HealthONE - Sky Ridge Medical Center

Transcription

ONE
Great Place to Work!
2014
HealthONE
Employee Benefits Guide
WELCOME
to your 2014 Benefits Guide
At HealthONE, we value our staff and
recognize the importance of benefits in
retaining and recruiting excellent employees!
As an employee of HealthONE, your total
compensation package includes much more than
just a paycheck. Many of the benefits provided to
HealthONE employees offer coverage that few
could access or afford individually.
This guide summarizes the benefit plans offered
by HealthONE that help to provide you and
your family with security. In addition, several
premiums and 401(k) contributions are deducted
from your paycheck on a pre-tax basis, which
results in a reduction in your taxable income, and
may save you tax dollars. You may increase tax
savings even further by participating in Health
Care and Day Care Flexible Spending Accounts if
these plans meet your needs. It is important that
you understand our benefit plans and the value
they add to your total compensation package.
Our benefits package is designed for you and we
hope you will value HealthONE’s commitment
to providing comprehensive, competitive benefits
for employees.
Up-to-the-minute benefit updates at www.HCArewards.com
BENEFITS
What’s Inside
HealthONE Benefits Program. . . . . . . . . . . . . . . . . . . . 2
Health and Group Benefits . . . . . . . . . . . . . . . . . . . . . 5
Which Plan Should I Choose? . . . . . . . . . . . . . . . . . . . 6
2014 Pricing Schedule Summary . . . . . . . . . . . . . . . . . 7
HCA Well Care/HMO Features at a Glance . . . . . . . . . 8
Dental Plan Selection . . . . . . . . . . . . . . . . . . . . . . . . 16
Vision Coverage Options . . . . . . . . . . . . . . . . . . . . . . 17
Flexible Spending Accounts . . . . . . . . . . . . . . . . . . . . 18
The Employee Benefits Guide
contains information regarding
the Benefits Program offered by
HCA-HealthONE. It is not intended
to cover all matters addressed nor
is it designed to replace the plan
documents or insured contracts,
but instead is designed to give
plan participants and beneficiaries
a general idea of the Benefits
Program available. If questions
arise, or if a provision in this
summary is inconsistent with the
formal plan documents, the plan
documents or insured contracts will
prevail in all instances copies of all
plan documents are available in the
offices of the plan administrators
for your inspection during regular
business hours. Upon request, for
programs administered by HCAHealthONE, a copy of the plan
document will be provided. You
may be charged a reasonable fee
for copying services.
HCA Wellness Program . . . . . . . . . . . . . . . . . . . . . . . 20
The information in the Guide is not
intended to supercede or interpret
HealthONE’s Human Resources and
Employee Health Policies. In the
event that there is a discrepancy
or conflict with HealthONE policies,
then the policies will govern.
Employee Benefit Services . . . . . . . . . . . . . . . . . . . . . 30
Circumstances may require that
the benefits described in this Guide
change from time to time.
No section of this Guide should be
considered a contract for purposes
of employment.
Employee Health Assistance . . . . . . . . . . . . . . . . . . . 21
Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
CorePlus Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . 23
HCA 401K Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
Retirement Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . 26
Time Away From Work (TAFW) . . . . . . . . . . . . . . . . 27
Paid Time Off . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27
Short and Long-Term Disability . . . . . . . . . . . . . . . . . 28
Workers’ Compensation Benefits . . . . . . . . . . . . . . . . 28
COBRA Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Educational Benefits . . . . . . . . . . . . . . . . . . . . . . . . . 32
Payroll & Financial Benefit Services . . . . . . . . . . . . . . 34
Employee Discounts . . . . . . . . . . . . . . . . . . . . . . . . . 35
HealthONE Rehab Services . . . . . . . . . . . . . . . . . . . . 37
HealthONE’s Trusted Care for Children . . . . . . . . . . . 38
Human Resources Locations . . . . . . . . . . . . . . . . . . . 39
Very Important Phone Numbers . . . . . . . . . . Back cover
2
ONE Great Place to Work.
HealthONE BENEFITS PROGRAM
HealthONE sponsors a full benefit program for all Eligible Employees.
An Eligible Employee is defined as: An employee who has satisfied the waiting period, and whose employment
status is eligible to participate. The benefit program is designed to help you pay for certain expenses for you
and your eligible dependents. However, as you will see, employees may share in the cost of some benefits.
Several of the benefit plans allow for employee contributions to be withheld pre-tax from their paychecks.
Current premiums are listed on your Personal Benefit Choices Summary and current Medical and Dental
premiums are also provided in this guide.
ELIGIBILITY
DOMESTIC PARTNERS
Enrollment must be completed as soon as possible
after the date your materials are received from
BConnected. Coverage will then be effective on
the 31st day of employment. If you do not receive
your Personal Benefit Choices Summary from
BConnected, you are responsible for calling
BConnected at (800) 566-4114 to request a new
packet. All regular full-time and regular part-time
employees who are actively-at-work and their eligible
dependents, may participate in the Benefits Program.
HealthONE supports a diverse workforce and as part
of this initiative, HealthONE employees have the
opportunity to extend Medical, Dental, Vision and
Dependent Life benefits to their same-sex Domestic
Partners. The availability of domestic partner benefits
supports a corporate culture that values inclusion
by offering programs to meet the varied needs of
employees. Additionally, it enhances our ability to
attract and retain a diverse workforce.
Actively-at-work is defined as: The active
performance of all assigned duties of an employee’s
occupation for a regularly scheduled work day at the
usual place of employment, or a place designated by
the Employer.
A Dependent is defined as: your spouse, unless you
and your spouse are legally separated, your domestic
partner, and your dependent children. Generally your
own children under age 26, including stepchildren
and adopted children, are eligible.
To provide high quality, cost effective health care
coverage to eligible employees and dependents, HCAHealthONE will continue random eligibility audits
for the 2014 plan year.
Eligible HealthONE employees cannot be covered
as both an employee and as a Dependent of another
HealthONE employee. Double coverage of eligible
employees is not allowed.
Eligibility requirements include a signed and
notarized affidavit and a shared residence. Participants
must be nonrelatives, of the same sex and over age 18
and must not have previously filed a Declaration of
Domestic Partnership. Children of domestic partners
will be eligible for coverage if they meet the plan
eligibility requirements.
Participants of the Flexible Spending Account (FSA)
cannot file FSA claims for expenses that pertain to
their domestic partner. The IRS does not recognize
domestic partners as qualified, eligible dependents for
income tax purposes.
For more information on Domestic Partner benefits,
contact BConnected or your Human Resources
Department.
EMPLOYMENT STATUS
For purposes of this Employee Benefits Guide,
Employment status is defined as:
Regular Full-Time: An employee who is regularly
scheduled to work a minimum of 32 hours per week
or 64 hours per pay period; employment is for no
definite term.
Regular Part-Time: An employee who is regularly
scheduled to work 20 to 31 hours per week;
employment is for no definite term.
2014 Employee Benefits Guide
HealthONE Benefits Program (continued)
Supplemental: An employee whose hours may
not be guaranteed but are scheduled according to
departmental needs. Supplemental employees are not
eligible for health and welfare programs.
Temporary: Work assignment is expected to be
of limited duration. A temporary employee is not
guaranteed employment for the duration of their
work assignment. Temporary employees are not
eligible for health and welfare programs. If you are
unsure of your Employment Status, please contact
your supervisor.
CHANGE IN FAMILY STATUS
Your benefit choices are expected to be in effect
throughout the year until the next annual enrollment
period. However, if you have a change in family
status, you may be allowed to make changes to your
benefit choices. Any benefit change you make as a
result of a qualifying family status change must reflect
your new family situation. Family status changes are:
• Gain a dependent through marriage, birth,
adoption or placement for adoption
• Legal separation or dissolution of marriage
CHANGE IN ACTIVE
EMPLOYMENT STATUS
If you have a change in Employment Status, you will
become eligible to participate in the benefit plans
effective the date of the change in employment
status, provided you have completed at least 30
days of employment and are changing to a benefit
eligible status.
If you have an Employment Status change, you are
eligible to change, add or drop yourself and/or your
Dependents’ coverage; however, you cannot switch
coverage. If you are adding or dropping coverage, you
will need to contact BConnected at (800) 566-4114.
Changes to premiums will automatically change in
accordance with your employment status change, as
applicable.
Employees changing to supplemental or temporary
positions are not eligible for the benefits program.
However, you may be eligible for COBRA, if the
medical or dental program covered you on the
day preceding your employment status change to
supplemental or temporary. Coverage on most benefit
plans ends on the last day of the month following
an employment status change or termination of
employment. Long-Term disability coverage ends on
the last day of work or change in status.
• Registration or termination of Domestic
Partnership
• Unpaid leave of absence taken by employee or
spouse
• Significant change in spouse’s health care coverage
due to spouse’s employment
• Dependent reaching eligible/ineligible age or status
• Employee or spouse change to Medicare
If you have a family status change and wish
to change your benefit choices coverage, you
must contact BConnected at
1-800-566-4114 no later than 31 days after
the date you experienced the change. If you
have questions about qualified changes in status,
please contact BConnected.
SIGN UP FOR LESS PAPER
“Electronic Consent” means you choose to receive
certain benefit communications from HCA through
email or online rather than on paper. It cuts down
on the mail you receive and it is better for the
environment. To sign up for electronic consent, log in
to HCArewards.com and click on BConnected. Then,
click on the preferences link at the top of the screen
and choose communication preferences. Select how you
would like to receive the materials listed and click
on submit. You should also enter your email address
or make sure the one you entered previously is still
correct.
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HealthONE Benefits Program (continued)
YOUR TOTAL REWARDS
Remember to check Your Total Rewards (YTR)
section at BConnected. YTR is an online statement
that provides the “big picture” of all the rewards an
employee receives from his/her facility – including
compensation, health and group benefits, career
development, retirement benefits, personal time off
and more. YTR is available to employees 24/7 at
HCArewards.com (log in to HCArewards.com, click
on BConnected and choose Your Total Rewards).
BCONNECTED
The online enrollment process is easy. To enroll,
employees will follow these steps:
1. Go to HCArewards.com
2. Enter HCA 3-4 ID and password and select Login
3. Click on BConnected
4. Once on the BConnected website, click on the
“It’s Time to Enroll” and click on the My Life tab
and select Your Current Events and then Annual
Enrollment.
Need Password Help?
If employees have forgotten their password, they can
go to HCArewards.com and click on password help.
If employees have trouble logging in, they can call
BConnected at 1-800-566-4114 for assistance.
How to Add Dependents: Employees adding
dependents to coverage will need to keep in mind
that adding a dependent to one benefit does not
automatically add him or her to other benefits. For
example, if you want to cover your new child under
medical, dental, vision and dependent life, you will
need to add that child to your coverage on each
individual benefits screen during the enrollment
process at BConnected.
Health Plan Evaluator: The BConnected website
includes a Health Plan Evaluator tool that can help
employees choose the best plan for them. It compares
plan features, out-of-pocket costs and how much the
employee uses health care services.
WHAT HAPPENS IF YOU DON’T ENROLL?
Participants who do not make an active election during their enrollment period will receive the following
default coverage:
MEDICAL
(For employees
eligible for 2014
wellness benefits)
• Please see HCArewards.com for more information on default coverage
• If you completed a qualified health screening before October 2013:
You will be automatically enrolled in the same plan you had in 2013, if the plan is still
available.
• I f you complete a screening after October your results may not be processed in time:
If you were enrolled in an HCA medical plan in 2013, you will default to Level 1. Once
your screening results are processed, you MUST make an active election by Dec. 31 if
you want to enroll in one of the other available plans.
• If you had no HCA medical plan coverage in 2013:
You will be defaulted to no coverage for 2014.
• If you do NOT complete a qualified health screening:
You will be defaulted to Level 1. If you had no HCA medical plan coverage in 2013, you
will be defaulted to no coverage for 2014.
FSA
No automatic contribution for 2014. You must elect a new contribution amount each year
to participate in an FSA.
DENTAL
Your 2013 coverage will roll over to 2014 (if it is still available) at 2014 rates.
ALL OTHER
HEALTH AND
GROUP PLANS
Same coverage as 2013 (if it is still available) at 2014 rates.
HEALTH & GROUP BENEFITS
MEDICAL COVERAGE
HEALTH INSURANCE MARKETPLACE
HCA’s Medical Program allows participants to
choose the plan that best meets their needs and
budget. Employees pay a bi-weekly cost for medical
coverage.
Anyone can apply for coverage from the Marketplace.
