dependents. The information provided to you today will help prepare - - PDF document

Welcome to benefits orientation for Vidant Medical Center Residents. In this presentation we will provide you with a brief overview of the benefits offered to Vidant Medical Center Residents and their eligible

• dependents. The information provided to you today will help prepare you

in making your enrollment decisions. For your convenience you can find this presentation posted on the Vidant Medical Center and Vidant Health internet at www.vidanthealth.com, click on “For Employees” “Benefits” “Welcome to Our Family” and then “Benefits”.

1 You can read and review detailed information about any of the benefits topics shown on this slide 2 different ways:

• From home (internet), go to www.vidanthealth.com. Once at the website

click on the tab For Employees, then click on Benefits Information.

• From work (intranet), go to the Vidant Health homepage. Follow this

path – Click on Employee Central. You can browse this section for more information on our benefits or scroll down to “New to Our Family” for an

• verview about Employee Central and what is available.

2

• Medical, dental and vision coverage becomes effective on your first day of employment

and deductions for benefits are taken every two weeks.

• You can cover yourself only, yourself and your child(ren), yourself and your

spouse/domestic partner, or family. Family coverage includes yourself, your spouse/domestic partner and your eligible child(ren).

• Your eligible dependents include your spouse/domestic partner, and your children up to

the day they turn age 26. If you enroll your dependents you must provide their social security numbers and date of birth in order for claims to be processed and paid. Proof of dependent eligibility may be requested.

• You will be asked to attest that the named dependents on your medical, dental, and/or

vision plans are qualified participants under the policy guidelines for Vidant Health. You will be asked to attest that you understand if documentation is ever requested to prove a dependent meets the plan(s) eligibility requirements that you have 30 calendar days to produce the requested documents.

• Proof documents include:
• State issued marriage certificate/license
• State issued birth certificate or adoption certificate
• Adoption placement agreement and petition for adoption
• Qualified medical child support order
• Proof of legal guardianship
• State issued civil union and/or domestic partnership certificate/license
• A copy of the Registration of your registered domestic partnership, or
• Proof of financial interdependence, provide any three of the following that were issued within last

12 months:

• Copy of your and your domestic partner’s driver’s license showing your current address
• Joint mortgage or joint tenancy on a residential lease
• Bank account in both names, or
• Credit card in both names, or
• Power of attorney for health care, or
• Designation of each other as authorized signatures on safe deposit boxes, or

• Joint wills

2

3

• MedCost is our third party administrator and is the company that

processes all medical claims. Your out of pocket costs are determined by whether you seek care from an in-network provider or an out of network

• provider. A list of providers can be found on the MedCost website at the

website address shown on the slide. Once at the site click on “locate a provider” and select MedCost Ultra as the network.

• You pay less out of pocket by seeing your PCP (primary care physician)
• r other in network providers. Seeing a doctor outside the network means

you pay a higher share of the bill.

• Participating network physicians outside of North Carolina, South

Carolina and Virginia can be viewed on the MedCost website by selecting American Healthcare Alliance.

• Insurance identification cards are mailed to your home address within 5-

10 business days. For enrollments made during our annual Open Enrollment, new cards, if applicable will be mailed prior to 1/1

• You should immediately access the MedCost website to register and

create a username and password. Registering will allow you to check on the status of a medical claim for yourself and dependent and print explanation of benefits statements. You will also find information about

fitness, nutrition and other wellness links.

• There are three basic parts to the health plan as shown on the slide that we will

cover in a little more detail. 3

This slide shows the dollar amounts of the plan deductibles, out of pocket max and various co-pays. For more detailed information, refer to the summary plan description booklet posted on the Vidant Health website under the benefits section. 4

5

• The Vidant Employee Clinic is part of the Vidant Health family and

provides screenings and services to keep you healthy. They can connect you with programs and resources that help you manage your and your dependents (age 16 & older) health. Your visit to the clinic requires a $5 co-payment if you are in the Vidant Health Medical plan and they are located at 600 Medical Dr. across from Doctors Park. The Vidant Employee Clinic is by appointment only. Office hours are Monday – Friday, 7am – 5 pm. Hours may vary during holidays.

