2019 BENEFITS ENROLLMENT GUID E A COMPREHENSIVE REVIEW Benefit - - PowerPoint PPT Presentation

2019 BENEFITS ENROLLMENT GUIDE

A COMPREHENSIVE REVIEW

Benefit Plan Year January 1, 2019 – December 31, 2019

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Benefits that work for your life…

Dear Heifer Colleagues, At Heifer International, we believe that employees are the foundation of our success. To support you during the moments that matter most, we offer a wide range of benefits, programs and resources that are competitive, diverse and flexible to meet your individual needs. It’s one of the most important things we do as an organization, and part of our commitment to making Heifer a great place to work. This enrollment guide is designed to help you understand the comprehensive medical, prescription, dental and vision coverage that is made available to you and your family. You’ll also learn about the available life and disability insurance options, including what’s provided automatically by Heifer. NOTE: Please refer to the U.S. Employee Handbook for further information concerning benefit eligibility in addition to referring to your plan documents/booklets for detailed information on Heifer’s benefits. You’ll see that wellness is a key component of our medical plans, as we’re committed to helping you learn more about your health and save money in the long run. By completing the 350 point requirement by 11/30/19 in the Viverae (SimplyWell) wellness program, you can receive an annual savings of $600 on your medical premium discounts in addition to receiving access to personal health coaches and nurses to help you improve your health, manage chronic conditions and more. The Human Resources Department is available to assist you with any questions you may have. Please do not hesitate to contact us at 501- 907-6950 or send us an email. Additionally, you may contact your Compass HealthPro Consultant, Brent Aguilar, at 800-513-1667 x8170

• r via email. This consultant is available free of charge and can assist you in selecting the right benefit plan for you.

We also encourage you to visit the Human Resources Benefits Portal at http://www.explainmybenefits.com/heifer/ for additional information. Sincerely, Your Benefits Team

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Benefits Eligibility and Dependent Information

Eligible Employees Employees who are actively employed in a benefit-eligible position are eligible to be enrolled in Heifer-sponsored benefit plans. During the annual Open Enrollment period, coverage becomes effective the first of the new year (i.e. 01/01/19), provided the employee has successfully completed the necessary online enrollment. Eligible Dependents Employees who are enrolled in Heifer-sponsored benefits have the ability to extend coverage to eligible dependents. NOTE: Dependent coverage cannot be elected unless the employee is also covered under the plan being selected. Individuals who are considered to be eligible dependents of Heifer-sponsored benefits plans are: ➢ Spouses (unless legally separated or divorced) ➢ Domestic Partners (same-sex and opposite-sex)

➢ NOTE: Dependent coverage under this option will require employees to be taxed for the fair market value of the premiums paid by Heifer; additionally, completion of the “Affidavit of Domestic Partnership” will be required for each plan year.

➢ Dependent children ➢ A natural child ➢ A step-child ➢ A child legally adopted ➢ A child you have a Qualified Medical Child Support Order (QMSCO) for ➢ A child for whom you have legal guardianship over ➢ A physically or intellectually disabled child who is incapable of self-sustaining employment, regardless of age, provided they are covered prior to the maximum age otherwise applicable An adult dependent child of an employee is eligible for coverage through the end of the month in which he/she turns age 26. Eligibility is regardless of whether he/she qualifies as the employee’s tax dependent, is a full-time student or is married. NOTE: If the adult dependent child of the employee is married, ONLY the adult dependent child of the employee will be eligible for coverage. Information regarding continuation of benefits under COBRA will be distributed after benefit eligibility terminates. COBRA is administered through Consolidated Admin Services (CAS).