However, not everyone will be eligible for a subsidy
(or discount) on the cost of that coverage. Your
eligibility for a subsidy will depend on your household
income and other factors, including whether or not
you are eligible for coverage from your employer.
For 2014, you have four plan options:
• Well Care Level 1
• CNIC/Rocky Mountain HMO
WELL CARE PLAN
The HCA Well Care plans generally pay a percentage
of a discounted network rate or reasonable and
customary (R&C) charges for most services after the
participant satisfies an annual deductible. The amount
the participant pays depends on whether he or she
uses a network provider or a non-network provider.
PREVENTIVE CARE
All HCA plans cover preventive care services,
including annual exams for adults, well child care,
flu shots, immunizations and certain screenings.
When participants use an in-network provider for
these services and they are coded as preventive care,
they are covered at 100% with no deductible, copay
or coinsurance.
HEALTH MAINTENANCE
ORGANIZATIONS (HMO)
If you select an HMO plan, PCPs and/or referrals are
not required for this medical plan. HMO participants
can use the Provider Direct tool at BConnected to
verify providers are in their plan’s network.
WELL CARE PROGRAM
PRESCRIPTION COVERAGE
Caremark administers prescription drug benefits
for Well Care Program participants. The amount you
pay for prescriptions depends on the type of drug
(generic or brand name) you use. You’ll receive a
higher level of benefits when you use pharmacies in
the Caremark network.
If you have questions about coverage from the
Marketplace and the application process, go to
www.healthcare.gov. If you have general questions, or
questions about the employer information to provide
on the Marketplace application, call BConnected at
1-800-566-4114 and select the option for information
about the marketplace.
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WHICH PLAN SHOULD I CHOOSE?
The 2014 HCA Well Care Overview chart below highlights the key differences between the available plans.
CIGNA Well Care CIGNA Well Care
Level 1
Level 2
What it covers
CIGNA Well Care
Level 3
All plans cover the same services, including office visits, in- and outpatient
surgery, hospital stays, lab, x-rays, preventive care and prescription drugs –
but at different levels
What it offers
Must use a
network provider
for highest
benefits.
However, out-of
network benefits
may be available
Flexibility to choose any doctor,
but you will pay more for
out-of-network providers.
What you generally pay for
coverage: (your paycheck
deduction)
What you generally pay when you
need health care services:
What you generally pay for
in-network preventive care:
What you generally pay for most
in-network coverage:
HMO
Plan
$
$$
$$$
$$$$
$$$
$$
$$$$
$
Higher annual
deductible and
more out-ofpocket expenses
Mid-range annual
deductible and
out-of-pocket
expenses
Lower annual
deductible and
fewer out-ofpocket expenses
Deductible varies
by HMO
Generally, you pay
a copay when you
receive any care
$0;
deductibles do
NOT apply
No Maximum
$0;
deductibles do
NOT apply
No Maximum
$0;
deductibles do
NOT apply
No Maximum
Varies by HMO
30%
25%
20%
Varies by HMO
2014 Pricing Schedule Summary
Pricing Comparison Between PPO and HMO Products
Bi-Weekly Pay Period Deductions
CIGNA Well Care Level 1
Employee
Employee
Employee
Employee
Only
+ One
+ Two
+ Three or More
Regular Full-Time
$ 29.67
$113.01
$135.00
$157.02
Employee
Employee
Employee
Employee
Only
+ One
+ Two
+ Three or More
Only
+ One
+ Two
+ Three or More
$ 47.02
$147.70
$178.37
$209.06
Only
+ One
+ Two
+ Three or More
$ 62.44
$178.58
$216.95
$255.35
Regular Part-Time
$ 79.79
$213.27
$260.32
$307.39
Regular Full-Time
$ 84.89
$223.45
$273.06
$322.69
Rocky Mountain HMO/CNIC
Employee
Employee
Employee
Employee
Regular Full-Time
Employee
Employee
Employee
Employee
Regular Part-Time
Regular Part-Time
$117.66
$289.02
$355.01
$421.02
Regular Full-Time
$109.06
$271.78
$333.47
$395.18
Regular Part-Time
$141.83
$337.35
$415.42
$493.51
HOW WILL EMPLOYEES GET THE TOBACCO-FREE DISCOUNT?
Employees who test negative for tobacco use will receive a tobacco-free discount in each paycheck starting
in January. The discount will appear in the Earnings section and will be listed as line item TobDscnt. The
total amount of the discount will be $650 for the year.
Employees who test positive for tobacco use but complete H2U Health Coaching Program requirements
will start receiving the discount in their paychecks approximately four to six weeks after they complete the
coaching program. They will also be reimbursed for the extra amount they paid prior to completing the
program.
• The discount will appear in the Earnings section as line item TobDscnt.
• The reimbursement will also appear in the Earning section but will be listed as line item TobRefnd.
• The total amount of the discount and the reimbursement will be $650 for the year.
Employees who did not complete a screening at all will receive the tobacco-user medical plan rate in their
paycheck and will not have an opportunity to earn the tobacco-free discount and reimbursement.
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HCA Well Care/HMO Features at a Glance
Plan provisions are subject to change based on Federal Mental Health Parity Regulations and Health Care Reform
For a list of more covered services, visit www.HCArewards.com.
Medical Benefits
CIGNA Well Care
Level 1
You Pay...
Annual Plan Deductible
Out-of-Pocket Maximum - Includes
Medical & Behavior Health Services
Individual
$2,000
Family
$4,000
Individual
$5,000
Family
$10,000
Unlimited
Lifetime Maximum
Inpatient Hospital Services
Applies to facility charges only
Hospital-Based Physicians
(Includes: radiologists, anesthesiologists,
pathologists, and hospitalists)
Outpatient Hospital Facility Services
(Includes Outpatient Surgery and
Ambulatory Surgery)
Radiation Therapy/ Chemotherapy/
Dialysis-Facility Based
*Does not apply to Out of Pocket Maximum
HCA-Affiliated Facility
REQUIRES AUTHORIZATION
$800 per admission; deductibles
do NOT apply
Non-HCA In-Network Facility (when services are
NOT available at an HCA-Affiliated facility)
30%; deductibles apply
available at an HCA-affiliated facility)
75%*; deductibles apply
Out-of-Network Facility (when services are NOT
available at an HCA-Affiliated facility or network
facility) REQUIRES AUTHORIZATION
Out-of-Network Facility (when services are
available at an HCA-Affiliated facility or Network
facility)
(Inpatient /Outpatient)
$300 copay*; deductibles do
NOT apply
Out-of-Network Facility (when services are available
at an HCA-Affiliated facility or Network facility)
$25 copay*; deductibles do NOT
apply
Medical Features Comparison (continued)
CIGNA Well Care
Level 2
CIGNA Well Care
Level 3
You Pay...
You Pay...
You Pay...
$1,000
$500
$0
$2,000
$1,000
$0
$4,000
$3,000
$3,500
$8,000
$6,000
$7,000
Unlimited
Unlimited
Unlimited
do NOT apply
do NOT apply
*$500 copay per admission
*$500 copay per admission, requires authorization
NOT COVERED
*$500 copay per admission, requires authorization
NOT COVERED
Covered with *$500 Inpatient Hospital copay, or with
*$250 Outpatient Surgery copay
apply
apply
*$250 copay per visit
*$250 copay per visit, requires authorization
NOT COVERED
*$250 copay per visit, requires authorization
NOT COVERED
apply
apply
*$500 Inpatient Hospital copay, or
*$250 Out-patient copay
*$250 Out-patient copay, requires authorization
100% (Not Covered)
NOT COVERED
*$250 Out-patient copay, requires authorization
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Medical Benefits
CIGNA Well Care
Level 1
You Pay...
$25 copay*;
deductibles do NOT apply
(Physical, Occupational, Speech,
Pulmonary, and Cardiac Rehab)
*Applies to facility charges only
*After 24 visits, progress for
improvement will be reviewed
by Claims Administrator.
Therapy Services- Office Based
(Physical, Occupational, Speech,
Pulmonary, and Cardiac Rehab)
*After 24 visits, progress for improvement
will be reviewed by Claims
Administrator.
In-Network
Out-of-Network
Physician Office Visit - Routine Services
In-Network
Out-of-Network
Preventive Care (Physicals, Well baby,
and well woman exam)
In-Network
$0; deductibles do NOT apply
Out-of-Network
100% (Not Covered)
Other Services -Varies (durable medical,
non-physician and surgeon services)
In-Network
Out-of-Network
apply
0%, deductibles do NOT apply
Non-HCA In-Network Facility &
Out-of-Network Facility
30% deductibles apply
Radiation Therapy...continued
Outpatient Therapy Services- Facility
Based
Imaging Services Facility Based
Outpatient
Lab Services - Facility Based Outpatient
CIGNA Well Care
Level 2
CIGNA Well Care
Level 3
You Pay...
You Pay...
You Pay...
100% (Not Covered)
NOT COVERED
$25 copay*;
$25 copay*;
Inpatient covered in inpatient Hospital copay. Limited to 60 days.
Outpatient; *$25 copay, 20 visits per medical condition
per calendar year.
per calendar year. Requires authorization.
100% (Not Covered)
NOT COVERED
per calendar year.Requires authorization.
100% (Not Covered)
NOT COVERED
20%; deductibles do NOT apply
*$40 copay, 20 visits per medical condition, per calendar year.
100% (Not Covered)
NOT COVERED
*$25 copay, per visit for Primary care. *$40 copay, per visit
for Specialist care
NOT COVERED
100% covered, with network providers
100% (Not Covered)
100% (Not Covered)
NOT COVERED
Durable Medical Equipment and supplies covered at 100%
100% (Not Covered)
apply
apply
*$40 copay
*$40 copay, requires authorization
100% (Not Covered)
NOT COVERED
100% (Not Covered)
NOT COVERED
*$25 copay
NOT COVERED
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Medical Benefits
CIGNA Well Care
Level 1
You Pay...
Lab Services-Physician Office Based
Maternity Care
(Physician charges)
In-Network Routine
In-Network Preventive
Out-of-Network Routine
Out-of-Network Preventive
100% (Not Covered)
In-Network
Out-of-Network
Allergy Shots/ Injections
(No Office visits)
In-Network
Out-of-Network
Chiropractor - After 24 manipulations
and/or 24 physical therapy services, care
will be reviewed by Claims Administrator
for medical appropriateness
In-Network
Out-of-Network
Emergency Services
(if admitted, inpatient benefits apply)
apply
Non-HCA, In-or Out-of Network Facility
apply
ER Physicians
Ambulance (Emergency)
Urgent Care Clinic Visit
Non-HCA, In-or Out-of -Network Facility
Obesity Surgery (No lifetime limit)
apply
HCA-Affiliated Facility Only
applicable plan provisions for
related services, which do NOT
apply to maximum out of pocket limit
HCA-Affiliated Facility Only
($10,000 for travel expenses)
Transplant Network Facility
30%; deductibles apply ($10,000 for
travel expenses)
Out-of-Network
Radiation Therapy, Chemotherapy,
Dialysis-Office setting
In-Network
High Tech Imaging ServicesOffice Setting (MRI/MRA, CATs, PETs, etc)
In-Network
Out-of-Network
Home Health
In-Network
Transplants
Hospice/ Respite Care
Out-of-Network
Out-of-Network
In-Network
Out-of-Network
(25% discount @ HCA) 30%;
deductibles apply
CIGNA Well Care
Level 2
CIGNA Well Care
Level 3
You Pay...
You Pay...
You Pay...
*$25 copay
*$25 copay
100% (Not Covered)
NOT COVERED
NOT COVERED
100% Prenatel care, *$500 copay per admission, for
delivery and inpatient well baby care.
100% (Not Covered)
100% (Not Covered)
NOT COVERED
*$25 copay per visit, 20 visit calendar year maximum
100% (Not Covered)
NOT COVERED
apply
apply
*$150 copay if not admitted. If admitted, *$500 in-patient
per admission hospital copay will apply.
apply
apply
*$150 copay if not admitted. If admitted, *$500 in-patient
per admission hospital copay will apply.
25%; deductibles apply do NOT
apply
Included with Emergency Room copay
25%; deductibles apply do
NOT apply
*$100 per trip copay
apply
apply
*$40 copay, Non-ER setting
NOT COVERED, if NON-HCA, or Out-of-network
applicable plan provisions for related
services, which do NOT apply to
maximum out of pocket limit
applicable plan provisions for related
services, which do NOT apply to
maximum out of pocket limit
*$500 in-patient hospital copay per admission
25%; deductibles apply ($10,000 for
travel expenses)
20%; deductibles apply ($10,000
for travel expenses)
*$500 in-patient hospital copay per admission, if authorized
100% Not Covered
NOT COVERED
*$40 copay
100% Not Covered
100% Not Covered
NOT COVERED
(25% discount @HCA) 20%;
deductibles apply
100% Not Covered
100% Not Covered
NOT COVERED
(25% discount @HCA) 25%;
deductibles apply
100% (Not Covered)
*$25 copay
NOT COVERED
NOT COVERED
*$75 copay per screening
NOT COVERED
NOT COVERED
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Medical Benefits
CIGNA Well Care
Level 1
You Pay...