6

• Employees may choose between a 70/30 plan or an 80/20 plan. With

the 70/30 plan, insurance covers 70 percent of the claim and the employee pays the remaining 30 percent. With the 80/20 plan, insurance covers 80 percent of the claim and the employee pays the remaining 20 percent.

• Employees enrolled in the medical plan are eligible to receive medical

premium credits to help offset what you pay in medical premiums. Medical plan premium credits will be discussed later in this presentation.

• This slide shows the in and out of network levels of coverage for both

plans.

• The family deductible is cumulative in that as each family member incurs

cost it is added together to help you meet the family deductible. However, one person must meet the individual deductible.

• The plan includes an annual deductible and coinsurance for all hospital

services (inpatient and outpatient) and certain physician services that are not included in the office co-pay.

7

• The examples shown on this slide are subject to a one time annual

deductible and then the plan will begin paying.

• Hospital services such as inpatient visits are subject to the annual

deductible.

• In addition, some inpatient and outpatient services must be pre-certified.

Consult the summary plan description for more details.

• The examples on this slide are the more common items that fall under

the deductible and is not all inclusive. Consult the summary plan description for more details. Please also note that pre-certifications will be required for all in-patient and out-patient MRI, CT and Pet Scans for domestic and non-domestic

• facilities. It is your responsibility as a plan participant to ensure that

your/your covered dependents provider has completed the pre- certification process for these services.

8

• Minor Emergency Department is located on Arlington Blvd next to the

hospital’s emergency room entrance.

• We want to make sure you are aware that the Minor Emergency

Department is part of the hospital’s emergency room and is not an urgent care center.

• You should visit your primary care physician, urgent care center, or

Vidant Employee Clinic for non-emergency services especially during the hours of Monday through Friday, 7am -5pm as this will help save you money.

9

• The prescription drug coverage is organized in tiers. There is no

deductible associated with the purchase of your prescriptions.

• Your cost will vary depending on the type of prescription drug you

purchase.

• You will pay between $5 and $10 for prescriptions at the employee

pharmacy and $25 for a brand name prescription when a generic is available.

• Retail pharmacy purchases are based on a three tier formulary guide as

shown on the slide.

• The annual out of pocket maximum is $2500 individual and $5000 family.
• Co-pays from the purchase of prescription drugs are not applied to your

medical deductible or out of pocket maximum.

• Please also note that our plan utilizes step therapy and prior

authorizations as a cost saving feature for both the employee and the

• plan. These features are discussed in detail on the following slides.

Utilization versus direct costs. Our health choices result in increased costs. Better health choices result in better overall health and reduced costs. What is Step Therapy? Program for people who take prescription drugs regularly for an ongoing condition. This program is an approach to getting you the prescription drugs you need, with safety, cost and – most importantly – your good health in mind. It allows you and your family to receive the treatment you need while making prescription drugs more affordable for you. A generic front-line medication will cost, on average, between 30% and 80% less than the equivalent brand-name drug. What is a Prior Authorization?

• A cost-savings feature of your prescription benefit plan that helps ensure the

appropriate use of selected prescription drugs

• Designed to prevent improper prescribing or use of certain drugs that may not be the

best choice for a health condition

• Prior Authorizations may be obtained by working with your physician and pharmacy

benefit manager (MedImpact) For additional information please contact MedImpact at 1.844.513.6009.

11

• You are able to do just about everything at the employee pharmacy that

you can do at retail pharmacies

• You can purchase OTC medications at a discounted price
• Your physician can call in, fax, email, or consult with the pharmacist if

necessary

• Transfers and prescription refills take 24 hours to process.
• It is important to note that while your coverage is effective on your date
• f hire, it will take the pharmacy 3-4 days before receiving your benefit

information.

