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2009 Benefits Open Enrollment PowerPoint PPT Presentation

2009 Benefits Open Enrollment 2009 Items of Interest… Dental and Vision Insurance No coverage changes Premium increase for dental plans Flexible Spending Accounts (MRA’s and Dependent Care Assistance Accounts) RightCHOICE Benefit Administrators Direct Deposit Option

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2009 Benefits Open Enrollment

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2009 Benefits Open Enrollment


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2009 Items of Interest…

  • Dental and Vision Insurance

    • No coverage changes

    • Premium increase for dental plans

  • Flexible Spending Accounts (MRA’s and Dependent Care Assistance Accounts)

    • RightCHOICE Benefit Administrators

    • Direct Deposit Option

    • Debit Card feature for MRA

    • New Claim Forms


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2009 Items of Interest…

  • Medical Insurance

    • No coverage changes

    • Medical Plan A – Health Incentive Account

    • Medical Plan B – Health Savings Account (HSA) option with health incentives

    • Premium increase for medical plans


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Dental and Vision Insurance 2009 Premiums

Dental Insurance – Delta Dental of Missouri

Plan A-Low OptionPlan B-High Option

CurrentRenewalCurrentRenewal

Employee$10.84$11.06Employee$25.08$25.58

Spouse$12.42$12.68Spouse$24.42$24.92

Children$25.30$25.80Children$37.68$38.44

Family$37.00$37.74Family$65.36$66.68

Vision Insurance – Vision Service Plan (VSP)

Plan A-Exam PlusPlan B-Signature Plan

CurrentRenewalCurrentRenewal

Employee$2.88$2.88Employee$ 10.80$10.80

Spouse$1.18$1.18Spouse$ 6.52$ 6.52

Children$1.24$1.24Children$ 6.88$ 6.88

Family$3.22$3.22Family$ 17.72$17.72


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2009 Flexible Spending Accounts (MRA/Dependent Care)

  • RightCHOICE Benefit Administrators

  • New claim forms for use

  • Claim forms can be mailed or faxed

  • Debit Card feature for all participants

  • Direct deposit available – sign up during open enrollment via online submission form from HR Open Enrollment website


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2009 Flexible Spending Accounts (MRA/Dependent Care)

  • Annual Account Maximums - $5,000 for each plan

  • During open enrollment…

    • Enter a per pay period amount for your account

    • Complete online submission form for direct deposit of reimbursements (optional)

  • Customer Service: 1-800-365-3936


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2009 Medical Insurance

  • 2008 Plan Year

    • 2006-07 Claims Utilization: approximately 100% of premium

    • Included premium reduction of (1.5%)

    • Implemented Consumer Driven Health Plans, including HSA and health incentives

    • Increased Cafeteria Plan funding by $300, resulting in funding that covered:

      • 150% of the plan A individual deductible of $500; and

      • 99% of the plan B individual deductible of $1,500

  • 2009 Plan Year

    • 2007-08 Claims Utilization: approximately 94% of premium

    • Includes premium increase of 11%

    • No plan design changes

    • Continuing to offer HSA’s and health incentives

    • Continuing to offer Cafeteria Plan funding

  • Result: Over last two years, premium increase = 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% cost share after deductible met

  • Full Preventive Care coverage (well woman, PSA, mammogram, annual physical, immunizations, etc.)

  • 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 funds 100% of employee Regular Medical Plan A premium

  • Part-time employee funding prorated by percent of assignment

Dependent Medical

Employee & Dependent Dental

Cafeteria Plan A Option

Employee and Dependent Vision

Medical Reimbursement Account (MRA)


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2009 Medical Plan AHealth Incentive Accounts

  • Allows members to earn health care dollars through various plan incentives

  • Feature within Medical Plans A and B

    • Medical Plan A – reduces plan deductible

    • Medical Plan B – payable to employee in giftcards

  • Dollars can be used to offset plan deductible

  • Unused health incentives carry over


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2009 Medical Plan ATypes of Health Incentive Accounts

  • Health Assessment - $50 off deductible

  • Personal Health Coach - $100 off deductible

    • $200 incentive when achieving goals through program

  • Smoking Cessation - $50 off deductible

  • Weight Management - $50 off deductible


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2009 Medical Plan B(with HSA and health incentives)

  • Cafeteria Plan Funding: $1,486.32

  • $1,500 Individual Deductible

  • $3,000 Family Deductible

  • 20% cost share after deductible met

  • No Office Visit or Rx Copays

  • Preventive Care: Full Preventive Care coverage (well woman, PSA, mammogram, annual physical, immunizations, etc.)

  • 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 AN HSA: Half of Cafeteria Plan funding will be contributed in January; remaining half divided by and contributed for the remaining pay periods.)