Skilled Nursing
HCA-affiliated Facility
In-Network
Out-of-Network
Preventive Colonoscopy-Facility Based
* Must use network physician & facility
* Charges include surgeon and
anesthesiologist fees
Mileage Rule
100% (Not Covered)
available at an HCA-Affiliated facility or network facility)
Out-of-Network Facility (when services are
available at an HCA-Affiliated facility or Network
facility)
100% (Not Covered)
HCA Outpatient or OB care
Network Outpatient or OB care when not available
at HCA affiliates
30 miles from participant’s home
HCA Inpatient care
Network Inpatient care when not available at HCA affiliates
do NOT apply
Non-HCA In/Out-Network Facility
30% deductibles do NOT apply
In-Network
Out-of-Network
Deductible (Individual/ Family)
$400 individual/$800 family
Generic
$0 copay
Brand
40%* deductibles apply
Coinsurance Maximum
$200* per prescription after deductible
Generic
$0 copay
Brand
$200* copay, deductibles do NOT apply
Behavioral Health
Behavioral Inpatient Hospital Services
Behavior Health-Outpatient
Prescription Plan
Retail
(30 day supply)
Mail Order
(90 day supply)
Specialty Drugs
(30 day supply)
$100 copay*; deductibles do NOT apply
CIGNA Well Care
Level 2
CIGNA Well Care
Level 3
You Pay...
You Pay...
You Pay...
100% covered
100% covered, with network providers, authorization
required
100% Not Covered
NOT COVERED
100% covered
100% (Not Covered)
100% (Not Covered)
NOT COVERED
100% covered, requires authorization
100% (Not Covered)
100% (Not Covered)
NOT COVERED
Same as well care mileage
100% covered, requires authorization
Behavioral Health
do NOT apply
do NOT apply
*$500 inpatient hospital copay per admission, if authorized
to use Non-HCA facility
*$25 copay per visit
NOT COVERED
$200 individual/$400 family
$0/$0
$0
$0 copay
$0 copay
*$15 copay for 31 day supply, through WelldyneRx
40%* deductibles apply
30%*
*$40 copay for Preferred Brand, *$60 copay for NonPreferred Brand, 31-day supply through WelldyneRx
*$500 inpatient hospital copay per admission
Prescription Plan
$150* per prescription after deductible $100* per prescription
$0 copay
$0 copay
$150* copay, deductibles do NOT apply $100* copay
$80 copay*; deductibles do NOT apply
$60 copay*
See Specialty Drugs
$30 copay for 90 day supply
$80 copay, $120 copay for non-preferred brand, 31-day supply
through Welldyne Rxy
20% up to $150 max copay (retail) per fill for 30 day supply,
*20% for specialty pharmacy injectables and infusion
drugs up to $500 max per fill for 31 day supply. All other
injectables and infusion drugs (except insulin) is a 20% copay.
All specialty drugs must be obtained through WelldyneRx.
15
16
DENTAL PLAN SELECTION
HealthONE provides you with the option of
choosing from a Dental Health Maintenance
Organization (CIGNA DHMO) and a Preferred
Provider Organization (MetLife PPO) for your dental
coverage. Summary Plan Descriptions and provider
directories that are specific to the DHMO or PPO
plans are available on HCArewards.com. Each Plan
varies in cost and reimbursement level.
DO YOU REALLY NEED COVERAGE?
In some cases, it is more cost effective for participants
to pay for dental expenses with FSA and/or HRA
funds instead of enrolling in dental coverage. The FSA
calculators available through HCArewards.com can
help employees determine their expected expenses
and an estimate for FSA contributions.
Dental Plans
Bi-Weekly Pay Period Deductions
CIGNA DHMO
Regular Full-Time
Regular Part-Time
Employee Only
Employee + One
$18.33
$18.33
Employee + Two
$26.08
$26.08
Employee + Three or More
$30.52
$30.52
MetLife Dental PPO
$ 9.55
Regular Full-Time
$ 9.55
Regular Part-Time
Employee Only
$15.96
$15.96
Employee + One
$31.92
$31.92
Employee + Two
$44.68
$44.68
Employee + Three or More
$57.45
$57.45
Features
CIGNA DHMO
MetLife PPO*
Network
Must choose from the DHMO
Provider Network
Use PPO In-Network Provider to receive
discounts or use Out-of Network Provider
Annual Deductible
None
$75 per individual
$150 family maximum
Diagnostic, Preventative
Most services covered at 100%
Covered at 100%
Basic Services
$0 - $75
80%, deductible applies
Major Services
YOUR COST
$0 - $395, according to patient
charge schedule
Orthodontic
YOUR COST
Children: $1,700 + treatment plan,
records and retention
Adult: $2,300 + treatment plan,
records and retention
$1500 Lifetime maximum
Maximum Plan Pays Each Year
No Maximum
$1200 per individual
* 12 month waiting period for major and orthodontic services applies to new enrollees only and will be waived for employees who were
covered by an HCA dental plan for a period of at least 12 months.
VISION COVERAGE OPTIONS
EyeMed Vision Care provides you with cost
effective and flexible vision care benefits for exams,
lenses, frames and contacts. The pre-tax benefit
plan offers a diverse choice of independent and
retail providers as well as an unlimited selection of
eyewear. The plan also provides for laser surgery
options. Participants must enroll annually in the
vision plan.
Access the EyeMed provider directory and learn
about the plan benefits at HCArewards.com.
Bi-Weekly Deductions
Employee Only$3.11
Employee + One$4.75
Employee + Two$6.45
Employee + Three or More$7.94
Vision Care Services:
You Pay:
Out-of-Network Reimbursement:
Exam with Dilation as Necessary
Contact Lens Fit and Follow-up
(Contact lens fit and 2 follow-up visits
are available once comprehensive eye
exam has been completed)
$10 copay
•S
tandard*: $0 copay, paid-in-full
fit and up to two follow-up visits
•P
remium**: $0 copay, 10% off retail
price, then apply $55 allowance
Up to $35
Up to $40
Frames
$130 allowance, 80% of balance over $130
Up to $65
Standard Plastic Lenses
$20 copay
Single Vision: Up to $25
Bifocal: Up to $40
Trifocal: Up to $55
Lens Options
(Paid by the participiant and added to
the base price of the lens)
N/A
• Tint (solid and gradient): $15
• UV Coating: $15
• Standard Scratch-Resistance: $15
• Glass Lenses: $0
• Oversize Lenses: $0
• Standard Polycarbonate: $40
• Standard Anti-Reflective: $45
•S
tandard Progressive (Add-on to
Bifocal)***: $65
•O
ther Add-Ons and Services:
See up to date plan details on HCArewards.com
Contact Lenses
(Allowance covers materials only;
in lieu of Standard Plastic Lenses)
•C
onventional: $85 allowance,
15% off balance over $85
•D
isposables: $85 allowance,
balance over $83
• Medically Necessary: Paid in Full
•C
onventional: Up to $68
• Disposables: Up to $68
•M
edically Necessary:
Up to $200
LASIK and PRK Vision Correction
Procedures
15% off retail price or 5% off
promotional pricing
N/A
Frequency
• Exams: Once every 12 months
• Frames: Once every 24 months
•S
tandard Plastic Lenses or Contact Lenses:
Once every 12 months
*Standard Contact Lens Fitting includes spherical clear contact lenses in conventional wear and planned replacement.
**Premium Contact Lens Fitting includes all lens designs, materials, and specialty fittings other than Standard Contact Lenses.
***Standard Progressive Lenses include, but are not limited to the following trade names; Access®, Adaptar®, AF Mini®, Continuous®, Vue®,
Freedom®, Sola VIP®, Sola XL® and True Vision®.
Note: Discounts do not apply for benefits provided by other group benefit plans. Allowances are one-time use benefits, no remaining balance. Lost or broken
materials are not covered.
17
18
FLEXIBLE SPENDING ACCOUNTS (FSAs)
A Flexible Spending Account (FSA) plan is an IRS
Section 125 cafeteria plan that allows employees
the option of pre-tax payroll deduction for some
insurance premiums, unreimbursed medical expenses
and child/dependent care expenses. FSAs allow
you to make pretax salary contributions to pay for
qualified medical expenses that are not reimbursed by
other sources, and to pay dependent care expenses,
which helps to make out-of-pocket expenses more
affordable. FSAs allow you to set aside money from
each paycheck before most taxes are deducted.
HEALTH CARE FLEXIBLE
SPENDING ACCOUNT
Allows you to direct a part of your pay, on a pretax basis, into a special account that can be used
throughout the year. The maximum contribution
limit for the Health Care Flexible Spending Account
(FSA) is $2,500 for 2014. If you and your spouse
both work for an HCA-affiliated facility, you can
contribute up to $2,500 each. The Health Care FSA
plan can be used for eligible medical, dental or vision
care expenses for you or an eligible dependent. This
includes certain deductibles, copays and non-covered
expenses such as: laser eye surgery, acupuncture,
chiropractors, contact lenses, prescription drugs and
over-the-counter drugs prescribed by a physician.
Regular full-time and part-time employees are
eligible. WageWorks is the administrator of HCA’s
FSA and HRA accounts.
DAY CARE FLEXIBLE
SPENDING ACCOUNT
You may use the Day Care Flexible Spending
Account to reimburse yourself for eligible expenses
for your dependents while you work outside the
home or attend school full-time. You may contribute
up to $5,000 a year in the Day Care Spending
Account if you are single or married and filing
jointly — and $2,500 if you are married and filing
separately or if you are single, depending on your
tax classification. Examples of eligible expenses may
include: Expenses for the day care of a dependent
under the age of 13, expenses for the care of a
mentally or physically handicapped dependent and
expenses that qualify as IRS deductible dependent
day care expenses. Regular Full- and part-time
employees are eligible.
HOW THE HEALTH CARE FSA AND
HRA WORK TOGETHER
• If you enroll in a Health Care FSA and earn
Wellness Credits: You will use your Health Care
FSA balance first to pay for eligible expenses. Once
your 2014 Health Care FSA account is exhausted,
you can begin using your HRA to pay for eligible
expenses or save your funds so they roll over to
the following year. When you pay for care covered
by your benefit plan, such as coinsurance, with
your FSA and/or HRA, those expenses apply
toward your annual deductible and out-of-pocket
maximum.
• If you don’t participate in the Health Care FSA but
earn Wellness Credits: You can use your HRA to
pay for eligible expenses as soon as your Wellness
Credits are deposited into your account or save your
funds so they roll over to the following year.
• If you enroll in the Health Care FSA but don’t earn
Wellness Credits: You can use the funds in your
Health Care FSA to pay for eligible expenses. Once
your account is exhausted, you’ll pay out-of-pocket
for remaining expenses.
HOW THE PLANS WORK
• Y
ou must re-enroll in FSAs each year if you want
to continue contributions.
• E
stimate the amount of eligible expenses you are
likely to have during the year and decide how
much of your salary you want to set aside.
• U
se it or lose it plan. Contributions to FSA
accounts DO NOT carry over from year to year.
Careful planning of your yearly expenses will help
reduce the risk of losing unused funds.
• Y
ou are only eligible to receive reimbursement for
expenses you incurred during the plan year and you
cannot claim the same expense as a deduction or
tax credit on your federal income tax return.
• O
nce you have designated the contribution, you
cannot change your decision during the plan year
unless you have a change in family status.
• I f you remain employed and active in the plan, you
have until March 31 of the following year to file
claims incurred during the previous calendar year.
• C
hildren ages 19 to 26 can be covered if they are
fully dependant and meet the guidelines.
Flexible Spending Accounts (continued)
WAGE WORKS HEALTH CARE CARD
All participants in the Health Care FSA will receive
an FSA Benefits Visa Card from WageWorks. The
Benefit Card works like a debit card to pay for eligible
health care products and services by having the
amount automatically deducted from your account.
You must keep all receipts.
For the Day Care FSA, you pay expenses out of
pocket and submit a claim with the appropriate
documentation to WageWorks. This also applies in
situations where the Health Care FSA Benefits Card
is not accepted. Please keep all of your receipts.
• Cards can be used for three years as long as
employees continue participation in the Health
Care FSA and/or HRA.