• To assist you with transferring your prescriptions go to Employee Central
• n the intranet and click on “Employee Pharmacy”. The next few slides

show you how to access this information.

12

• If your primary insurance is not with the Vidant Health medical plan you

and your dependents may still use the employee pharmacy.

• However, the co-pay will not apply to prescription purchases. Instead,

you will pay the cost of the prescription plus $5.

• In the example shown on the slide, the employee pharmacy purchased a

specific medication from the vendor for $60. Therefore, your cost for the medication will be $65.

• Always use your primary insurance to purchase prescriptions.

To transfer a prescription or get additional information go to Employee Central from any Vidant Health computer (www.myvidanthealth.com) and click “Employee Central” then “Employee Pharmacy”. 13

As a new employee there are several resources to assist you in transferring your prescriptions. 14

15

• Coordination Of Benefits (COB) is a provision used to establish the order

in which health insurance plans pay claims when more than one plan

• exists. This includes coverage by a spouses' group plan, Medicare or

Medicaid.

• When two or more group health insurance plans cover the insured and

dependents, one plan becomes the primary plan and the other plan the secondary plan.

• The primary coverage is the coverage you select through your own

employer.

• If there are children covered under the two plans, the health insurance of

the parent whose birthday falls first in the calendar year is usually considered the primary plan.

• The medical and dental plan offered by Vidant Health allows for

coordination of benefits to members who have other insurance coverage.

• The plan however does not offer coordination of prescription drug

benefits.

16

Employees may be charged additional medical premiums. 17

18 It’s no secret that smoking is not healthy. At Vidant Health, we offer several different smoking cessation programs to help you and/or your dependants "kick the habit." Programs include cessation treatment plan with medication therapy prescribed by a health care provider, NC QuitLine, employee wellness tobacco cessation coaching and Freedom from Smoking web classes. For more information, contact Chris Lee at Employee Wellness, 252-847- 1389 or clee@vidanthealth.com.

• To avoid the $40 additional tobacco premium, you must attest that you

and your dependents on the Vidant Health medical plan do not use tobacco products or if you or your dependents use tobacco products a tobacco cessation certification form must be completed and returned to

• ccupational health during your new hire health screening.
• You will then be eligible to avoid the $40 tobacco user premium.
• *You (or your dependent) are actively participating if you (or dependent)

are following or complying with treatment plan, receives official enrollment letter from the NC Quit Line or returns the Certificate of Completion from the Freedom From Smoking Online program.

19

• Please take a moment to read this slide concerning tobacco cessation

programs that may allow you to avoid the $40 bi-weekly additional tobacco premium.

• Tobacco cessation qualifying programs include:
• Cessation treatment plan with medication therapy prescribed by a

MD or a provider (NP or PA)

• N.C. Tobacco Use Quit line 4-Call Coaching at 1-800-Quit Now
• Freedom From Smoking Online Program (www.ffsonline.org)

20

• To avoid the wellness additional premium, you should have completed

your WellScreen during your occupational health screening that is required of all new employees. If you completed the screening, the Vidant Health Employee Benefits Department will be notified to ensure the additional premium is not charged. As a new hire, you are exempt from taking the health risk assessment during this enrollment, however, in

• rder to avoid the additional wellness premium in the future, you will need

to complete the HRA during each open enrollment period.

21

• If you enroll a spouse/domestic partner (DP) in the Vidant Health

medical plan and he/she is eligible to participate in a health plan

• ffered by his/her own employer, you will be charged an additional

bi-weekly premium of $50 towards medical premiums.

• If you enroll a spouse/DP in the Vidant Health medical plan and

spouse/DP is not eligible to participate in a health plan offered by his/her own employer, you will avoid the $50 premium. You will also avoid the premium if your spouse/DP meets one of the following additional criteria:

• Your spouse/DP is covered by Medicare, TriCare
• Both you and your spouse/DP work for Vidant Health
• If your spouse/DP is unemployed and covered on our plan
• Applies to employee+spouse dependent tier and the

employee+family dependent tier only.