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Qualifying Life Events (Mid-Year) Benefit Changes

Adding and Removing Employee or Dependents Outside of the Open Enrollment period, employee and/or dependent coverage can only be altered if the employee experiences an IRS qualifying life event change. Changes must be made within 31 (thirty-one) days of the date of the life event change. After that time, the employee must wait until the next Open Enrollment period. The effective date of a coverage change, based on an IRS qualifying life event change, will be the date that the life event occurred (i.e. if a child is born on September 15th, the effective date of coverage will be September 1st for medical coverage). The following is a summarized list of IRS-defined life event changes: ➢ Employee’s legal marital status changes, due to marriage, divorce, legal separation, or the death of a spouse; ➢ A change in the number of dependents you cover, due to birth, legal adoption, a Qualified Medical Child Support Order (QMCSO), or death; ➢ Changes in employment status of the employee, such as moving from full-time to part-time employment; ➢ Changes in employment status of a spouse, which can include the ending of their employment, new or different working hours resulting in a change of their employer-sponsored benefits, a benefit change due to a strike, a benefit change for them due to a change in work hours, or if they begin an unpaid leave of absence resulting in a change of benefits; ➢ A dependent who becomes ineligible for the benefit plan due to age or by obtaining coverage via other means. Duty to Notify of Ineligibility The employee is responsible for making the appropriate updates in the Benefits Enrollment Portal (www.InfinityHR.com) for any changes that have an affect on benefits. An enrollee ceases to be a covered dependent of all employee benefit plans on the date the enrollee no longer meets the definition of a dependent, regardless of when notice is given to Heifer. More information can be reviewed concerning Qualifying Life Event changes by reviewing this document.

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Let Compass Handle the Healthcare Stuff…

As a benefit to you, Heifer has partnered with Compass to provide assistance in navigating the healthcare system. This service is simple to use and available to covered employees and their families. Heifer’s Health Pro Consultant - Brent Aguilar / 1-800-513-1667 x8170 / brent.aguilar@compassphs.com

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Looking for expert medical support?

eDocAmerica is a free benefit paid for by Heifer and provided to all Heifer employees and their dependents who are enrolled in the Medical plan. This benefit allows employees with the ability of consulting with a medical provider through the Internet with a Webcam

• r telephone. This benefit will allow you to save time and potentially hundreds of dollars by helping you avoid costly

emergency room visits. The majority of minor ailments and non-life threatening medical issues can be treated through eDocAmerica online or by phone without the hassle of going to the doctor’s office. You can be treated while at home, the office, or traveling! Below is a small sample of medical conditions that eDocAmerica providers can evaluate: ➢ Abrasions, bruises ➢ Colds, flu, and fever ➢ Sore throat, cough, congestion ➢ Allergies, hives, skin infections ➢ Bites and stings ➢ Minor headaches, arthritic pains ➢ Diarrhea, vomiting, nausea ➢ Urinary tract infections ➢ Headaches, body aches To register your account, follow these simple steps: 1. Go to www.eDocAmerica.com 2. Click the “Sign-In” button and then click the “Register Now” button 3. Agree to the “Terms of Use” and choose “Heifer Project” on the company/organization drop down menu

• 4. Enter your last name and the last four digits of your social security

number 5. Create your screen name and password

• 6. Fill out your medical profile (bold items are required)

7. Start asking questions

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What’s happening in 2019…

What’s new?

• New Medical Carrier: Cigna Health
• New Pet Insurance offerings…
• PetAssure (veterinary discount plan)
• PetPlus (prescription savings plan)
• Employer sponsored wellness Health Reimbursement Account (HRA)

What’s changing?

• Optional Life Insurance option for Domestic Partners under Reliance

Standard. What’s making your life easier?

• Viverae Wellness Platform
• Rebranded to SimplyWell (effective November 1, 2018)
• Spouses will have the ability to participate in the program
• Enhanced financial educational resources to include retirement

educational assistance, student loan consolidation concierge services and the ability to apply for short-term loans through FinFit

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Explore your plan options offered through Cigna in 2019…

Employees will have two (2) medial plan options to choose from:

• Low Deductible Health Plan (Open Access Plus)
• High Deductible Health Plan (Health Savings Account Open Access Plus

To help you find the right balance of coverage and affordability for you, each plan option will have varying deductible amounts and employee costs. Benefits of a medical plan through Cigna…

• In-network annual check-ups covered at 100%
• Coverage for doctor visits, emergency room visits and hospital stays
• Nationwide network of health care professionals and facilities
• No referral required to see a specialist
• Out-of-pocket maximum limits what you pay each year

Save up for health care costs… With the High Deductible Health plan option, you can use tax-advantaged dollars in your HSA account to pay for qualified health care expenses not covered by your plan (i.e. deductibles, coinsurance and copayments).