• If you are new to the Health Care FSA or HRA for
2014, you will receive a WageWorks Health Care
Card and details about your account after your
enrollment election is processed.
• You can request an additional WageWorks Health
Care Card for your spouse or dependent by
contacting WageWorks or online.
• In many cases where there is a copay, you can use
your WageWorks Health Care Card to pay for eligible health care expenses.
• If you don’t use your card, you can file claims by contacting WageWorks online or by phone. Or, you can
use the “Pay My Provider” feature to set up automatic payments to your providers.
• Cards will not work if participants have outstanding
pending transactions. Participants can view account
status by accessing the WageWorks website through
HCArewards.com.
Keep Receipts: IRS regulations require participants
keep all receipts in case the FSA/HRA Administrator needs to verify expenses. If a receipt is required,
WageWorks will send a preprinted form to the
participant. If the participant does not provide the
requested receipt, he/she will be required to repay
the expense to the plan.
Claims Process: Claims can be filed online by
accessing the WageWorks website through
HCArewards.com or by mail or fax to WageWorks.
Claims by email are not permitted due to privacy
concerns.
Online Provider Payment Tool: Participants will
have the option to use the Pay My Provider feature
that allows users to automatically pay eligible health
care and dependent care expenses directly from their
online account to the provider.
Contact Information: If you have questions about
your FSA and HRA account, call 877-888-FLEX
(3539) or visit www.HCArewards.com.
ADDITIONAL REMINDERS:
Participants Must Re-Enroll: FSA elections (Health
Care & Day Care) DO NOT carry over from year
to year. Therefore, if employees wish to participate
in either of the FSA accounts for 2014, they MUST
actively enroll regardless of whether or not they have
been contributing in 2013. If they do not actively
enroll, contributions will default to $0 for the 2014
plan year.
If You Stop Participation: If active employees stop
participating in a Health Care FSA, they may not be
eligible to begin participating again until the next
annual enrollment period.
FSAs & Highly Compensation Employees: Under
Section 129 of the IRS code, the average benefit provided under the Day Care Flexible Spending Account
to non-highly compensated employees must be at
least 55% of the average benefit for highly compensated employees. We periodically perform tests of the
Day Care FSA to verify that the plan is within the
guidelines of Section 129. Annual contributions to
the Day Care FSA from HCEs are currently capped
at $2,200 in an effort to pass the 55% average benefit
test under Section 129. Testing will be done around
the first quarter of the 2014 plan year. If test results
show that we are still not passing, there may be a reduction from the current cap for HCEs. If a Day Care
FSA participant enrolls for an amount over $2,200
and then becomes an HCEs based on 2013 calendar
year earnings, his/her FSA amount will be reduced in
the first quarter of 2014.
MOBILE FEATURES AVAILABLE
Participants with iPhone or Android can use the
WageWorks mobile site to view account balance
and card status and submit claims. Also available
is the EZ Receipts app that allows participants to
capture pictures of receipts and upload them for card
transactions.
19
20
HCA WELLNESS PROGRAM
WELLNESS BENEFITS
Employees now have an opportunity to earn Wellness Credits in a Health Reimbursement Account (HRA) for 2014
by participating in the HCA Wellness Program. In addition to the $200 in Wellness Credits, you can also earn an extra
$150 for healthy behaviors. If you’re tobacco free, you will automatically receive this extra $150 once you complete and
PHA. If you test positive for tobacco use, you can earn the additional $150 once you complete the H2U Health Coaching
Program requirements. This means you can earn up to $350 in Wellness Credits. Note: Employees who do not enroll in an
HCA medical plan for 2014 can participate in the HCA WeIlness Program, but they will not be eligible for Wellness Credits.
Action:
Result:
Step 1. Get qualified health screening
by October 31, 2013
You will have more than one medical plan option for 2014. If you test negative for tabacco use during your
screening, you will receive a tobacco-free discount.
Step 2. Take the Personal Health
Assessment by
November 30, 2013
I f your screening test is negative for tabacco use, you will automatically receive $150 in Wellness Credits
once you complete the PHA. Based on your results, you will be invited to participate in either the H2U Health
Coaching Program or the H2U Health Action Plan.
Step 3. Participate in either the H2U Health Coaching Program OR create an H2U Health Action Plan
Within 30 days of taking the PHA, log on
to HCArewards.com and click on “H2U”
to get started.
If your screening results show a high-risk health status: You’re eligible for the H2U Coaching Program.
• Y ou must schedule your first coaching session within 30 days of taking the PHA. Log onto HCArewards.com
and click “H2U” to get started.
• Y ou will be eligible for $100 in Wellness Credits after you complete the first two coaching sessions.
• Y ou will be eligible for an additional $100 in Wellness Credits after you complete the fourth coaching session
and online learning activities. You must complete the program within seven months of taking the PHA.
• I f you tested postive for tabacco use, you will receive an additional $150 in Wellness Credits once you
complete coaching program requirements. You will also receive a tobacco-free discount and refund in your
paycheck each pay period.
If your screening results show a low-risk health status: You’re eligible to create an H2U Health Action Plan. If
you create your plan within 30 days of taking the PHA, you will be eligible for $200 in Wellness Credits.
WELLNESS BENEFITS FOR 2014 NEW HIRES:
The “gateway” to multiple medical plan options does not apply to employees with a benefits effective date between Nov. 1
and Dec. 31, 2013. These employees can still participate in the HCA Wellness Program and earn Wellness Credits, but their
participation will not affect the number of medical plan options they have available for 2014. Employees with a benefits effective
date after Dec. 31, 2013, are eligible to earn Wellness Credits based on their benefits effective date and as described below:
Benefits Effective Date:
Wellness Credit Opportunity for 2014:
Jan. 1 through April 30, 2014
You can eam up to $200 in an HRA for 2014 if you:
• Complete a qualified health screening within 30 days after your benefits effective date.
• Take the PHA and create an H2U Health Action Plan by June 14, 2014.
Your 2014 medical plan options are not dependent on your screening participation.
May 1 through Sept. 31, 2014
You can earn $100 in Wellness Credits in an HRA for 2014 if you:
•C
omplete a qualified health screening during the annual HCA Wellness Program screening event
available from July through November AND take the PHA.
You can earn up to the maximum amount of Wellness Credits in an HRA for 2015 if you:
• Also participate in either the H2U Coaching Program or the H2U Action Plan (based on your screening results).
Your 2014 medical plan options are not dependent on your screening participation. But, you must complete
a qualified health screening in order to have more than one medical plan option for 2015.
• I f you test negative for tobacco use, you will be eligible for a tobacco free discount on your HCA medical
plan paycheck deductions. If you test positive for tobacco use, you will receive the tobacco-free discount
once you complete the coaching program.
Oct. 1 through Dec. 31, 2014You can earn $100 in Wellness Credits in an HRA for 2014 if you:
•C
omplete a qualified health screening within 30 days after your benefits effective date.
You can earn up to the maximum amount of Wellness Credits in an HRA for 2015 if you:
• Also take the PHA by Jan. 31, 2015, and (depending on your results) complete first H2U Coaching Program
session OR create an H2U Health Action Plan by Feb. 28, 2015.
Your 2014 and 2015 medical plan options are not dependent on your screening participation.
*It can take approximately two weeks after hire for an employee to have access to HCArewards.com and be eligible in the H2U system. For questions or assistance
contact H2U at 1-800-771-0428.
HCA Health Wellness Program (continued)
H2U HEALTH COACHING PROGRAM
If you receive certain high-risk and/or moderate scores, you
will have the opportunity to enroll in the coaching program
and achieve certain milestones to receive Wellness Credits
up to $350 if you choose an HCA Health plan.
• If you receive scores on your health screening that point
to certain health risks, you will be eligible to join the
H2U Health Coaching Program. You will need to enroll
in the program and achieve certain milestones to be
eligible for Wellness Credits.
• Coaches have a professional health care background and
will focus on nutrition, activity and stress-management to
help you establish realistic goals
and improve your health scores.
• Employees testing positive for tobacco use will
automatically pay an extra $650 in paycheck deductions
for medical plan coverage in 2014. If employees
participate in the health screening, take the PHA and
complete the coaching program; they will receive the
tobacco free discount and be refunded for the extra
cost in paycheck deductions and earn $350 in
Wellness credits.
H2U ACTION PLAN
If your results indicate you have certain low-risk scores, you
don’t qualify for the coaching program. Instead, you will be
eligible to create an online H2U Health Action Plan, which
can help you set wellness goals and maintain your good
health. By doing so, you will be eligible for Wellness up to
$350 if you choose an HCA Health plan.
EMPLOYEE HEALTH ASSISTANCE FUND
At HCA, we believe that every working family should
have health care coverage. To help ensure our affiliated
employees have coverage, HCA offers the Employee Health
Assistance Fund (EHAF). This fund helps employees who
need financial assistance to obtain coverage.
WHO QUALIFIES TO PARTICIPATE
IN THE PROGRAM?
Full-time and part-time HCA-affiliated employees who
are eligible for HCA medical insurance and have a gross
annual total family income of less than or equal to 200%
(or two times) 2013 Federal Poverty Guidelines qualify to
participate in the program.
WHAT IS THE PROCESS?
• The enrollment kit mailed to all participants will include
a 2014 EHAF application.
• The application includes translations for English, Spanish,
Creole and Vietnamese.
• To be eligible, employees must enroll for benefits during
the annual enrollment period this fall and submit an
application with their 2012 Income Tax Return to the
address provided on the application by Nov. 30, 2013.
• Once an employee is approved, he/she will be notified by
mail and adjustments will automatically be made to his/
her paycheck in 2014.
• Please Note: If an employee does not have a copy of
his/her 2012 Federal Income Tax Return, he/she may
complete Form 4506 to request a copy of the tax return
from the IRS. If needed, a copy should be requested as
soon as possible. It may take up to 60 days to receive
from the IRS.
• Address to send applications: HCA Employee Health
Assistance Fund, P.O. Box 2028, Brentwood, TN 370242028.
HOW DOES THE HCA WELLNESS
PROGRAM TOBACCO-FREE DISCOUNT
APPLY TO EHAF PARTICIPANTS?
For 2014, if you are eligible for the HCA Wellness
Program, your screening results could have an effect on
how much you pay for coverage even if you qualify for
EHAF.
• If you test negative for tobacco use, you will receive the
tobacco-free discount, worth $650 for the year. This
discount combined with EHAF means you will receive
the zero-cost medical deduction on your paycheck for
Employee-Only medical coverage.
• If you test positive for tobacco use, you will receive the
EHAF zero-cost medical deduction on your paycheck
for Employee-Only medical coverage, but you will not
receive the tobacco-free discount and will pay an extra
$650 for the year to have HCA medical coverage. If you
complete H2U Health Coaching Program requirements,
you will receive the tobacco-free discount and will be
reimbursed for the extra cost you paid.
• If did not complete a screening at all, you will receive the
EHAF zero-cost medical deduction on your paycheck
for Employee-Only medical coverage, but you will not
receive the tobacco-free discount and will pay an extra
$650 for the year to have HCA medical coverage. You
will not have an opportunity to earn the discount through
the coaching program.
21
22
LIFE INSURANCE
The HCA Health and Welfare Benefits Plan offers
Life and Accidental Death & Dismemberment
(AD&D) Insurance coverage to help provide financial
security for you and your family in case of death or
serious injury. If you are a full-time employee, your
facility provides Basic Life and AD&D coverage
(see below) at no cost to you. You may also elect
Supplemental Life and AD&D (see below).
If you are eligible and elect Employee Life and
AD&D coverage for yourself, you may also elect
Dependent Life coverage for your spouse only,
eligible children only, or both. The HCA Health
and Welfare Benefits Plan allows you to choose the
coverage that best meets your needs.
COVERAGE CATEGORIES:
Basic Life and AD&D (full-time employees only)
Equal to one times annual pay rounded to the
next higher $1,000 up to a combined maximum
of $6,000,000 with Basic and Supplemental Life.
Supplemental Employee Life and AD&D
Equal to a multiple of your annual pay rounded
to the next higher $1,000 up to a combined
maximum of $6,000,000 with Basic and
Supplemental Life.
Dependent Life
If you are eligible and elect Employee Life and
AD&D coverage for yourself, you may also elect
Dependent Life coverage for your spouse only,
eligible children only, or both.
• Y
our facility pays the cost of Basic Life and
AD&D coverage.
• You pay the cost of Supplemental Employee
Life coverage through after-tax payroll
deductions.
• You pay the cost of Dependent Life coverage
through after-tax deductions.