• All employees must certify each year during open enrollment

22

23

• Cigna is our third party administrator that processes all of our dental

claims.

• You will receive a card in the mail within 7-10 business days but you may

also print a card by going accessing the Cigna website at https://mycigna.com. Check out the dental section of Employee Central for step by step instructions.

• Should you have questions regarding your dental coverage, please

contact Cigna at 1-800-244-6224. 24

• You have the option to purchase dental insurance for yourself and your

dependents.

• Vidant offers two plans: Basic Dental Plan and an Enhanced Dental

Plan.

• This slide shows the key features of both plans.
• The network for the dental plan is Cigna DPPO however, you may visit

any dentist you wish. If you visit a provider that is not in the Cigna network, you will still receive the same level of benefits however, some

• ut-of-network dentists may charge more than the contracted rate and

could bill you for amounts above that rate. The benefits of going to a provider in the Cigna network:

• Receive covered services at contracted rates
• No balance billing (when an out-of-network dentist bills you for the

difference between the payment they receive from the plan and their full price)

• Annual Maximum can last longer
• Note: the Orthodontia benefit is only offered on the enhanced dental plan

for your dependents up to age 19 and cannot be used for you. 25

• Visit the benefits website for more information about the dental plan.

25

26 This slides shows the premiums for the basic and enhanced dental plans.

27

• Superior Vision Services is the carrier for the vision plan.
• Eye exams are covered once every 12 months. You may visit a
• phthalmologist or optometrist for a $20 co-payment. Note: If you are a

participant on the Vidant Health Medical Plan, one eye exam is covered each plan year for a co-pay.

• The plan covers either standard lenses and frames or contact lenses per

year.

• There is a $150 allowance towards glasses or contact lenses.
• Network providers may offer additional discounts on enhancements and

multiple pair purchases.

• For a list of providers visit the superior vision website as shown on this

slide.

• For details on what’s covered, you should review the superior vision

service benefit summary sheet on the benefits website.

28 This slides shows the premiums for the vision plan.

29

• Flexible spending accounts allow you to set aside pre-tax money from

your paycheck so that you can pay for qualifying health expenses and/or dependent day care expenses that you are required to pay out of pocket.

• Flexible spending accounts lower your taxable income which saves you

money.

• You never pay taxes on the money when it goes into the account and

you never pay taxes on the on the money when you take it out of the account.

• There are two types of accounts – health care and dependent care.

30

• You may use the healthcare account for your own medical expenses as

well as your eligible dependents even if not covered under the medical, dental or vision plans.

• You determine the amount of money you want in the account by giving

us a total for the year.

• That total is divided by the remaining number of pay periods from your

date of hire to arrive at the amount that will be deducted from your pay.

• This slide shows a few examples of expenses that are reimbursable

through the health care flexible spending account.

• The maximum dollar amount that you may elect for the health care

flexible spending account is $2,550 for 2017. However, this amount is prorated based on your date of hire.

• Please review the current dependent care/health care maximum

allowable budget chart that shows the remaining number of pay periods and the amount you are eligible to contribute for the year based on your date of hire.

31

• The dependent care account allows you to save for expenses for your

eligible dependents such as day care expenses, after school programs, baby sitters, nursery school or related expenses which allow you and/or your spouse to work, actively seek work, or go to school full time.

• You tell us the amount you want placed in the account for the remainder
• f the year. That amount is divided by the remaining number of pay

periods in the year to achieve the amount that will be deducted from your check every pay period.

• The maximum dollar amount that you may elect for the dependent day

care account is $5,000 annually which is prorated based on your date of hire.

• Please review the dependent care/health care maximum allowable

budget chart that shows the remaining number of pay periods and the amount you are eligible to contribute for the year based on your date of hire.

• *Working can also be defined as a “full-time student” or actively seeking

work as per the definition by the IRS. For more eligibility information, please contact the Benefits Department.

