2009 Advantages Open Enlistment.


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2009 Advantages Open Enlistment 2009 Things of Interest… Dental and Vision Protection No scope changes Premium increment for dental arrangements Adaptable Spending Records (MRA's and Ward Care Help Accounts) RightCHOICE Advantage Executives Direct Store Alternative
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2009 Benefits Open Enrollment

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2009 Items of Interest… Dental and Vision Insurance No scope changes Premium increment for dental arrangements Flexible Spending Accounts (MRA’s and Dependent Care Assistance Accounts) RightCHOICE Benefit Administrators Direct Deposit Option Debit Card highlight for MRA New Claim Forms

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2009 Items of Interest… Medical Insurance No scope changes Medical Plan A – Health Incentive Account Medical Plan B – Health Savings Account (HSA) alternative with wellbeing motivations Premium increment for therapeutic arrangements

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Dental and Vision Insurance 2009 Premiums Dental Insurance – Delta Dental of Missouri Plan A-Low Option Plan B-High Option Current Renewal Current Renewal Employee $10.84 $11.06 Employee $25.08 $25.58 Spouse $12.42 $12.68 Spouse $24.42 $24.92 Children $25.30 $25.80 Children $37.68 $38.44 Family $37.00 $37.74 Family $65.36 $66.68 Vision Insurance – Vision Service Plan (VSP) Plan An Exam Plus Plan B-Signature Plan Current Renewal Current Renewal Employee $2.88 $2.88 Employee $ 10.80 $10.80 Spouse $1.18 $1.18 Spouse $ 6.52 $ 6.52 Children $1.24 $1.24 Children $ 6.88 $ 6.88 Family $3.22 $3.22 Family $ 17.72 $17.72

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2009 Flexible Spending Accounts (MRA/Dependent Care) RightCHOICE Benefit Administrators New claim shapes for utilization Claim structures can be sent or faxed Debit Card highlight for all members Direct store accessible – sign up amid open enlistment by means of online accommodation structure from HR Open Enrollment site

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2009 Flexible Spending Accounts (MRA/Dependent Care) Annual Account Maximums - $5,000 for every arrangement During open enrollment… Enter a for each payroll interval sum for your record Complete online accommodation structure for direct store of repayments (discretionary) Customer Service: 1-800-365-3936

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2009 Medical Insurance 2008 Plan Year 2006-07 Claims Utilization: give or take 100% of premium Included premium decrease of (1.5%) Implemented Consumer Driven Health Plans, including HSA and wellbeing motivators Increased Cafeteria Plan subsidizing by $300, bringing about financing that secured: 150% of the arrangement An individual deductible of $500; and 99% of the arrangement B singular deductible of $1,500 2009 Plan Year 2007-08 Claims Utilization: more or less 94% of premium Includes premium increment of 11% No arrangement outline changes Continuing to offer HSA’s and wellbeing impetuses Continuing to offer Cafeteria Plan subsidizing Result: Over most recent two years, premium increment = 9.5%

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2009 Medical Plan A (with Health Incentive Account) Cafeteria Plan Funding: $750/year $500 Individual Deductible $1,000 Family Deductible 20% expense offer after deductible met Full Preventive Care scope (well lady, PSA, mammogram, yearly physical, inoculations, and so forth.) No office visit or Rx copays Individual Out of Pocket Maximum: $3,500/year

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2009 Medical Plan A Cafeteria Plan Funding Employer Cafeteria Plan Funding = $750/year Dependent Care Assistance Southeast supports 100% of representative Regular Medical Plan A premium Part-time worker financing allocated by percent of task Dependent Medical Employee & Dependent Dental Cafeteria Plan An Option Employee and Dependent Vision Medical Reimbursement Account (MRA)

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2009 Medical Plan A Health Incentive Accounts Allows individuals to acquire medicinal services dollars through different arrangement impetuses Feature inside of Medical Plans An and B Medical Plan A – lessens arrangement deductible Medical Plan B – payable to representative in giftcards Dollars can be utilized to balance arrangement deductible Unused wellbeing motivations extend

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2009 Medical Plan A Types of Health Incentive Accounts Health Assessment - $50 off deductible Personal Health Coach - $100 off deductible $200 motivator when accomplishing objectives through project Smoking Cessation - $50 off deductible Weight Management - $50 off deductible

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2009 Medical Plan B (with HSA and wellbeing motivations) Cafeteria Plan Funding: $1,486.32 $1,500 Individual Deductible $3,000 Family Deductible 20% expense offer after deductible met No Office Visit or Rx Copays Preventive Care: Full Preventive Care scope (well lady, PSA, mammogram, yearly physical, vaccinations, and so forth.) Individual Out of Pocket Maximum: $5,000/year