For more information, please log onto
www.HCArewards.com
Every effort has been made to accurately describe
the Life and AD&D benefit option in this guide;
however, these benefits are offered and controlled
by a group insurance contract with The Prudential
Insurance Company of America. The insurance
contract is the plan document for the Life and AD&D
insurance benefit option and if there is a discrepancy
between this guide and the insurance contract,
the terms of the insurance contract will control. A
certificate of insurance is available upon written
request to HCA Inc., Corporate Benefits, One Park
Plaza, P.O. Box 550, Nashville, TN 37203.
COREPLUS BENEFITS
During the annual enrollment process, employees can either make changes to their current coverage in these
plans or enroll in coverage for the first time. Current CorePlus Benefit participants who want to continue
their current coverage do not need to do anything. Their coverage will automatically be renewed for 2014.
Most rates will not change for 2014. However, there will be a rate increase for the Supplemental Short-Term
Disability Plan. The available plans are listed below:
BENEFIT:
WHAT IT OFFERS:
Auto and Home
Insurance
• Designed
to help you get a better value on your insurance through group rates not typically available to the
general public - in some cases up to 15% off current premiums.
• N
ot only offers coverage for your home and auto, but also boats, motorcycles and personal property, such as
jewelry and artwork.
• O
ffers free, no-obligation quotes.
To enroll:
• C
all (866) 795-9342 or go to HCArewards.com and click on “Benefit Providers”
Offered through Marsh
Legal Benefits
Offered through
Legal Access
Short-Term Disability
(applies only to employees
NOT eligible for the HCA Time
Away from Work Program):
• For
one low rate, the Legal plan covers the employee, dependent children and both the employee’s and spouse’s
parents. The plan provides access to professional legal consultation and representation at special group rates
• After
enrolling, if you need legal assistance, simply call the plan’s Member Services Center and a specialist will
connect you with the right available network attorney for your specific legal matter.
• Identity
theft and elder care law (for aging parents) are two prevalent topics covered by this plan.
• You
can receive assistance with a variety of other topics, including legal document preparation and review,
property damage disputes and credit and collection issues.
To enroll:
• L og on to HCArewards.com and click on “BConnected“ or call 1-800-421-4340 to elect coverage during enrollment
• Log on to HCArewards.com and click on “BConnected” to review your options
• P
ays benefits to you if you are absent from work due to a non-work-related illness, injury or pregnancy. Certain
exclusions may apply.
Supplemental
Short-Term Disability
• W
hen you enroll in a CorePlus Benefits voluntary benefits plan, you pay the cost of coverage, which is deducted
from your paycheck on an after-tax basis for most of the benefits (long-term care is paid directly to Prudential).
You will receive individual policies from the carrier that describe the benefits and procedures to access benefits.
Long-Term Care
• P
rovides benefits for long-term care expenses up to a specific dollar amount per day
• P
urchase benefits directly from Prudential for yourself and your spouse, eligible adult children, parents,
grandparents or domestic partners
• R
ate based on your age on the effective date of coverage - option exists to choose an automatic inflation
protection feature
To enroll:
• C
all (877) 458-2123 or go to HCArewards.com
Pet Insurance
Offered through
PetFirst Health Care
Offers two coverage options:
• Accident & Illness Plan - Covers unexpected injuries and illnesses such as foreign body ingestions, a motor
vehicle accident or lacerations, and sicknesses such as ear infections and even cancer
• A
ccident & Illness PLUS Routine Care Plan - In addition to the coverage above, this plan also reimburses you
for everyday veterinary expenses, such as annual exams, flea and tick prevention, heartworm prevention and
vaccinations
To enroll:
• C
all (855) 213-7387 or go to HCArewards.com and click on “Benefit Providers”
Voluntary life
Insurance with
Conversion Option to
Long-Term Care (LTC)
Offered through
Fidelity Life
• P
rovides access of up to $100,000 in permanent-term life insurance on a “Guaranteed Issue Basis”
• This Annual Benefits Enrollment period is your ONLY opportunity to add coverage without providing proof
of insurability
• This Voluntary Life Insurance benefit is an efficient and affordable solution for pre- and post-Retirement
Life Insurance
• If needed, the LTC feature allows you to convert the life insurance benefit into a “living” LTC benefit
• Premiums remain constant for the life of the policy. This coverage is portable, which means you can keep
coverage even if you change jobs or retire
To enroll:
• L og on to BConnected at HCArewards.com to elect coverage during enrollment
(applies only to employees
eligible for the HCA Time
Away from Work Program):
Offered through
Prudential
23
24
THE HCA 401K PLAN
The HCA 401(k) Plan combines contributions
from your facility with your own contributions to
help you save for the future. HCA provides a 100%
match on your contribution* (from 3% to 9% of
pay) based on your years of service. That means for
every dollar you contribute, your facility contributes
$1 (up to your matching level).
FACILITY CONTRIBUTION:
Yrs of Vesting Service
401(k) Plan Match
0-4 100% of 3% of pay
5-9 100% of 4% of pay
10-14 100% of 6% of pay
15-19 100% of 7% of pay
20-24 100% of 8% of pay
25+ 100% of 9% of pay
* You may contribute from 1% to 50% of your
before-tax pay through payroll deduction, up to
the IRS maximum. Log on to HCArewards.com for
more information. Employees age 50 or over may
make additional “catch-up” contributions up to IRS
limits.
Vesting: You are always 100% vested in your
personal contributions to the 401(k) Plan. Your
vesting in facility matching contributions is based on
your years of vesting service and hire date. You earn
one year of vesting service for each calendar year in
which you perform at least 1,000 hours of service.
New Employees: You will be 20% vested in
matching contributions for every year of service,
beginning at two years of vesting service. You will
be 100% vested in matching contributions after six
years of vesting service.
% VESTED:
Years of Matching
Vesting Service
Contributions
0-1
0%
2
20%
3
40%
4
60%
5
80%
6
100%
Note: Special rules apply if you were hired before
April 1, 2008.
Automatic 401(k) Plan Enrollment for New
Employees: If you are an eligible new employee,
you will be automatically enrolled in the HCA
401(k) Plan on the first day following two months
of service. Your contribution amount will begin at
3% of pay and will increase automatically by 1%
each year until it reaches 15% or you actively make
another election. You may opt out of automatic
enrollment or change your contribution by going to
BConnected through HCArewards.com
401(K) PLAN: HOW TO MAXIMIZE
YOUR CONTRIBUTIONS
401(K) PLAN: CATCH-UP
CONTRIBUTIONS
The BConnected Web site now includes a “Calculate
How to Maximize Your Contributions” tool. Prior to
November 1st each year, participants can use the tool
to calculate the amount they would need to deduct
from their remaining paychecks to maximize their
contributions. After November 1st of each year, the tool
is designed to help them calculate how to maximize
their contributions for the next plan year.
Generally, participants are eligible to make an additional
catch-up contribution to the HCA 401(k) Plan in any
year they are - or will be - age 50 or older by December
31st. To make a catch-up contribution election, go to
HCArewards.com and log on to BConnected or call
(800) 566-4114. Catch-up contributions must be made
as a flat dollar election. The Catch-Up Contribution
limit for the 2013 plan year is $5,500. Limits for
2015 are not available and could change prior to open
enrollment. Please check the BConnected website
during enrollment for updates of limits.
RETIREMENT BENEFITS
401(K) PLAN: HAVE YOU WORKED
1,000 HOURS THIS YEAR?
In order to gain a year of service in the HCA 401(k)
Plan, a participant must have 1,000 hours of service for
the plan year. Hours will be applied in the year they
are paid. This means hours at BConnected will match
W-2’s.
Call BConnected at (800) 566-4114 if you have
questions about the number of hours used to determine
years of service.
401(K) PLAN: ELECTION
Participants may elect to make before-tax contributions
in flat dollar amounts or whole percentages. Flat dollar
amounts cannot exceed 50% of eligible pay each
pay period. For 2014, the deferral limit for Highly
Compensated Employees (HCE) is 12%. For Highly
Compensated employees who elect a whole dollar
amount, BConnected will estimate the eligible pay and
ensure the year-to-date contribution amount does not
exceed 12% of eligible pay.
Participants may change their 401(k) Plan contribution
at any time by logging in to HCArewards.com and
clicking on BConnected.
RETIREE MEDICAL PROGRAM
The HCA Retiree Medical Program, which is
administered by Aetna as Retiree Health Access, offers
medical and prescription drug coverage to eligible retirees
and their dependents. If you are under age 55, you may
be eligible to enroll in HCA-sponsored medical coverage
under COBRA and then enroll in the HCA Retiree
Medical Program once you reach age 55.
You will receive an enrollment packet in the mail when
you become eligible. If you have questions about plan
eligibility or payment information, call WageWorks at
877-202-6272. If you have questions about coverage, call
Aetna at 800-248-9236. Aetna provider information is
available at www.aetna.com/docfind/custom/rhagroup or
800-891-6779. Please contact www.HCArewards for up
to date Retiree Medical Program rates and plan details.
25
26
LEAVE OF ABSENCE
FAMILY AND MEDICAL LEAVE
OF ABSENCE
HealthONE offers employers to provide eligible
employees unpaid leave of up to a total of 12
workweeks during any 12-month period for one of
the following reasons:
• for the birth and care of the newborn child of the
employee;
• for placement of a child for adoption or foster
care with the employee;
• to care for an immediate family member (spouse,
child or parent, and domestic partner) with a
serious health condition; or
• to take medical leave when the employee is
unable to work because of their own serious
health condition.
To be eligible, employees must have been employed
with HealthONE for 12 months and worked 1,250
hours in the 12-month period immediately preceding
the beginning of the leave.
MILITARY LEAVE OF ABSENCE
If you are called into regular active military service
or enlist under terms of federal statutes granting
reemployment rights, you will be placed on Military
Leave. Your missed compensation while on active
duty will be kept “whole.” When your military service
ends, you will be eligible for reinstatement with
HealthONE under the terms of applicable federal
statutes.
If you are a member of the National Guard or any
branch of the Armed Forces reserves, you will be
granted a military training leave without pay upon
written request supported by a copy of your official
orders or instructions. These training leaves will not
exceed the actual period of time spent in military
training and reasonable travel time. Your benefits will
terminate beginning with the first day of the month
following your call to regular active military service
or enlistment. Paid Time Off may be used upon
your written request. Please contact your Human
Resources Department for further details.
This entitlement may be taken for one continuous
period of time, intermittently or as part of a reduced
work schedule.
Type of Leave
Length of Continuation
of Benefits
Job Protection Period
Medical or Family (FMLA)
Up to ninety (90) days if on paid leave
of absence. Once unpaid, benefits
may be converted to COBRA.
If eligible up to twelve (12) weeks of
job protected leave will be provided
per twelve month period.
Medical or Family (General)
Up to ninety (90) days if on paid leave
of absence. Once unpaid, benefits
may be converted to COBRA.
No job or position protection
guaranteed. Maximum leave period
is 6 months.
Uniformed Service
In accordance with Uniformed
Service Employment and Reemployment Act, 1994,
as amended.
In accordance with Uniformed
Service Employment and
Re-employment Act, 1994, as
amended.
Patient Account Services, ITSM and Supply Chain employees please refer to the Parallon policy.
For more information regarding this benefit contact Human Resources.
TAFW PROGRAM (Time Away From Work)
HealthONE’s commitment to the health and wellbeing of our employees extends beyond Health and
Group Benefits. It also includes programs that provide
time away from work to recharge or recover.
For more information regarding this benefit contact
1-855-858-7557 or visit www.HCArewards.com
under the Time Away from Work Service Center link.
HealthONE’s Time Away From Work programs
combine Paid Time Off, Short-Term Disability
benefits, Long Term Disability coverage and
Leaves of Absence. By combining these plans,
HealthONE can:
• Continue to provide competitive and fair benefits
• Ensure everyone has access to benefits to help
balance work and life
• Better support your overall health and well-being
• Continue to reward your length of service with
the Company
• Further build on our Healthy Work Environment
PAID TIME OFF
At HealthONE, we believe employees should have
the opportunity to enjoy time away from work to
help balance their lives. The benefit of Paid Time
Off (PTO) is to provide all eligible employees with
paid time away from work that is used for vacation,
holidays, personal time, personal illness or time off
to care for dependents. This plan provides both
employees and HealthONE with a flexible method of
scheduling time off with pay.
When you take an approved day off, you will be paid
PTO. At no time may the combination of your work
hours and PTO exceed your regularly scheduled
hours. You may request to use PTO if your supervisor
reduces staff due to low census or volume. PTO must
be used to replace normal scheduled hours, including
holidays, each workweek. Leave without pay cannot
be used if employees have PTO hours available,
unless it is a result of low census.