32

• Your Spending Account (YSA) processes all flexible spending

account claims.

• Once enrolled you will receive a healthcare payment card from

Your Spending Account (YSA).

• You must activate your debit card by following the instructions

located on the activation sticker on the face of your card.

• You may use your debit card to pay for eligible expenses instantly

from your spending account. For example you may use it for co- pays and prescription medications.

• You may file your claim online or by calling the YSA call center.

Supporting documentation may be required.

• The health care account allows you to instantly receive what

you’ve elected to place in the account for the year. This means that the amount you elect to put in the account for the year is available to you immediately.

• The dependent care account only reimburses the amount that has

been deducted from your pay check and placed in the account. The debit card cannot be used to pay dependent care expenses.

33

• With the healthcare payment card, there are some important points to

remember:

• The card holds the balance for the health care account only.
• Additional debit cards may be ordered by calling the YSA Call

Center or through the YSA website.

• Participants must select credit when using the card since there is

no personal identification number associated with the card. You may select debit if you have followed the instructions sent by YSA to your home mailing address and set up your pin number.

• Participants have online access to account information 24/7 or

may call the YSA call center for inquiries.

• In addition there is a mobile app feature which allows iPhone and

Droid users to upload documentation from their mobile device. – ReimburseMe

For new hires, the maximum amount that you may contribute to the Health Care or Dependent Care Flexible Spending Account (FSA) is pro- rated by your date of hire. During Open Enrollment, you may elect to contribute the full amount for the new plan year which begins January 1st each year.

• Please plan carefully to cover as many eligible expenses as possible.
• IRS rules – unclaimed funds are forfeited.
• Please review the next slide regarding Carryover and Grace Period

policies. 34

The plan year for FSA end on December 31. Therefore it is important that you submit any eligible claims by the end of the plan year. If you are enrolled in the Health Care FSA, there is a carry over provision which allows for any funds (up to $500) remaining in your 2017 account, may be carried over to 2018. You could use these funds toward eligible expenses that you incur in 2018. Each year moving forward, you will have the ability to carryover a maximum of $500 of unused Health Care FSA funds into the next year. This is different for the Dependent Care FSA. Dependent Care FSA has a 2 ½ month grace period extension ending 3/15/18. Therefore, you may submit claims incurred up to that date. You have until 4/30/18 to submit them to YSA for reimbursement. Funds not used by 3/15/18 and submitted by 4/30/18 will be forfeited. 35

36

• All Vidant Health employees and covered dependents can receive up to

a 50% discount on eligible hospital services for Vidant Health hospitals, participating Vidant Medical Group practices and the Vidant SurgiCenter.

• Employees and their spouses/dependents covered by another insurance

that is comparable to the Vidant Health medical plan are eligible for the discount, up to 50%. In some situations, the discount may not apply if you have other insurance that is not comparable to the Vidant Health medical plan (such as a catastrophic plan or Medicare) or for a non-covered expense.

• Please note that the discount is not automatic
• To apply, visit the cashiers office at Financial Services within 60 days

after receipt of the final bill from the Vidant Health facility.

• Balances remaining after the discount has been applied must be paid in

full or set up on payroll deduction.

• Discount is not applied to co-pays.

37

• Your benefit elections remain in effect for the entire benefit plan year, as

long as you are eligible, from January 1 through December 31

• You cannot make changes to your elections until the next open

enrollment period unless you have a family status change, such as marriage or the birth of a child.

• Open enrollment gives you an opportunity to review your benefits and

make changes and occurs during the October - December time frame.

• Any change you make will take effect January 1 of the next year.
• Open enrollment is paperless and is completed entirely on-line. Note: If

you are hired during Open Enrollment you may have a different open enrollment process which you will be advised of.

• During annual open enrollment you may:
• Add or delete dependents
• Enroll for the first time in the medical/dental or vision plans.
• Waive coverage, enroll, or re-enroll in the health care or

dependent day care spending accounts.