• The money in your HSA isn’t taxed when it goes into your account
• The money in your HSA isn’t taxed when it is used for eligible expenses
• The money in your HSA goes with you, wherever you go.

Quick breakdown:

• Once you reach your deductible, you pay a set % of covered health care costs, and the health plan pays the rest
• Once you reach your out-of-pocket maximum, the health plan pays 100%

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Cigna 2019 Benefits Quick View Grid

LOW DEDUCTIBLE PLAN HIGH DEDUCTIBLE PLAN Office Charges

Office Visit (PCP) $30 copay 20% after deductible’s met Specialist $50 copay 20% after deductible’s met Preventive $0 $0

Annual Deductible & Out-of- Pocket Max

Individual $1,000/$4,000 $2,000/$4,000 Family $2,000/$8,000 $4,000/$8,000 Coinsurance (Insurance pays) 80% 80%

NOTE: Benefits for an individual within a family are paid once the individual deductible has been met. NOTE: Entire family deductible must be met before benefits will be paid.

Facility Charges

Urgent Care $50 copay 20% after deductible’s met Emergency Room (In or out of network) $350 copay 20% after deductible’s met Inpatient Hospital 20% after deductible’s met 20% after deductible’s met Outpatient Hospital 20% after deductible’s met 20% after deductible’s met

Prescription Drugs

20% after deductible’s met Generic $15 copay 20% after deductible’s met Preferred $35 copay 20% after deductible’s met Non-Preferred $75 copay 20% after deductible’s met Mail Order Prescription $45/$105/$225

(per 90-day supply)

20% after deductible’s met For additional information related to the Cigna Health Plans, please review the applicable Summary of Benefits for the traditional low deductible plan and for the high deductible health plan.

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Wellness Plan 2019 Reminders

Focusing on wellness is an investment in your health, which can save you money in the long run. When you’re in good health and feel well, you can be your best at home and at work. To help understand your health, take advantage of this voluntary wellness program. Employees who are actively engaged in their health can take advantage of the benefits and programs available with the SimplyWell (formerly Viverae) program. Employees have access to:

• Free coaching sessions
• Employer and employee led wellness challenges
• Opportunities to know and understand your numbers

Program completion allows employees to keep a $600 annual credit ($50/month) towards medical premiums in the next plan year. The 2019 program will need to be completed by 11/30/19 to receive credit in 2020. Employees who were unable to attend the on-site biometric screening can complete one of the following options in order to earn credit as the completion of a Biometric Screening is REQUIRED:

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2019 Wellness Plan Updates

➢ Effective November 1, 2018, Viverae has rebranded under the new company name of SimplyWell. This rebrand

represents the company’s renewed commitment to simplifying workplace wellness and providing a straightforward approach that is rooted in care and focused on addressing, improving, and controlling health factors within

• rganizations.

➢ The 2019 wellness program will contain some enhancements to the program: ➢ Targeted programs and online courses will be removed ➢ Financial wellness and featured content (articles and videos) will be added ➢ Spousal non-contingent program ➢ Spouses and domestic partners (who are covered on Heifer’s medical plan) will be able to log into the

wellness platform (under their own separate credentials) in order to benefit from the activities and information being offered. During the 2019 plan year, spousal participation in the point system is not required; however, this may change in future years.

➢ More information about spousal participation will be released as it is received. ➢ Biometric screenings (which will be scheduled for February 2019) will be administered through Quest Diagnostics

instead of LabCorp.

NOTE: Please refer to the 2019 Wellness Guide located on the Benefits Resources Portal for complete program activities, rules and details.

NOTE: Employees hired after 8/31/18 will be able to participate in the wellness program beginning 1/1/19.