ACCRUAL
PTO SELL BACK
Regular full-time and part-time employees accrue
PTO on a prorated basis, based on actual hours
worked. The maximum hours worked per pay period
from which PTO is calculated is limited to 80 hours.
Less than 80 hours will be pro-rated. Please see
Human Resources for your plan accrual schedule.
A PTO sell back option may be permitted, please
see Human Resources for more information. PTO
sellback dollars are subject to 25% Federal Tax
withholding, along with Social Security, Medicare,
state taxes and 401K.
REQUEST FOR PTO
You may request to use PTO as it is earned or you
may accumulate the hours up to the maximum. After
you reach the maximum accrual, no PTO hours will
accrue and therefore, additional accruals are lost. It
is your responsibility to monitor your PTO balance
stated on your paycheck.
TERMINATION
If you terminate your employment or you change to
a non-benefit-eligible Employment Status, you will
be paid, at your base hourly rate, all PTO earned
through your last day of employment or status
change.
Human Resources.
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28
SHORT TERM & LONG TERM DISABILITY
Short-Term Disability coverage is provided to all
benefits eligible full-time and part-time employees.
Short-Term Disability coverage is designed to replace
a percentage of your pay when you’re away from
work for more than seven calendar days due to a
personal non work-related injury or illness, based on
approved medical management.
Employees are eligible for up to 21 weeks (per
event) of income replacement, including a 7-calendar
day waiting period. During the waiting period,
you can use PTO. The income replacement level
of your Short-Term Disability benefit is based on
your years of service (measured from your hire date)
as shown below:
YEARS OF SERVICE
INCOME REPLACEMENT LEVEL
0-460%
5-980%
10+100%
Employees with 0-4 years of service please see Short
Term Disability buy up option on page 23.
The plan provides income replacement for absences
due to your own personal non-work-related illness
or injury. Income replacement for absences to care
for a dependent is not covered by the plan. If your
absence is longer than 21 weeks, the Short-Term
Disability administrator will help you to transition
to Long-Term Disability benefits, if you are enrolled
in that plan. To be eligible for Short-Term Disability
benefits, your absence must meet the plan’s medical
management criteria.
LONG-TERM DISABILITY
A Long-Term disability can have a big impact on
your life as it can affect your health and your personal
finances. Long-Term Disability (LTD) may protect
you from the financial consequences as a result of
a disability. The cost for LTD depends on your age
and your salary. Two options are available – you can
choose 50% or 60% coverage.
Certain circumstances require that the Evidence of
Insurability (EOI) form be completed before coverage
may be granted. The Evidence of Insurability
(EOI) form is how the insurance carrier evaluates
applicants for Life and Long-Term disability
coverage. Participants now have the option of
providing Evidence of Insurability for LTD, STD and
Dependant Life online at the Bconnected site. If you
enroll in an LTD option that requires EOI, you will
see a link to the online EOI tool. If the EOI is not
completed online within seven days, Prudential will
mail the EOI request to the participant.
WORKERS’ COMPENSATION BENEFITS
WORKERS’ COMPENSATION
If you sustain a work-related injury/illness while at
work, you must do the following per HealthONE
policy:
1. Notify your supervisor within 24 hours of the
injury/illness
2. Notify employee health (or Human Resources in
those facilities who do not have employee health)
within 24 hours of the injury/illness
3. Complete the injury report within 24 hours of the
injury/illness
NEVER TREAT AN ON-THE-JOB INJURY WITH
YOUR OWN PHYSICIAN.
ANY TREATMENT OR REFERRALS OR TIME
MISSED FROM WORK WILL NOT BE COVERED
BY OUR WORKERS’ COMPENSATION.
If you sustain an injury during our open hours, please
visit to employee health immediately. The nurse will
evaluate you and either treat you or send you to our
workers’ compensation clinic. If you are injured while
we are closed, notify your supervisor or designee.
If you do sustain an injury, and are given work restrictions, and if you are unable to return to your normal
job, you may be placed in Transitional Duty.
There is a 3-day waiting period for all work related
injuries. Employees may use paid time off (PTO)
or leave without pay (LWOP) to cover the three
day waiting period. If you do not have an adequate
PTO balance you may not receive pay for those the
three days.
Human Resources.
COBRA RIGHTS
CONTINUATION OF EMPLOYEE AND
DEPENDENT COVERAGE
Continuation of coverage under the Medical and
Dental plans and Health care or Day Care Spending
Accounts may be elected if your coverage or that
of any of your covered dependents ends due to the
occurrence of a qualifying event. A qualifying event
is defined as: termination of employment (whether
voluntary or involuntary), retirement or a reduction
in work hours, which would result in a loss of
medical and dental coverage for you or your covered
dependents. This benefit does not extend to
domestic partners.
For more information, full listing of Qualifying
Events or forms, please contact Human Resources.
Medical (cost Per Month)
Insurance Plan
Employee
Only
Employee
+1
Employee +2
Employee
+3 or more
Rocky Mountain HMO/CNIC $718.82
$1,437.66
$1,797.08
$2,156.48
Well Care Level 1
$543.38 $1,086.77$1,358.46$1,630.15
Well Care Level 2
$581.72 $1,163.43$1,454.29$1,745.15
Well Care Level 3
$665.43 $1,330.85$1,663.56$1,996.27
Dental
Insurance Plan
Employee
Only
(cost Per Month)
Employee
+1
Employee +2
Employee
+3 or more
CIGNA DHMO
$21.11$40.52 $57.64 $67.46
MetLife PPO
$35.27$70.54 $98.76 $126.98
Vision
Insurance Plan
EyeMed
Employee
Only
(cost Per Month)
Employee
+1
Employee +2
Employee
+3 or more
$6.86$10.50 $14.25 $17.55
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30
EMPLOYEE BENEFIT SERVICES
BEREAVEMENT LEAVE
If you are a regular full-time or regular part-time
employee, you will be granted up to 40 hours
(maximum of 5 shifts) off with pay, at your base
wage, in the event a death occurs in your immediate
family. Immediate family member is defined as
parent, spouse, domestic partner, child, grandchild,
sister, brother, legal guardian or ward, grandparent,
great grandparent, all above relatives who are in-laws
(including above stated relatives of an employee’s
domestic partner) or step relatives and any other
relative who is a member of your household.
Immediate family does not include spousal-like
partners or anyone who is not a direct relative.
Leave will not be granted during periods of time off
without pay, such as personal leaves, lay-offs etc.
ADOPTION PLAN BENEFIT
The HCA Adoption Plan pays for a portion of your
adoption expenses much like the medical plan
covers maternity expenses. The adoption plan will
pay up to $3,500 for expenses you have within the
plan year relating to the adoption of a child. If you
adopt a “special needs” child (as defined by your
state of residence), you can receive up to $4,500 for
reimbursement of adoption expenses. The annual
maximum benefit is $7,000.
You are eligible to receive adoption benefits if you are
a full-time employee and have been employed with
HCA or HealthONE for at least one year. Part-time
employees are eligible if they have completed two
years of service with HCA or HealthONE.
To apply for adoption benefits contact your Human
Resources Department for claim forms. Your form
and itemized bills must be submitted within 90 days
after the adoption is final. You must be employed
with HealthONE at the time the adoption is final.
After your claim is processed and approved, your
adoption plan benefit will be added to your regular
paycheck. Adoption plan benefits are taxable income
and normal deductions will be taken when the
benefits are paid.
We at HealthONE understand that certain
circumstances may dictate that bereavement leave
start sometime after notification of death. Therefore,
Bereavement Leave need not immediately start the
day after notification of death.
Patient Account Services, ITSM and Supply Chain
employees please refer to Shared Services policy.
CHAPLAINCY SERVICE
The Chaplaincy of HealthONE is a resource for
spiritual help and counseling. You may consult
with the Chaplain on-call at your facility.
EMPLOYEE ASSISTANCE PROGRAM
All HCA-affiliated employees have access to the EAP.
The EAP offers customized referral services to help
employees and their household members deal with a
wide array of life challenges that could affect their health,
relationships and/or job effectiveness. Whether the issue
is large or small, employees can call ValueOptions at
1-800-434-5100, 24 hours a day, 365 days a year. Visit
www.achievesolutions.net/hca for up-to-date information
and interactive tools on more than 200 topics.
TIME OFF TO VOTE
HealthONE encourages you to vote. If you are
eligible to vote and there are not three or more
non-working hours between the opening and closing
times of the polls, you will be given time off with pay
on election day to vote. As with all absences, your
supervisor’s advance approval is required.
have worked so hard to save for in retirement. These
are free services that also include online educational
materials, IRA comparisons, processing of plan-to-plan
rollovers, rollovers to an existing IRA or cashing out.
The HCA Hope Fund is an employee-run, employee
supported charity, dedicated to helping our colleagues
who have been touched by tragedy. The goal of the
HCA Hope Fund is to help HCA-affiliated employees
and their immediate families who are affected by
hardship. This includes disasters, extended illness/
injury and other special situations. The fund provides
emergency information, referrals and/or financial aid to
help those affected get back on their feet. Anyone can
contribute to the fund: employees, vendors, affiliated
physicians and the general public. Donations can be
made by payroll deduction, check or credit card. All
contributions are tax deductible.
SECURITY
Your security, and that of the HealthONE premises,
is important to us. HealthONE is committed to a
security program to protect employees, visitors, patients
and HealthONE resources. If you have a need for security services, or determine that a security problem exists,
call security directly by dialing the appropriate number
for your facility. The security program may from time to
time include various security checks or searches (including
personal interviews, package and locker checks, etc.) as a
necessary means of safeguarding the company resources.
To be eligible for assistance from the fund, you must be
employed directly by an HCA affiliate as a regular fulltime, part-time employee, or PRN working a minimum
average of 12 hours per week. You cannot have received
financial assistance from the Hope Fund within the
past 12 months. Your situation must meet the fund
guidelines and meet the definition of emergency or
hardship resulting from extended illness/injury, disaster
or other situation (such as domestic violence) that is
beyond your control. For the purposes of the Hope
Fund, an emergency is defined as “an unexpected event
or catastrophe that is non-recurring or an unavoidable
situation of a serious and urgent nature”.
To learn more on how to receive assistance or to make
a donation visit HCAhopefund.org or contact your
Human Resources Department. All requests for help are
kept confidential.
JURY AND WITNESS SERVICE
HealthONE encourages you to serve as a juror or
witness when requested to do so through a court notice.
If you are called to jury service, immediately notify
your supervisor so coverage for your position may
be obtained. You may retain your jury service check,
witness fees or mileage allowance and, in addition,
HealthONE will pay your base rate of pay for each hour
of jury service for scheduled work time you miss, not to
exceed 30 days.
ROLLOVERSYSTEMS, LLC
HCA has partnered with RolloverSystems, LLC to offer
current and terminated retirement plan participants
personal assistance from licensed counselors to help each
participant better understand how to keep what they
SELECTPLUS
(SITTERCITY AND YEARS AHEAD)
HCA has partnered with Sittercity.com to provide a
resource for employees looking to find a local caregiver.
Sittercity is America’s leading website for connecting
families with in-home care providers, babysitters,
nannies, elder care providers, dog walkers, housekeepers
and more. Now, with the new HCA Total Rewards
benefit, employees have access to a paid membership
to Sittercity.com – valued at up to $150. Employees
can access a nationwide network of more than a million
caregiver profiles. This benefit can help employees
continue to be productive at work and feel secure
knowing that things are taken care of at home. To
register go to www.sittercity.com/hca to obtain your
fully paid membership and follow the links to conduct a
caregiver search or post a job to let caregivers find you.
You can use Sittercity’s four-step screening process to
read reviews, conduct interviews, check references and
review background checks.
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32
EDUCATIONAL BENEFITS
GRACELAND UNIVERSITY
You and your family members are eligible for special
educational benefits offered through a unique partnership
with numerous traditional, non-profit universities and
colleges. These partner schools offer quality, accredited
programs online to employees and family members
wanting to further their education. To receive the special
pricing benefits listed below, simply apply and enroll in
a program.
CONTINUING EDUCATION
HealthONE supports employees with their continuing
education. Because of the great variety of personnel,
there are many different programs offered to help
employees keep abreast of the latest developments
in their particular field. Therefore, reimbursement
is handled through your department’s continuing
education budget. Time off from work to fulfill CEU
requirements is paid at the base hourly rate only.
Contact your supervisor for additional information
and approval prior to course.