• Attest to tobacco product use and/or spousal coverage
• Each year at Open Enrollment, certification questions must be answered

in order to verify if additional medical premiums are applicable.

38

• Remember, when you make your benefit elections today as a new hire,

they will remain in effect through December 31 unless you have a qualifying life event.

• To make a change in your benefits outside of the open enrollment

period, you must have experienced one or more of the changes listed.

• The change must be made within 30 days from the date of the event.
• If you are outside of the 30 day period you must wait until open

enrollment to make changes to be effective January 1 of the following year.

39 Sometimes we get so busy that we tend to forget to do things that may have a profound effect on us. As a new resident we can only imagine the pressures you face as you take on this new phase in your life. If you are planning to have a baby, we cannot stress how important it is that you add your newborn to your health insurance as soon as possible after birth. You only have 30 days from the date of birth to add your new baby. If you fail to add your newborn within 30 days from date of birth, you will not be able to enroll him or her until the next open enrollment period and bills incurred prior to that time will not be paid by your health insurance. This point is being stressed because there have been a few employees in the past who failed to add their newborn within the 30 day time period. IRS guidelines will not allow enrollment after 30 days from date of birth.

40

• Short-term disability is available for full-time employees only.
• Effective Date of Hire
• Short-term disability insurance can replace a portion of your income

when you are unable to work due to injury or illness.

• Pays 50% of your pre-disability salary up to a maximum of $1,000 per

week

• 3/12 month pre-existing condition clause
• Evidence of Insurability required if you do not enroll when first eligible
• Two Options

30/09 – 30 day elimination period, then up to 9 weeks of coverage 15/11 – 15 day elimination period, then up to 11 weeks of coverage

• Rates will be shown when you go online to make your new hire benefit
• elections. Each person will have a different rate since rates are based on

salary.

41

• Long-term disability is available for full-time employees only.
• Long-term disability insurance can replace a portion of your income

when you are unable to work due to injury or illness.

• You must be disabled for 3 months (90 days) before receiving benefits.
• For an approved disability the benefit is a 50% salary replacement and is

tax free.

• If you choose to enroll in LTD, it becomes effective on date of hire.
• Since LTD is not a pre-tax benefit you may sign up at any time but

Evidence of insurability is required if you do not enroll in the LTD coverage when you are first eligible.

• For more information refer to the LTD frequently asked questions on the

benefits web site.

• Rates will be shown when you go online to make your new hire benefit
• elections. Each person will have a different rate since rates are based on

salary.

42

• The organization provides basic life insurance for full time employees at

1 times your annual salary and for part-time employees at $10,000.

• AD&D doubles the amount of your life insurance.
• If you are a full-time employee who has completed 10 years of service

since your most recent date of hire, you are eligible for an additional $25,000 in free employer paid life insurance.

• For more information refer to the life insurance frequently asked

questions on the benefits web site.

43

• Additional Life Insurance is for full-time employees only.
• You have the option to purchase from ½ times to 4 times your annual

salary through an additional life insurance policy.

• The cost is shown when you go online to complete your new hire benefit
• elections. When you click “select” next to supplemental life it will take

you to the next screen and show you the rates for each coverage option.

• This is not a pre-tax deduction, therefore you can enroll at any time but if

you do not enroll when first eligible you will need to complete the evidence of insurability application and you may not be approved for coverage.

44

• Dependent Life Insurance is for full-time employees only.
• You may also purchase life insurance on your spouse and eligible

dependent children. Your spouse is covered at $50,000 and each child at $10,000

• Dependent life insurance is effective on date of hire.
• Since this is an after tax deduction you can enroll anytime. However you

will be asked to provide evidence of insurability if you do not enroll when first eligible.

• Spousal life premiums will be shown when you go online to make your

elections since they are different for each employee as they are based on your age as of 1/1 each year.

