximum Benefit Duration24 weeks22 weeks If you did not elect STD coverage previously and wish to enroll for the 2015 plan year, Proof of Good Health must be submitted. If you elected Option 2 and wish to change to Option 1 for the 2015 plan year, Proof of Good Health must be submitted. Your cost is based on your annual salary. Your specific cost appears on your personalized enrollment/change form Long Term Disability Base / Buy Up Program will continue for the 2015/2016 Plan Year Base Plan is 100% Paid by Hospice for a full-time employees working 30+ hours/week You have the option to Buy Up to a higher benefit level and pay the difference in cost. Your cost is reflected on your personalized enrollment form. You may elect the Buy-Up LTD option for 2015 without Proof of Good Health LTD Plan Features: BASE LTD Plan 100% Employer Paid BUY UP LTD Plan 100% Employee Paid Benefit Percentage 50%60% Monthly Benefit Maximum $3,000$5,000 Benefit Elimination Period 180 Days Long Term Care Group Voluntary Long Term Care What is it? Medical and non-medical (custodial) care Assists people with support services such as activities of daily living There are several types of long term care providers, including home care agencies, assisted living facilities, senior centers, adult day care centers, traditional nursing homes, and continuing care retirement communities Long term care may be needed at any age Private nursing home care: Average cost by state is $77,471 Per Year Why is Long Term Care Important? Long Term Care expenses are "the largest unfunded liability facing Americans today. Ken Dychtwald, Ph.D. An estimated 10 million Americans currently need long term care. That number is expected to double by The probability that an employee will one day face a nursing home stay is greater than: the probability of disability the probability of premature death while employed HPCCS Long Term Care Program Benefit OptionsPLAN APLAN BPLAN CPLAN D Benefit Duration3 Years 6 Years Facility Benefit Amount $4,000 $6,000 Assisted Living Facility Percent 100% Lifetime Maximum$144,000 $432,000 Professional Home Care 100% Inflation Protection N/A Simple Capped N/A Simple Capped Proof of Good Health must be submitted if you are electing coverage as a late entrant. Flexible Spending Account Program Maximum Benefit - Election Amount $2,550 Irrevocable Annual Election Per IRS rules, your election is not eligible to be changed during the year unless you experience a qualifying status change. Qualifying Status Change Examples change in legal marital status, change in # of dependents, gain/loss of employment, etc. Use it or Lose it Per IRS rules, any remaining funds after the last day of plan year are forfeited. Medical/Dental/Vision FSA Dependent Care FSA Work-Related Child Care *child care services must be provided by an eligible provider For Children 12 years or younger During time that EE (and spouse, if applicable) work, seek work, or attend school full-time Dependent Care FSA is not annualized (Pay as you go) Annual Election and Use it or Lose it rules apply (but more flexibility) Dependent Care maximum amount is $5,000 per benefit year FSA Debit Card Keep your current FSA Debit Card it is reloaded with your new 2015 election. Instant access to Medical/Dental/Vision FSA funds, reducing out-of-pocket expenditures Reduces need to file claim forms and documentation prior to reimbursement Charges auto-adjudicated at many locations (physician copays, IIAS merchants) IRS Requirement: Save your receipts! (Card is cashless, but not always paperless) Reimbursement claims also accepted card is just one way to access funds For new enrollees, debits cards are mailed to your homes. Voluntary Benefit Programs! Accident Coverage Cancer Coverage Critical Illness Coverage For Medical: Legal Spouse or Same Sex Domestic Partner Children up to age 26, regardless of student or marital status. For Dental, Vision & Supplemental Life : Legal Spouse or Same Sex Domestic Partner Children up to age 26, regardless of student status. Eligible Dependents O You may change your benefits during the year only if you have an IRS recognized change in family status (i.e. marriage, birth, adoption, divorce, spouses loss/gain of employment, etc.). O You have 30 days from the date of the status change to contact Human Resources. Change in Family Status What do I need to do? O Please review the Benefit Confirmation Statement. If you wish to retain ALL current elections for 2015/2016 plan year, please sign and return that form to HR. O If you wish to CHANGE any elections - your medical, dental, vision, STD or Supplemental Life elections, etc. or elect to participate in the LTD Buy Up option, please complete your personalized Enrollment/Change Form and indicate that your election is a change for O If you are enrolling a working Spouse/Same Sex Domestic Partner in the HPCC medical plan who has access to health insurance where he/she works, a Spouse Employment Data form will be required. O You may also update your beneficiary information on your personalized enrollment/change form. O If you wish to participate in the Flexible Spending Account (FSA) program for 2015, please complete your personalized Enrollment/Change Form and indicate that your election is a change for 2015. Thank you for your time & attention.