CSU GLOBAL
Get a 10% tuition discount on our 100% online courses,
designed to help you advance your career.Colorado
State University-Global Campus is the first and only
100% online public university in the United States.
Designed to help working adults with busy schedules
reach their educational and professional goals, CSUGlobal is committed to your success.
Eligible employees receive a discount of 10% off our
already low standard tuition rates. CSU-Global can
help you get started earning your degree faster, but
we also want to ensure that your continued education
is affordable as well as helpful to your future success.
CSU-Global provides a tuition guarantee so your tuition
rate will be locked in from your very first class through
graduation as long as you remain enrolled. Flexible
financing options include federal financial aid and
deferred payment plans for employer reimbursement.
Simply identify yourself to an admissions counselor to
take advantage of this special offer.
Contact an advisor at 800-920-6723 or apply online at
www.CSUGlobal.edu to get started earning your degree
today. If you are already a current CSU-Global student,
please contact Student Accounts at 800-462-7845,
ext. 4 or email [email protected].
This exclusive arrangement allows you to receive
reduced tuition pricing for students interested in
Graceland University’s 100% online RN to BSN program.
Additionally, the BA in Healthcare Management online
is offered for students seeking to complete a bachelor’s
degree. Enroll to become eligible for:
• A one-time $500 Scholarship*
• 10% reduction in the tuition pricing
• Waived Application Fee
• Waived Transcript Request Fees
At Graceland University, you can continue your
education toward nursing leadership and complete
your RN to BSN degree in as little as 16 months. With
CCNE accreditation and a history in distance education
dating back to the 1980’s, Graceland offers a high level
of quality education.
For more information about these benefits, please call:
800-218-1610.
DREXEL UNIVERSITY ONLINE
Drexel University Online offers you and your immediate
family members the opportunity to earn a top-ranked
degree with 24/7 flexibility and receive a 10-25% tuition
reduction! Ranked among “America’s Best Colleges” by
U.S. News & World Report, Drexel offers more than 90
fully accredited programs in a convenient online format.
Set yourself up for career advancement with Drexel
University Online!
Contact for questions: Julie Walters at 215-571-3882 or
email [email protected].
UNIVERSITY OF COLORADO
TUITION REIMBURSEMENT
You and your family members are eligible for special
educational benefits offered through a unique
partnership with numerous traditional, non-profit
universities and colleges. These partner schools offer
quality, accredited programs online to employees and
family members wanting to further their education.
To receive the special pricing benefits listed below,
simply apply and enroll in a program. This exclusive
arrangement allows you to receive reduced tuition
pricing for students interested in University of Colorado
Boulder’s online Professional Non-Credit Certificates in
Business and Community Sustainability Management.
Enroll to become eligible for:
HealthONE has a tuition reimbursement program
that qualifies under Section 127 of the Internal
Revenue Code. This program provides you with
financial reimbursement for tuition and books, thereby
encouraging you to participate in approved outside
educational programs. In addition, the program strives
to increase your competence in your present position
or prepare you for promotion or transfer to other
HealthONE positions.
• 10% reduction in the tuition pricing
• Waived Application Fee
• Waived Transcript Request Fees
Through interdisciplinary non-credit seminars that
integrate the concerns of people, planet and profit (the
Triple Bottom Line), our program will help you achieve
the practical, skills-based training you need to become
a smarter, better informed, more conscientious leader.
Learn from top professionals in sustainable business
while taking advantage of the flexibility of online
education. University of Colorado notable honors:
• #1 National Science Foundation-funded environmental
research
• U
.S. News and World Report: #97 for National
Universities (2013)
• “Green college” listed in Princeton Review’s “Guide to
322 Green Colleges: 2013 Edition”
• The first to receive a GOLD rating in the
Sustainability Tracking Assessment and Rating System
(STARS) nationwide (AASHE)
• Rated Sierra Magazine’s “most eco-enlightened”
university for 2009
• The national climate and renewable energy research
labs—NCAR, NREL, NOAA— collaborate and
partner with the University
• One of 34 U.S. public institutions belonging to
the prestigious Association of American Universities
(AAU) and the only member in the Rocky
Mountain region
For more information about these benefits, please call:
866-604-7790.
All regular full-time and regular part-time employees
are eligible immediately upon employment. The start
date of the course must begin after your hire date and
reimbursement will follow after successful completion of
that course. Employees on disciplinary action within the
past six months are not eligible.
Exclusions
Examples of courses NOT covered by tuition
reimbursement are:
• Preparation courses for exams or pre-entry tests,
including preparation for certification exams.
• Supervisory courses not part of a degree program.
• Specialty certifications not required to maintain
license.
• Continuing education courses.
• Certificate programs.
• Renewal of license or certification.
• Seminars or conferences.
• Entry level nursing school programs that do not
contain a clinical component.
Patient Account Services, ITSM and Supply Chain
employees please refer to Shared Services policy.
WELLS FARGO STUDENT
LOAN PROGRAM
The Wells Fargo Financial Services and Education
Program provides access to resources that can help
you and your family members prepare and pay for
educational advancement. These resources include
college and scholarship search engines, a college planner
and government loan guidance. For more information,
go to www.employeefinancialsolutions.com/loans/
hca0599/partner.page or call
(800) SOS-LOAN.
33
34
PAYROLL & FINANCIAL BENEFIT SERVICES
AUTOMATIC CHECK DEPOSIT
HEALTHONE CREDIT UNION
HealthONE uses a direct deposit system to pay its
employees. Most financial institutions in the Denver
metropolitan area are part of the automatic deposit
system and may allow direct deposit into a checking or
savings account. For your convenience we encourage
you to participate.
HealthONE, Partner
Colorado Credit Union is
YOUR credit union. Since
1970, HealthONE Credit Union
has been the official credit union for all HealthONE
employees, volunteers and their affiliates; including
all HCA employees. Partner Colorado Credit Union
strives to be a leader in the financial industry and we look
forward to helping you Move Your Finances Ahead.
CAFETERIA
Displaying your I.D. badge at any HealthONE
facility cafeteria allows you to purchase meals
at reduced prices. Check with your Human
Resources department regarding payroll
deductions for cafe charges.
ELECTRONIC PAY STUB
Under this program, employees are automatically
enrolled and able to access their pay stubs — an exact
electronic version of the pay stubs they receive today —
from any computer with Internet access. E-stub further
extends the benefits and cost savings from using Direct
Deposit. Benefit includes:
• Borrow for an auto loan, home loan, or motorcycle
loan…. We’re here!
• Save for a rainy day or just keep your money
somewhere safe….We can help!
• Invest for your future or the future of your loved
ones….We’ve got it covered!
• Clean up something from your past; we know mistakes
happen…..We got this!
HOW DOES 24/7 ACCESS SOUND?
• 24/7 Telephone Banking: Check balances, transfer
money, make loan payments
• Pay stub access on Thursdays
• Mobile Banking apps: Access your account while you
are on the go
• View up to 18 months of pay history
• Remote Deposit: Deposit checks via your cell phone
• Secure, password protected access
• On-Line Banking @ PartnerColoradoCU.org: Join the
credit union, apply for a loan, access your account,
transfer money, and make loan payments.
• Printable
• Check PTO balances on line
• View anytime, anywhere Internet access is available at
www.onlinewagestatements.com/parallon
• For pass word reset please contact your local
IT department.
All of your information can be viewed online and
printed 24/7. E-stubs are safer than regular paperprinted stubs because they bypass the human transport
factor from printer to employee. Only employees know
their passwords. You may opt-out by contacting Human
Resources for the appropriate forms. Your electronic
W2 is available on the
E-stub website.
FINANCIAL EDUCATION
• One-hour on-site classes – The
Seven Steps to Financial Prosperity
• Online classes
• One-on-One sessions with a
certified financial instructor
• E-mail access to a certified
financial advisor.
• In Person: Visit a branch; sit down and stay awhile
• Total Solutions Contact Center: Talk to a live person
Monday-Friday 8:00 a.m. – 6:00 p.m. 303.422.6221
Banking should be easy, convenient and available when
you are. Start saving and earning with your financial
wellness benefit and move your finances ahead with
Partner Colorado Credit Union. Call our Total Solutions
Contact Center 303.422.6221 or visit us online at
PartnerColoradoCU.org to open your account today.
SKYLIGHT ACCOUNT
The Skylight® account is a bank account — owned by
you — that is funded by direct deposit. You are preapproved for a Skylight bank account regardless of
your credit history and can access your money at safe,
convenient ATM locations throughout the country,
which eliminates the need to visit expensive check
cashers and carry large sums of cash. The Skylight
account allows you to maintain a bank account that can
be used as a credit reference when buying a car, renting
an apartment, etc. For more information, please call
1-800-355-6119.
WE HAVE WHAT YOU NEED.
EMPLOYEE DISCOUNTS
Listed on HealthONE’s Intranet
and at www.beneplace.com/HealthONE
www.beneplace.com/healthone
For discounts on everything from monthly cell phone service to cruises, go to the HealthONE
Employee Discount Program.
For discounts on everything from monthly cell phone service to cruises, go to the HealthONE Employee Discount Program
ElEctronic EquipmEnt
Financial sErvicEs
travEl & EntErtainmEnt
consumEr products
Everything electronic for
home and away.
services you can bank on.
When you need to relax.
Flowers, fragrances and fun!
cEll phonEs ― Save on monthly service!
loans and rEFinancE ― Great rates!
thEmE park tickEts ― Fun vacations!
ElEctronics ― Save on TVs and more!
idEntity thEFt ― Protect your assets.
car rEntals ― Go for a ride!
FloWErs and giFts ― Send some LOVE.
luggagE and morE ― We’ve got it all!
computErs ― Save on laptops and more!
tax prEparation ― Let us help!
cruisEs and morE! ― Escape!
exceptional beauty
•
exceptional prices
homE sErvicEs
hEalth & WEllnEss
automotivE
insurancE programs
it’s about preserving and
maintaining your home.
it’s about taking care of
your body!
need to buy a new car?
money-saving programs to
protect your pets.
rElocation ― Get a move on!
FitnEss EquipmEnt ― Gear moves you!
auto purchasE ― When you need a ride!
homE sErvicEs ― Outfit your home.
WEight mgmt. ― Helpful, Healthful programs.
auto sErvicEs ― Maintain your vehicle.
pEt insurancE ― Protect your pets!
Education
includes career planning
and continuing education.
carEEr planning ― Learn more!
appliancEs & morE! ― It’s on the inside!
© 2012 BEnEplacE, inc.
mEdical id ― Just in case.
35
36
Employee Discounts (continued)
BENEPLACE
LIFESAVERS: CORPORATE SHOPPING
HealthONE is pleased to offer employees a wide variety
of professional services and family oriented entertainment
activities at reduced rates, made possible through alliances
with national brands and companies you know and trust —
as well as with local favorites.
The HCA Total Rewards Program has parternered with
Corporate Shopping to offer affiliated employees a new
and expanded LifeSavers consumer discounts program
that includes more than 200 exclusive discounts and
special offers at some of the world’s most popular
retailers.
To access these terrific values, logon to HealthONE’s
Intranet and then click on “discount services and
entertainment” to get to a full listing — or you may
directly access by going to www2.beneplace.com/
HealthONE. Since our list of extra benefits and savings is
always getting bigger and better, please check back often.
COLORADO DRUG CARD
Save up to 75% (avg 30%) at more than
50,000 pharmacies nationwide. The card is free
and can be used immediately by logging onto
www.coloradodrugcard.com. This program also includes
discounts on vision and hearing products, nutritional
supplements, diabetic supplies, and more. Search
participating pharmacies at www.coloradodrugcard.com.
Access to the program is password protected and
available only to HCA-affiliated employees and their
families. HealthTrust Purchasing Group has negotiated
the program at no cost to HCA and has incorporated
all the national discounts available under the previous
LifeSavers program, including GE Marketplace,
Microsoft, Tickets@Work, AT&T, Sprint & Nextel and
Verizon. (Note: These can be found in the Electronics &
Entertainment section at the link below.)
Start Shopping Now
The first time you visit the site, you will need to register
by entering your e-mail address and creating a password.
If you have questions about the program or need
assistance with registration, send an e-mail to
[email protected].
ONLINE RESOURCES FOR EMPLOYEES
Additional enrollment tools and resources will be available to employees at HCArewards.com and BConnected.
HOW TO FIND:
RESOURCE AND DESCRIPTION:
Log in to
HCArewards.com
and click on the
BConnected link in
the blue bar at the
top during your
enrollment period
Health Plan Comparison Charts: Allows participants to choose up to three medical or dental plans to
compare side by side.
Medical Expense Estimator: Guides participants through the decision process and helps them choose
the coverage they need based on their situation.