• Dependent Life is a flat .92 per pay period

45

• Available to full-time and part-time employees (with benefits)
• Must enroll within 30 days of hire by calling the enrollment center for

guarantee issue -1-800-290-1744

• A Long Term Care Rider is included which provides benefits for nursing

home care, home health care, or adult day care

• Coverage is individually owned, which means you can take your policy

with you if you retire or leave the company (there is no increase in premium and no decrease in benefits)

• Coverage may be purchased for yourself, your spouse, and your

children and/or grandchildren

46

• Available to full-time and part-time employees (with benefits)
• Must enroll within 30 days of hire by calling the enrollment center for

guarantee issue – 1-800-290-1744

• Guaranteed issue amounts offered of $15,000 and $30,000 for

employee, spouse and/or children are covered at 50% of the employee’s benefit amount

• Children are covered under the employee’s plan at no additional cost
• 12 month pre-existing condition
• A wellness benefit is included, which pays an annual benefit per covered

person

• Benefits do not reduce at any age
• Coverage is portable

47

• You have access to one of the best and most convenient ways to save

for retirement – the partnership savings plan.

• Your contribution is automatically deducted from each paycheck and

added to your plan account before you have a chance to spend it.

• Contributions are deducted from your salary before you pay income

taxes – so you may be able to keep more of your income each year.

• You pay no income taxes on contributions and earnings until its time to

make a withdrawal.

• In addition, once eligible the organization will make matching

contributions when you contribute to the plan – so it pays you to participate.

• If you have assets from other workplace defined contribution plans you

may be able to transfer your balances directly into your 401k account.

• The maximum amount you can defer during the current plan year is

$18,000. If you are 50 years old or older, you may contribute an additional $6,000 to the partnership savings plan.

• Fidelity investments manages the partnership savings plan and they

have retirement specialist on hand to help participants with their retirement goals. Onsite appointments availability is announced through email to all Vidant Health employees along with instructions on signing up

for an appointment. You can also call and speak with a Retirement Specialist 7 days a week by calling Fidelity at 1-800-343-0860.

• Vidant Health also provides a variety of retirement education to our employees.

Education includes our Retirement Education Series which provides programs throughout the year on retirement topics (check your email for upcoming programs) and webinars that may be found on Employee Central about Hot Topics in Retirement. 47

48

• Full time and part time employees (with benefits) are automatically enrolled in the 401k

plan at a 5% contribution rate. You may choose to opt out within your first 30 days of employment by logging onto the fidelity website and changing the contribution rate to zero or calling Fidelity Investments at 1-800-343-0860. Note: Your information will not be loaded until your date of hire so you will need to wait until then to contact Fidelity to make any changes.

• After 30 days, deductions will begin.
• If you do not opt out within the 30 day time frame, you will have an additional 90 days

from the 1st contribution date to request a withdrawal from Fidelity.

• If you would like to enroll immediately you may do so by logging on to the fidelity web

site to enroll.

• Once enrolled, you can access our account 24/7 through the internet or by phone.
• You will receive information from Fidelity approximately 10 days from your date of hire.
• All participants must go online to www.fidelity.com/atwork (you will need to register for

your account) or call 1-800-343-0860 to elect your beneficiaries for your 401k. *When you complete your online new hire enrollment you are electing beneficiaries for your life insurance plan(s) but your 401k beneficiaries must be designated directly with Fidelity.

• If you are married, your beneficiary must be your spouse at 100%. The only way you

can designate another beneficiary besides your spouse if you are married is for your spouse to sign and have notarized an authorization allowed different beneficiaries and provide it to Fidelity.

49

• Employee contributions are matched after 12 months of service. Please

note the contribution schedule.

• If you were hired on or before January 1, 2010 and are a transfer

employee, please see the Benefits Representative during orientation for important information about your 401k or contact our department at 252- 847-4479.

50

• North Carolina’s National College Savings Program is a traditional 529

plan that allows you to invest money to pay for college expenses.

