Benefits Annual Enrollment Meeting Effective January 1, 2014. Agenda. Consumerism Tips & Resources Healthcare Reform General Information Medical and Prescription Plan Dental Plan Vision Plan Flexible Spending Accounts Supplemental Life Insurance. What Impacts Your Health Plan Cost?.
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Health Plan Cost?
Is this procedure really necessary?
Is there a less expensive option?
Is there a Generic Rx?
Has anybody out there had this before?
(Do your own research online!)
Five Smart Questions to Ask:
New for 2014: $20 Co-payments will apply toward the out-of pocket limit.
The $400/$800 deductible simultaneously applies to both in and out-of-network services. In other words, there is not a separate deductible for out-of-network.
Prescription Drug Retail copay $10/$25/$40
Prescription Drug Mail Order $20/$50/$80
(90-day supply through Express Scripts)
Prescription co-pay OOPL limit $1,200 single/$2,000 family
Note: Prescription OOPL is completely separate and unrelated to the OOPL for medical.
Routine Eye Exam (once every 12 months) $10 co-payEyeglass Frames (once every 24 months) $100 allowance/20% off the remaining balance
Eyeglass Lenses (standard)Standard Plastic Single vision lenses (1 pair) $15 co-pay, then covered in fullStandard Plastic Bifocal lenses (1 pair) $15 co-pay, then covered in fullStandard Plastic Trifocal lenses (1 pair) $15 co-pay, then covered in full
Additional co-pays apply for eyeglass lens upgrades
Contact Lenses Elective Conventional Lenses $105 allowance/15% off the remaining balanceElective Disposable Lenses $105 allowance (no additional discount) Non-Elective contact Lenses Covered in Full
A flexible spending account (FSA), is a tax-advantaged financial
account that allows an employee to set aside a portion of earnings to
pay for qualified medical and dependent care expenses. Money
deducted from an employee's pay into an FSA is not subject to
payroll taxes resulting in substantial payroll tax savings. One
significant disadvantage to using an FSA is that funds not used by
the end of the plan year are lost to the employee, known as the
"use it or lose it" rule.
Third Party Administrator
Click here to view a list of eligible expenses: FSA Eligible Expenses
The Employee must elect coverage to enroll Spouse and/or Dependent Children.