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Medical Care Flexible Spending Accounts

Health Savings (HSA) Health Flexible Spending (FSA) Limited Purpose (LPFSA) Dependent Care (DCAP) Health Reimbursement Arrangement (HRA)

How it works A personal savings account that helps you save for out-of-pocket medical expenses when you have a qualified high- deductible health plan. Your employer can also choose to contribute to your account HSA. Allows you to set aside pre-tax dollars to help pay for qualified medical expenses that

• ccur during a 12-

month period. Like an FSA, but typically offered in combination with an

• HSA. Can only be used

for qualified dental and vision expenses. A reimbursement account that uses pre- tax dollars for dependent care expenses including daycare, after-school care and adult care. An employer-funded account that helps you pay for qualified medical expenses not covered by your health plan. Who owns the account You do. You can take it with you, even if you retire, change jobs or health plans. Your employer Your employer Your employer Your employer Type of health plan required A qualified High Deductible Health Plan (HDHP) No health plan required Typically used in combination with an HSA and HDHP. No health plan required. No health plan required. Who can contribute? You and your employer You and your employer You and your employer Employee only Employer only

By allowing you to set aside money directly from your paycheck before taxes are taken out, flexible spending accounts are a great way to save money for eligible expenses and to lower your taxable income. You can use that tax-free money to pay for eligible out-of-pocket health care and dependent care expenses. Heifer offers the following FSA options, administered by Consolidated Admin Services (CAS):

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Medical Care Flexible Spending Accounts…continued…

Health Savings (HSA) Health Flexible Spending (FSA) Limited Purpose (LPFSA) Dependent Care (DCAP) Health Reimbursement Arrangement (HRA)

Annual maximum contribution limits Employee: $3,500 / single $7,000 / family $1,000 / catch-up for employees age 55+ Employer: $300 / single $600 / family $2,700 $2,700 $5,000 $2,500 if married, filing taxes separately $100 When is the money in your account available for use? Funds are available as soon as contributions are deposited into your account throughout the year. The full contribution amount is available on the first day of coverage in your plan year. The full contribution amount is available on the first day of coverage in your plan year. Funds are available as soon as contributions are deposited into your account throughout the year. The full contribution amount is available on the first day of coverage in your plan year. Do unused funds in your account carry over to the next year? Yes, unused balances carry over. It’s yours to keep and you never lose it, even if you change jobs or stop working. Up to $500. Up to $500 No, funds must be used during the plan year. No Ability to invest funds/earn interest Yes, if the account balance exceeds $1,000. No No No No Can it be combined with another health account? Yes, with a Limited Purpose FSA or a Dependent Care FSA. Yes with a Dependent Care FSA or an HRA. Yes, with a Dependent Care FSA or HSA. Yes, with a Health FSA, Limited Purpose FSA, HRA or an HSA.

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Medical Care Flexible Spending Accounts…continued…

Health Savings (HSA) Health Flexible Spending (FSA) Limited Purpose (LPFSA) Dependent Care (DCAP) Health Reimbursement Arrangement (HRA)

What are the tax advantages? Offers a triple-tax advantage: 1. Pre-tax contributions 2. Potential for tax- free interest and investment earnings 3. Tax-free withdrawals for qualified medical expenses. Contributions you make to this account are tax-free. Contributions you make to this account are tax-free. Contributions you make to this account are tax-free. Reimbursements for qualified (wellness related) expenses are tax-free.

Managing your Consolidated Admin Services (CAS) Accounts:

• A plan debit card for you with the ability to purchase

additional cards as needed

• A website that provides 24/7/365 access to account

information

• A mobile device app that allows you to see available

balances as well as to file claims and upload receipts

http://www.consolidatedadmin.com

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Dental Highlights

IN-NETWORK OUT-OF-NETWORK

Annual Deductible $25 $25 Annual Benefit Maximum $1,500 $1,500 Orthodontia $1,000/lifetime $1,000/lifetime

Preventative Services

Cleanings & Exams 100% (deductible does not apply) 100% (deductible does not apply) X-Rays Fluoride Treatments Sealants

Basic Services

Extractions 80% (after deductible) 80% (after deductible) Endodontics (Root Canal) Fillings Oral Surgery

Major Services

Dentures 50% (after deductible) 50% (after deductible) Crowns Bridges Implants Staying healthy includes good dental care. Heifer’s dental plan provides the comprehensive coverage necessary to help you and your family maintain good dental health. Employees enrolled in dental benefits have the flexibility to see any dentist they choose; however, greater discounts and benefits are available by visiting with an in-network dentist. To find in-network preferred providers, visit www.deltadentalar.com.