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2009 Medical Plan B (w/HSA) Cafeteria Plan Contributions Employer Cafeteria Plan Funding = $1,486.32/year ( IF ELECTING A HSA: Half of Cafeteria Plan subsidizing will be contributed in January; staying half separated by and contributed for the remaining payroll interval.) Dependent Care Assistance Southeast finances 100% of worker Regular Medical Plan B premium Part-time representative: $750 of financing customized by percent of task Dependent Medical Employee & Dependent Dental Cafeteria Plan B Option Employee and Dependent Vision Health Savings Account (HSA)

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Health Savings Accounts (HSA) Definition An enthusiasm bearing investment account possessed by the representative to pay for present and future restorative costs Offered with a High Deductible Health Plan – Medical Plan B Works like an adaptable spending record, yet unused monies move over a seemingly endless amount of time and keep drawing premium Portable

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Health Savings Accounts (HSA) Who is NOT Eligible? Workers secured by Medical Plan An Employees secured by other therapeutic protection that is a non-high deductible wellbeing arrangement Employees enlisted in Medicare scope Employees asserted as a reliant kid on somebody else’s government forms

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Health Savings Accounts (HSA) Account Contributions Both head honcho and representative commitments are reasonable, pre-charge 2009 greatest yearly commitment (superintendent and representative commitments consolidated) under Medical Plan B: $3,000 for worker just scope $5,950 for family scope 2009 Additional Age 55 Catch-up: $1,000 Employee commitments can be changed mid-year by means of structure finish in HR office

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Health Savings Accounts (HSA) Account Distributions sans tax if utilized for qualified restorative costs Withdrawal just for monies in the record at time of dissemination Qualified medicinal costs acquired on or after record is set up Can be utilized to repay for past years’ costs – no time limit on appropriation Can apply qualified medicinal costs of companion and kids, regardless of the fact that not secured by your medicinal protection

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Health Savings Accounts (HSA) Account Distributions Qualified Medical Expenses: Deductibles, expense offers, and out of pocket expenses on therapeutic protection claims Over-the-counter medicinal things COBRA continuation of scope premiums Medicare Insurance Premiums (Parts A through D) Qualified long haul care protection premiums DOES NOT INCLUDE PREMIUMS FOR MEDICAL, DENTAL OR VISION INSURANCES

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Health Savings Accounts (HSA) Account Features HSA adjusted through Mellon Bank If choosing a HSA interestingly: HSA Welcome Kits will be sent in ahead of schedule December to members for structures consummation FORMS MUST BE COMPLETED BY THE EMPLOYEE AND RETURNED TO MELLON BANK ASAP Debit cards issued to pay for qualified medicinal costs Checkbooks accessible, introductory 40 checks complimentary If proceeding with a HSA: Continue to utilize current platinum card Current record and parities move into the new year Competitive shared store venture alternatives accessible once record comes to $2,000 Setup and month to month expenses paid by the University Customer Service: 1-888-224-4902

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Medical Insurance 2009 Premiums Medical Insurance – Anthem Blue Cross and Blue Shield Plan A - HIA choice Plan B - HSA and wellbeing motivating force choices Current Renewal Current Renewal Employee $418.36 $464.38* Employee $357.00 $396.28* Spouse $418.36 $464.38 Spouse $356.98 $396.24 Children $313.74 $348.24 Children $267.74 $297.18 Family $732.12 $812.64 Family $624.74 $693.44 * 100% of Employee Premium Paid by the University.

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2009 Medical Plan An or B An Analysis - Which is a good fit for you?

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2009 Benefits Open Enrollment Processing Your Enrollment… October 20 – October 31, 2008 Full-time (100% task) representatives will at the end of the day use Employee Self Service to process Open Enrollment decisions In the Open Enrollment feature… Click on “Health” gathering to choose Cafeteria Plan Funding, Medical, Dental and/or Vision protection arrangement races Click on “Flex Spending” gathering to choose a Health Savings Account (HSA), a Medical Reimbursement Account and/or a Dependent Care Assistance Account Enter PER PAY PERIOD sums for these records!

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2009 Benefits Open Enrollment Processing Your Enrollment… For direct store choice with MRA/Dependent Care records: Complete online accommodation structure on Benefits Open Enrollment site page. Low maintenance( (under 100% task) workers will get enlistment shapes by means of grounds mail for finish and come back to HR by October 24 Supplemental/Dependent extra security decisions/changes can be handled by means of the Benefits Open Enrollment site page. New 2009 Medical Insurance Cards

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2009 Benefits Open Enrollment Processing Dependent Coverage Changes Must include subordinate scope data if adding new ward scopes to protection gets ready for 2009. Powerful Date of scope must be entered (01/01/2009). In the event that dropping ward scopes for 2009, must enter an end date of scope for every reliant (12/31/2008).

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2009 Benefits Open Enrollment Instructional Classes Pre-enlistment compulsory by means of the Office of Continuing Education site at https://www3.semo.edu/enrollment/courses.asp

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2009 Benefits Open Enrollment Open Labs Open labs for one-on-one help with preparing you

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