• Contributions can be made by convenient payroll deduction.
• The advantages of enrolling in the 529 college savings
• Thee are no enrollment fees
• There is a low minimum bi-weekly contribution of $25.00
• Qualified North Carolina tax payers may be able to receive a tax

deduction on contributions

• Account earnings are free from federal & state income taxes

when used for higher education expenses

• Your savings can be used for college cost at virtually any college

anywhere

• You have the flexibility to select how you want to invest funds
• To learn more about the plan or to enroll visit the 529 college savings

plan web site as shown on this slide.

51 Please contact the GME Department regarding questions on any of the above.

Employees in a benefit status should speak with a Benefits Technician after initiating the leave process with Leave Management to receive information on their benefits while on leave.

• Apply for Short term or Long term disability, if applicable

Remember: You must exhaust all accrued vacation, sick, holiday, PDO,

• etc. per the Leaves of Absence policy. Disability benefits will not begin

paying until an employee is on unpaid leave.

• Set up benefits billing in order to continue benefits if accrued benefit time is

exhausted.

• Make changes to benefits prior to going on leave, if applicable.

Leave Management must be notified of any changes to an employees leave of absence and must be contacted by the employee prior to returning to work. Also, employees should come by and speak with a Benefits Technician upon return from leave to reinstate benefits, as applicable.

Employees will still communicate with their manager and follow department protocol for any call outs and/or schedule changes. However, employees must also contact Leave Management for each call out/absence related to: Family Medical Leave (including intermittent FMLA), Medical Leave of Absence, Personal Leave of Absence or Military Leave of Absence. Employees must contact Leave Management for all intermittent FMLA time – request will be approved based

• n the certification.

52

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• There are a number of other benefits available to you as a result of your employment.
• Vidant Employee Assistance Program is a counseling service that is extended to all

employees and their dependents.

• There are educational opportunities available through the center for learning and

performance.

• Tuition reimbursement is offered for classes taken that are job related. A grade of C is

required for reimbursement. Refer to the tuition reimbursement brochure located on the benefits website.

• Through our pastoral program we have chaplains that are employees of the hospital.

They initiate hospital visits and serve as a resource to hospital patients and employees.

• Other benefits include discounts on meals purchased in the cafeteria and coffee shop.

You must have your employee ID badge displayed in order to receive the discounts. In the cafeteria, the discount is available at all times. In the coffee shop it is only available after 6:30 pm.

Note: Some local vendors may opt not to contract with Beneplace but still provide discounts to Vidant Health employees. If you have a vendor that you would like Vidant Health to partner with you may submit the request to Beneplace at www.beneplace.com/vidanthealth 54

55 Most departments communicate via email because we have such a large audience to reach. It is very important you check your email on a daily basis to ensure you are not missing important communications that affect you or your benefits. It is your responsibility to check your emails and make sure you review these communications so you don’t miss out or miss deadlines.

It is your responsibility to ensure that your contact information is updated at all times. You can update your contact information anytime through Employee Self Service (E-Pay). This is also where you go to view your

• paystubs. Sometimes important benefit communications are sent to your

home address or we have to contact you regarding your benefits. It is imperative that we have good contact information for each employee. The following slides show you how to access Employee Self Service from work and home. 56

You can access the intranet from any Vidant Health computer. It is normally the home page when you click on Internet Explorer, but if not go to www.myvidanthealth.com and you can click on Employee Self Service (E-Pay) here. Employee Self Service is used to update your contact information, view your paystubs, make changes to your federal tax withholdings and much more! 57

You can access the Vidant Health internet from any computer by going to www.vidanthealth.com. Once on the Vidant Health webpage you will select “For Employees” and then on the next page you will see a menu

• n the left, select “Employee Self Service”.

Employee Self Service is used to update your contact information, view your paystubs, make changes to your federal tax withholdings and much more! 58

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61 Please do not hesitate to contact the employee benefits office should you have questions regarding your benefits. We are located in Doctors Park #1AB. We can be reached at 847-4479 or send us an email at benefits@vidanthealth.com Thank you for your time and welcome aboard.