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Vision Highlights

IN-NETWORK OUT-OF-NETWORK

Vision Exam - $10 copay

(every 12 months)

Covered in full after co-pay $36 retail allowance Materials – Frames

(every 24 months)

$130 retail allowance $61 allowance Materials – Lenses (every 12 months) Single vision Covered in full after co-pay $28 retail allowance Biofocals Covered in full after co-pay $42 retail allowance Trifocals Covered in full after co-pay $56 retail allowance Lenticular Covered in full after co-pay $78 retail allowance Progressives

Covered up to the providers retail trifocal amount after co-pay

$56 retail allowance Materials – Contact Lenses

(every 12 months)

Elective $130 retail allowance $100 retail allowance Medically Necessary Covered in full $210 retail allowance Polycarbonate Upgrade Covered in full after co-pay $0 retail allowance Contact Lens Fit - $25 copay Standard Covered in full after co-pay $0 retail allowance Specialty $50 retail allowance $0 retail allowance Vision coverage is a voluntary benefit that features coverage for prescription glasses and contact lenses, as well as other vision-related items. As with the dental plan, you have the freedom to receive services from any vision provider; however, enrolled employees will receive a higher level of benefits by using providers who participate in the Superior Vision network. To find a participating provider, visit www.superiorvision.com/member/locate_provider_ddar.

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Premium Cost Overview

As a reminder, 2019 rates for Medical, Dental and Vision coverage WILL NOT change for employees. Below is an

• verview of employee premium rates.

Type of Benefit Level of Coverage ER Semi- Monthly Rate EE Semi- Monthly Rate Total Semi- Monthly Premium Cost Total Monthly Premium Cost Medical Option A- Low Ded. Plan Employee Only $155.36 $52.05 $207.41 $414.81 Employee + Spouse $326.26 $109.30 $435.56 $871.11 Employee + Child(ren) $287.43 $96.28 $383.71 $767.41 Employee + Family $450.56 $150.93 $601.49 $1,202.97 Option B- High Ded. Plan Employee Only $133.87 $44.66 $178.53 $357.06 Employee + Spouse $281.12 $93.79 $374.91 $749.82 Employee + Child(ren) $247.65 $82.63 $330.28 $660.56 Employee + Family $388.22 $129.52 $517.74 $1,035.47 Dental Employee Only $13.15 $4.87 $9.73 $36.04 Employee + Spouse $25.47 $9.42 $18.84 $69.78 Employee + Child(ren) $25.98 $9.61 $19.22 $71.18 Employee + Family $45.28 $16.75 $33.50 $124.06

Vision

Employee Only n/a $3.42 $6.84 $6.84 Employee + Spouse n/a $6.15 $12.30 $12.30 Employee + Child(ren) n/a $6.66 $13.32 $13.32 Employee + Family n/a $9.22 $18.44 $18.44

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Basic Life, AD&D and Voluntary Insurance

Employee

• Employer Provided Basic Life: $75,000
• No cost to employee
• Maximum Benefit: Up to a maximum of $500,000 in $10,000 increments.
• Minimum Benefit: $20,000
• Guarantee Issue: $150,000

Benefit Reduction Schedule: Reduces by 67% at age 70, to 50% at age 75

Spouse

NEW for 2019 – Domestic Partners can be enrolled in spousal life insurance coverage.

• Maximum Benefit: Up to 100% of employee’s benefit amount not to exceed $250,000

($5,000 increments)

• Minimum Benefit: $5,000
• Guarantee Issue: Up to 100% of employee’s benefit amount not to exceed $50,000

Benefit Reduction Schedule: Reduces by 67% at age 70, to 50% at age 75

Child(ren)

• Maximum Benefit: Up to a maximum of $10,000

(14 days but less than 6 months: $250) (6 months to Age 19: choice of $1,000, $5,000 or $10,000)

• Guarantee Issue: All amounts are guaranteed issue.