FSA Estimators: Allows participants to estimate their eligible FSA expenses for the upcoming year.
ProviderDirect: Participants can use this tool during the enrollment process to locate medical, dental
and vision providers. Note: ProviderDirect is not available for Well Care plans.
Disability Estimator: Helps participates estimate the level of long-term disability coverage they need.
Life Insurance Estimator: Helps participates estimate the level of life insurance coverage they need.
Health care Cost Summary: Participants can use this tool to review their 2013 and 2014 year-to-date
Log in to HCArewards.com
and click on “Money” and
“Financial Prosperity”
Financial Education Resources: Provides access to savings and retirement tools and calculators and
articles to help them manage their money for today and for retirement.
Log in to
HCArewards.com
Videos: Segments on enrollment and the benefit plans will be available online.
Log in to HCArewards.com
and click on the BConnected link in the blue bar at
the top
EOI Connect: Participants have already been able to submit EOI online for basic and supplemental
life insurance. Participants have the option of providing evidence of insurability online at the
BConnected Web site. If they enroll in an LTD option that requires EOI, they will see a link to the
online EOI tool. If the EOI is not completed online within seven days, Prudential will mail the EOI
request to the participant.
Other: Links to vendor Web sites, FSA forms and handouts, etc.
HEALTHONE REHAB SERVICES
HealthOne Acute
Rehab Services
provides acute care
rehabilitation to
aggressively help
individuals progress toward their recovery after a
serious injury or illness. We offer a continuum of care
from inpatient to outpatient rehabilitation services to
meet a variety of needs.
Our acute rehabilitation programs specialize in
the treatment of post-trauma, Stroke, Brain Injury
and neurological care utilizing an intensive team
approach to help patients reach their maximum level
of functioning enabling them to return home. Our
interdisciplinary teams include rehab nursing, physical,
occupational and speech-language therapies lead by
our Physiatrists (physicians specializing
in rehabilitation).
The purpose of rehabilitation is to restore physical,
sensory, and mental capabilities that were lost due
to injury, illness, or disease or assist the patient to
compensate for deficits that cannot be reversed
medically. Each rehabilitation program is tailored
to the individual patient’s needs to achieve
maximum independence.
With a focus on outstanding patient outcomes and a
high discharge rate to home our rehab teams are proud
of the unique service they provide. Swedish Acute
Rehab was ranked in the top 10% of rehab facilities
in the United States according to UDSMR (Uniform
Data System for Medical Rehab). Spalding Rehab
celebrating 45 years as the first licensed acute rehab in
Colorado was nominated for the third consecutive year
for Best of Rehab by Rehab Management Magazine.
We have three convenient locations and 70 beds to
meet the HealthOne System acute rehab needs.
REHAB LOCATIONS
Swedish Acute Rehab
501 E. Hampden Ave.
Englewood, CO 80113
303-788-5963
www.swedishhospital.com
Spalding Rehab
900 Potomac St.
Aurora, CO 80011
303-363-5146
www.spaldingrehab.com
Spalding at Presbyterian St. Lukes
1719 E 19th Ave. 6B
Denver, CO 80218
303-839-6293
www.spaldingrehab.com
• 17 beds
• 40 beds including a NeuroRehab Controlled Stim Unit
• 13 beds
37
38
HEALTHONE’S TRUSTED CARE FOR CHILDREN
ROCKY MOUNTAIN HOSPITAL
FOR CHILDREN - Exceptional
Care for your Child’s Health
Anytime a child becomes sick or injured, it can
be a life changing moment for a family. Even
employees who are familiar with hospitals,
clinics or other services in their work
every day find that healthcare takes on a
whole new meaning when it touches us
personally through our child, our family,
or our friends.
At that moment, employees can turn to
the experience and compassion of the
team at HealthONE’s Rocky Mountain
Hospital for Children.
Rocky Mountain Hospital for Children
(RMHC) is the name given to HealthONE’s pediatric
services at Presbyterian/St. Luke’s Medical Center,
Swedish Medical Center, Sky Ridge Medical Center, The
Medical Center of Aurora, and North Suburban Medical
Center. RMHC at P/SL is the anchor hospital within
HealthONE for specialty care and pediatric surgery.
EXPERT DOCTORS AND STAFF
Rocky Mountain Hospital for Children’s healthcare
network provides the largest collaborative team of private
practice pediatric specialists, neonatal and maternalfetal specialists available in the Rocky Mountain region.
With more than 300 community pediatricians, and family
medicine physicians and 330 specialists affiliated with
our six hospitals, we care for high-risk mothers, infants,
children and teens.
See RockyMountainHospitalForChildren.com for
a complete list of pediatric specialists affiliated with
HealthONE hospitals.
Also, employees’ children who need the expert care of a
pediatric specialist, have flexible and priority appointment
scheduling. Identify yourself as a HealthONE employee
when calling the office, and you’ll be able to schedule a
consultation and be seen quickly.
Affiliated pediatric specialists are all board-certified
or board-eligible in their respective specialties which
include:
PEDIATRIC EMERGENCY CARE
• Anesthesiology
• Cardiology
• Cardiac Surgery
• Cancer
• Concussion
• Emergency
• Gastroenterology
• General Surgery
(Minimally Invasive
Surgery)
• Hospitalists/
Intensivists
• Neonatology
• Nephrology
• Neurosciences
(Neurology and
Neurosurgery)
• Oncology
• Orthopedics
• Otolaryngology
• Pathology
• Plastic Surgery
• Pulmonology
• Radiology
• Spine and scoliosis
• Sports Medicine
• Urology
All HealthONE Rocky Mountain Hospital for Children
emergency departments are “pediatric ready” with the
appropriate medications, equipment and staff training to
care for children from newborns through teens.
Also, all Pediatric Emergency Departments demonstrate
their special commitment to children with:
• The Artemis system for safest drug dosing for children
• Special expertise in concussion diagnosis and referral
for treatment
HIGH STANDARDS OF CARE
• Special procedures to minimize fear and reduce pain in
children
Close monitoring of clinical quality, safety measures
and ongoing training result in standards of care that
HealthONE employees can trust to be of the highest
quality in the region.
• Short wait times so children can feel better fast
RMHC specialists partner closely with your child’s primary
doctor in treatment decisions and in providing a family
focused environment of close, open communication.
You child will be treated by fully trained, board-certified
pediatric specialists in a private practice environment, so
you can be assured that the doctor who treats your child
is an experienced expert.
Both inpatient and outpatient nursing care is delivered
by individuals with special skill to care for children and
communicate well with their parents.
EASY ACCESS TO SPECIALTY CARE
If your child has a condition, illness or injury that requires
treatment from a pediatric specialist, RMHC’s affiliated
physicians provide clinical care virtually every specialty.
Visit the HealthONE website at
RockyMountainHospitalForChildren.com. for the
complete map of pediatric emergency locations. And,
remember to “Text ER to 23000” for up-to-the-minute
information about wait times.
EXCEPTIONAL COMMITMENT TO
YOUR CHILD’S HEALTH
The commitment to you is that your child will receive the
appropriate level of care wherever they may be treated
in the HealthONE system. We treat you like family…
because you are part of our family.
For more information about all of the pediatric
services through Rocky Mountain Hospital
for Children, please visit the website
RockyMountainHospitalForChildren.com.
FAMILY OF HOSPITALS
Rocky Mountain Hospital for Children at
Presbyterian/St. Luke’s Medical Center (anchor hospital)
53 inpatient pediatric beds
20 pediatric intensive care beds
6 specialized pediatric operating rooms
ECMO capability for the most seriously ill children
84-bed Level IV neonatal intensive care unit
Two Ronald McDonald House Family rooms
Rose Medical Center
24 Level III NICU beds
Medical Center of Aurora
Swedish Medical Center
6 pediatric intensive care beds
North Suburban Medical Center
6 Level II NICU beds
Sky Ridge Medical Center
HUMAN RESOURCES LOCATIONS
SURGERY CENTERS/
CLINIC SERVICES
SYSTEM SUPPORT AND
DIVISION OFFICE
4900 S. Monaco, Suite 100
Denver, CO 80237
(303) 584-6099
DENVER PATIENT
ACCOUNT SERVICES
7300 Beaufont Springs Drive
Boulders VIII
Richmond, VA 23225
(804) 267-4388
(804) 267-4389 fax
DENVER SUPPLY
CHAIN SERVICES
4520 Florence Street
Denver, CO 80238
(303) 375-2525
1-866-620-4102 fax
ITSM
2275 Corporate Circle, Suite 100
Henderson, NV 89074
(702) 938-8674
(866) 444-0326 fax
THE MEDICAL CENTER
OF AURORA
1501 S. Potomac Street
Aurora, CO 80013
(303) 695-2709
(303) 695-2911 fax
NORTH SUBURBAN
MEDICAL CENTER
9191 Grant Street
Thornton, CO 80229
(303) 450-4450
(303) 457-6729 fax
PRESBYTERIAN/
ST. LUKE’S MEDICAL
CENTER
1719 E. 19th Avenue
Denver, CO 80218
(303) 839-6000
(303) 839-7294 fax
ROCKY MOUNTAIN
HOSPITAL FOR
CHILDREN
AT P/SL
1719 E. 19th Avenue
Denver, CO 80218
(303) 839-6000
(303) 839-7299 fax
ROSE MEDICAL CENTER
4567 E. 9th Avenue
Denver, CO 80220
(303) 320-2198
(303) 320-7404 fax
SKY RIDGE MEDICAL
CENTER
10101 RidgeGate Parkway
Lone Tree, CO 80124
(720) 225-1020
(720) 225-1029 fax
SPALDING
REHABILITATION
HOSPITAL
900 Potomac
Aurora, CO 80011
(303) 363-5637
(303) 363-5135 fax
SWEDISH MEDICAL
CENTER
501 E. Hampden Avenue
Englewood, CO 80113
(303) 788-6060
(303) 788-6029 fax
39
40
NOTES:
NOTES:
41
VERY IMPORTANT PHONE NUMBERS
BCONNECTED • WWW.HCAREWARDS.COM
Benefit Plan Choices..................................... 1-800-566-4114
CorePlus Voluntary Benefit Program............ 1-800-566-4114
Savings & Retirement.................................... 1-800-566-4114
Time Away From Work (TAFW)................. 1-855-858-7557
MEDICAL PLANS
HCA CIGNA Well Care Plans..................... 1-800-538-2007 Rocky Mountain Health Plans/CNIC............ 1-877-321-4412 CareMark Prescription Services.................... 1-866-216-5767 Welldyne RX................................................ 1-888-479-2000 www.mycigna.com
www.CNICHS.com
www.caremark.com
www.welldynerx.com
DENTAL PLANS
CIGNA DHMO........................................... 1-800-367-1037 www.cigna.com
MetLife Dental PPO..................................... 1-877-638-4422 www.metlife.com/dental
EMPLOYEE ASSISTANCE PROGRAM
ValueOptions............................................... 1-800-434-5100 www.achievesolutions.net/hca
FLEXIBLE SPENDING ACCOUNTS
Toll-Free Access............................................ 1-877-888-FLEX www.HCArewards.com
1-877-888-3539
OTHER
Wells Fargo ConSern Education Program..... 1-800-SOS-5626 www.collegiate.org
EyeMed Vision Care..................................... 1-866-723-0513 www.eyemedvisioncare.com
COBRA Compliance Inc (CCI).................... 1-877-20-COBRA
1-877-202-6272
WHEN DO I CONTACT MY HEALTH
OR DENTAL PLAN CARRIER?
• To change physicians or dentists
• If you need to request a new ID card
• For an explanation of benefits
• If you have questions about a claim
WHEN DO I CONTACT BCONNECTED?
• Enrollment questions regarding Health, Group Benefit
Plans and CorePlus benefits
• To waive your coverage in Health and Group Benefits
• If you have a family status change (marriage, divorce,
birth, death, etc.)
• For general questions about your benefit choices
• To re-set your PIN number/ password
• If you are eligible to enroll in the 401(k) plan
• To change your investment options or check the
balance in your retirement accounts
WHEN DO I CONTACT HUMAN
RESOURCES?
• To update your address
• If you have questions about deductions coming out of
your paycheck
• For provider directories for the health and dental plans
• For general questions that BConnected cannot be of
assistance
WHEN DO I CONTACT TAFW?
• If you plan to be out for a surgery or have a non work
related injury for more than 4 days
• If you are planning the birth or adoption of a child
• For an illness lasting 4 or more work days
• For a leave of absence - continuous or intermittent

HealthONE - Sky Ridge Medical Center

Transcription

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