Dependent Care Assistance

  • Southeast funds 100% of employee Regular Medical Plan B premium

  • Part-time employee: $750 of funding prorated by percent of assignment

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 interest bearing savings account owned by the employee to pay for current and future medical expenses

  • Offered with a High Deductible Health Plan – Medical Plan B

  • Works similar to a flexible spending account, yet unused monies roll over year after year and continue drawing interest

  • Portable


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Health Savings Accounts (HSA)Who is NOT Eligible?

  • Employees covered by Medical Plan A

  • Employees covered by other medical insurance that is a non-high deductible health plan

  • Employees enrolled in Medicare coverage

  • Employees claimed as a dependent child on someone else’s tax returns


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Health Savings Accounts (HSA)Account Contributions

  • Both employer and employee contributions are permissible, pre-tax

  • 2009 maximum annual contribution (employer and employee contributions combined) under Medical Plan B:

    • $3,000 for employee only coverage

    • $5,950 for family coverage

  • 2009 Additional Age 55 Catch-up: $1,000

  • Employee contributions can be changed mid-year via form completion in HR office


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Health Savings Accounts (HSA)Account Distributions

  • Tax-free if used for qualified medical expenses

  • Withdrawal only for monies in the account at time of distribution

  • Qualified medical expenses incurred on or after account is established

    • Can be used to reimburse for past years’ expenses – no time limit on distribution

  • Can apply qualified medical expenses of spouse and children, even if not covered by your medical insurance


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Health Savings Accounts (HSA)Account Distributions

  • Qualified Medical Expenses:

    • Deductibles, cost shares, and out of pocket costs on medical insurance claims

    • Over-the-counter medical items

    • COBRA continuation of coverage premiums

    • Medicare Insurance Premiums (Parts A through D)

    • Qualified long term care insurance premiums

    • DOES NOT INCLUDE PREMIUMS FOR MEDICAL, DENTAL OR VISION INSURANCES


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Health Savings Accounts (HSA)Account Features

  • HSA serviced through Mellon Bank

  • If electing an HSA for the first time:

    • HSA Welcome Kits will be mailed in early December to participants for forms completion

    • FORMS MUST BE COMPLETED BY THE EMPLOYEE AND RETURNED TO MELLON BANK ASAP

    • Debit cards issued to pay for qualified medical expenses

    • Checkbooks available, initial 40 checks free of charge

  • If continuing an HSA:

    • Continue to use current debit card

    • Current account and balances transfer into the new year

  • Competitive mutual fund investment options available once account reaches $2,000

  • Setup and monthly fees 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 optionPlan B-HSA and health incentive options

CurrentRenewalCurrentRenewal

Employee$418.36 $464.38*Employee$357.00 $396.28*

Spouse$418.36 $464.38Spouse$356.98 $396.24

Children$313.74 $348.24Children$267.74 $297.18

Family$732.12 $812.64Family$624.74 $693.44

* 100% of Employee Premium Paid by the University.


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2009 Medical Plan A or BAn Analysis -Which is right for you?


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2009 Benefits Open EnrollmentProcessing Your Enrollment…

  • October 20 – October 31, 2008

  • Full-time (100% assignment) employees will once again use Employee Self Service to process Open Enrollment elections

    • In the Open Enrollment feature…

      • Click on “Health” group to elect Cafeteria Plan Funding, Medical, Dental and/or Vision insurance plan elections

      • Click on “Flex Spending” group to elect a Health Savings Account (HSA), a Medical Reimbursement Account and/or a Dependent Care Assistance Account

        • Enter PER PAY PERIOD amounts for these accounts!


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2009 Benefits Open EnrollmentProcessing Your Enrollment…

  • For direct deposit option with MRA/Dependent Care accounts: Complete online submission form on Benefits Open Enrollment webpage.

  • Part-time (less than 100% assignment) employees will receive enrollment forms via campus mail for completion and return to HR by October 24

  • Supplemental/Dependent life insurance elections/changes can be processed via the Benefits Open Enrollment webpage.

  • New 2009 Medical Insurance Cards


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2009 Benefits Open EnrollmentProcessing Dependent Coverage Changes

  • Must add dependent coverage information if adding new dependent coverages to insurance plans for 2009. Effective Date of coverage must be entered (01/01/2009).

  • If dropping dependent coverages for 2009, must enter an end date of coverage for each dependent (12/31/2008).


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2009 Benefits Open EnrollmentInstructional Classes

  • Pre-enrollment mandatory via the Office of Continuing Education website at https://www3.semo.edu/registration/courses.asp


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2009 Benefits Open EnrollmentOpen Labs

  • Open labs for one-on-one assistance in processing your Open Enrollment through Employee Self Service


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