Please make sure beneficiaries are updated! Convertible and Portable

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Evidence of Insurability (EOI)

What is EOI? Proof of good health, also known as evidence of insurability (EOI), is an application process in which you provide information on the condition of your health or your dependent’s health to get certain types of insurance coverage. Who is required to provide EOI? Active employees who are adding new life insurance coverage or increasing current coverage of more than 2 salary increments – during the Open Enrollment period – will be required to complete the EOI application. NOTE: Employees who have previously been denied coverage would not be eligible. How can I complete the necessary EOI forms? Employees who are required to complete EOI forms will be contacted by HR Benefits to complete the necessary paperwork. These forms must be returned to HR for processing no later than 2 weeks after your New Hire enrollment. Additional Notes – Employees 65 or over may not apply for or increase coverage. Additionally, benefit coverage & applicable payroll deductions for newly elected amounts WILL NOT take effect until EOI is approved by the carrier.

Disability Insurance

Short-Term Disability (STD) ➢ Pays a benefit after a 10-day elimination period up to 23 weeks. NOTE: accrued vacation and sick time must be exhausted before STD kicks in. ➢ Covers 60% of your earnings up to a maximum of $2,500 per week ➢ Continues to pay until you can return to work or reach normal retirement age Long-Term Disability (LTD) ➢ Pays a benefit after you have been disabled for 180 days. ➢ Covers 60% of your earnings up to a maximum of $6,000 per month. ➢ Continues to pay until you can return to work or reach normal retirement age ➢ LTD includes a 3/12 pre-existing clause, meaning that no condition that existed 3 months before the policy effective date will be covered until 12 months after the policy effective date

Claims are easy to file over the phone! Call Matrix Absence Management at 1-877-203-0549

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Voluntary Products

Products include:

• Accident

‒ Benefits for common injuries ‒ Benefits for emergency room visits, ambulance, hospital care, etc.

• Hospital Indemnity

‒ Benefits based on the number of days spent in a hospital, critical care unit

• r rehabilitation facility

‒ Benefits for outpatient and inpatient surgery, diagnostic tests and emergency room and rehabilitation services

• Critical Illness

‒ Lump sum benefit of $10K, $20K or $30K available ‒ Spouse ($5K, $10K, $15K) ‒ Child(ren) ($2.5K, $5K, $10K) ‒ Benefits for cancer, heart attack, stroke, kidney failure, coronary artery bypass and several others ALL Plans include a wellness benefit – once per calendar year *

Insurance changes or new enrollments, please complete your enrollment by contacting (321) 296-8060, option 3.

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Voluntary Products

Personal Legal Planning Provides you with the ability to talk to an attorney about any personal legal issues that you may experience. Additional benefits can include advice on a number of topics such as family or financial matters, auto, home or estate issues. Other services offered can include, but is not limited to, letters and phone calls sent on your behalf, legal documentation review, will preparation and much more Identity Theft Plan These days, you can never be too cautions. This plan will provide benefits that include:

• Credit reporting
• Personal credit score analysis
• Continuous credit monitoring with safety alerts
• Identity consultation and restoration services
• Safeguard for minors

You may purchase either as a separate plan, or purchase both the Legal and the Identity plans and enjoy package savings.

NOTE: This plan covers one household (you, your spouse and children to age 26).

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Voluntary Products

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Employee Assistance Program (EAP)

Keeping People Productive at home…at work…at life

Services

• Behavioral and Mental Health Consulting
• Financial Consultation
• Parenting Resources
• Career Assessment
• Crisis Response
• Work-Life Balance Research and Referrals
• Legal Assistance
• Eldercare Resources
• Nutrition Consultation
• Manager Consultations

Need to Know

• EAP services are confidential! Southwest EAP does not share with Heifer who

has called or what they called about.

• Counselor’s are licensed, skilled professionals.
• Family Members are eligible and encouraged to use this resources as well!
• Southwest EAP is an active participant in the Worksite Wellness programming.
• Access to expanded and improved resources and tools staff.

How do you Contact the EAP?

Toll Free: 501-663-1797 / 1-800-777-1797 Website: www.southwesteap.com

QUESTIONS OR COMMENTS?

CONTACT HR@HEIFER.ORG