Next Gen Medical Plan Changes 2015/2016 October 2014 Presented to Next Gen-Eligible Employees
Transcription
Next Gen Medical Plan Changes 2015/2016 October 2014 Presented to Next Gen-Eligible Employees
Next Gen Medical Plan Changes 2015/2016 October 2014 Presented to Next Gen-Eligible Employees Next Gen Agenda • Next Gen Changes for 2015 and 2016 • Change Summary Open enrollment for 2015 benefits: Oct. 22 to Nov. 5, 2014 • Next Gen Plan Eligibility • Next Gen Plan Changes • Next Gen Special Incentives • Other 2015 Benefit Changes • Resources and Support • Next Steps • Q&A 2 For more details regarding what else is changing and what’s staying the same for 2015, review the 2015 Benefits Open Enrollment website: www.unitedhrdirect.com/oe2015 Next Gen Next Gen Change Summary for 2015 and 2016 Consumer-driven (or highdeductible) health plans encourage individuals to play a more active role in making health care decisions and informed choices, which can lead to improved health outcomes and lower costs for individuals and the health care system overall. • Eligibility changes for 2015 Benefits Open Enrollment • Next Gen plan changes (premium rates, base benefits, deductibles, out-of-pocket maximums) • Special financial incentives for changing plans during 2015 Benefits Open Enrollment • Will not be offered as a medical plan option during 2016 Benefits Open Enrollment • No plans to offer special incentives for changing plans during 2016 Benefits Open Enrollment There’s still time to earn the Your Rewards for Health 2015 premium incentive. 3 Next Gen Next Gen Enrollment Eligibility Changes Employees who are ELIGIBLE to continue enrollment in Next Gen for 2015: Employees who are NOT ELIGIBLE to continue enrollment in Next Gen for 2015: Employees who are ELIGIBLE to continue enrollment in Next Gen for 2016: • Only those currently enrolled in Next Gen as of the 2015 Benefits Open Enrollment start date (Oct. 22, 2014) • New hires with a benefit effective date after Dec. 1, 2014 • None • Any employee who is enrolled in Next Gen in 2014 and receives a salary grade promotion above grade 25 or SBA. • No plans to offer special incentives for changing plans during 2016 Benefits Open Enrollment • New hires with a benefit effective date between Oct. 1, 2014, and Dec. 1, 2014, who enroll in Next Gen for 2014 No new Next Gen participants for 2015 4 (Note: These employees can continue in the Next Gen until Dec. 31, 2014.) • Any employee who does not meet the 2015 eligibility requirements Next Gen Next Gen Plan Changes for 2015 • The premiums per-paycheck will increase for the Next Gen plan. • The Next Gen base benefit per covered member will be reduced to $1,000 (currently $1,200). • Deductibles and out-of-pocket maximums will increase: Next Gen 5 2014 2015 Deductibles $1,900 per person $3,800 per family $2,500 per person $5,000 per family Out-of-pocket maximums $4,000 per person $8,000 per family $5,000 per person $10,000 per family Next Gen 2015 Special Next Gen Financial Incentives for Enrolling in an HSA Plan* Extra company contribution into the employee’s HSA account (Deposit timing: January 2015, lump sum, one time) Advance deposit of the regular HSA base company contribution (Deposit timing: January 2015, lump sum) • If salary is less than $50,001: Employee-only: $375 / Employee + Dependents: $750 • If salary is $50,001+: Employee-only: $250 / Employee + Dependents: $500 Additional HSA contribution if employee and/or spouse/domestic partner** reaches Your Rewards for Health Gold or Silver Status by Dec. 31, 2014 (Deposit timing: April 2015, lump sum) Employee: $100; Spouse/domestic partner: $100 Employees must have or open an HSA with Optum BankSM to receive the company contributions. No retroactive company-paid contributions will be made. 6 This incentive amount is in addition to the regular Your Rewards for Health premium reduction. *Basic w/HSA, Plus w/HSA or Max w/HSA **must be covered under the current plan Next Gen Comparing Next Gen to HSA-Based Plans Most current Next Gen enrollees will be better off financially in one of the HSA-based plans • 75% of employees when we include the one-time incentives • 67% ongoing Which Employees Are Better Off? 1. Level of Claims • Likely to be better off in HSA if you have low or very high claims – Employee-only coverage is better in HSA: almost always, with claims of $1,000 or lower; over 80% of the time with claims over $5,000 – Family coverage is better in HSA: almost always with claims of $2,500 or lower ; about 65% of the time with claims over $10,000 2. Level of Prescription Drug (Rx) Claims • Likely to be better off in Next Gen with moderate medical claims but significant Rx claims • Likely to be better off in HSA with significant medical and Rx claims 3. How Claims are Spread Out Across a Family Use the online tools to find the best plan based on your situation Don’t forget to add the extra incentives for migrating in 2015: $200, $300 or $400 7 Next Gen 2015 Employee Actions Comparing Next Gen vs. Plus w/HSA Meet Sarah: • Sarah is eligible to continue coverage in Next Gen in 2015. • Her coverage level is employee-only. • Her annual salary is less than $50,001. • Sarah chooses to change her plan for 2015 and enroll in the Plus w/HSA medical plan instead of the Next Gen plan. 8 Next Gen Comparing Next Gen vs. Plus w/HSA Maximizing Plan Incentives by Sept. 30, 2014 Sarah maximizes the plan incentives Sarah doesn’t maximize the plan incentives Next Gen Plus w/HSA Next Gen Plus w/HSA 2015 per-paycheck premium $37.40 $31.27 $37.40 $31.27 Your Rewards for Health Silver OR Silver Credit 2015 per-paycheck premium* -$14.42 $22.98 -$14.42 $16.85 Your Rewards for Health Gold Gold Credit 2015 per-paycheck premium* -$23.08 $14.32 -$23.08 $8.19 into her HSA (January 2015, lump sum) Plus Extra Incentive: $200 extra Company deposit into her HSA (January 2015, lump sum) Plus Extra Incentive: $100 extra Company deposit into her HSA (if she earns Gold or Silver; April 2015, lump sum) Plus: Company Match deposit into her HSA (Jan. through Dec. in 2015) N/A $375 N/A $375 N/A $200 HSA $$ Total for 2015 A Plus: Company Base deposit Company contributions to her Health Savings Account (HSA) Standard = $500 Extra for 2015 = $300** B C D + N/A $200 + N/A $100 N/A $0 N/A $125 N/A $0 N/A $800 N/A $575 + *assumes Sarah achieved Gold or Silver status in the Your Rewards for Health program by Sept. 30, 2014 **assumes Sarah maximized the incentives, including the company match and the Your Rewards for Health incentive 9 Next Gen Example Health Care Costs Comparing Next Gen vs. Plus w/HSA Maximizing Plan Incentives by Sept. 30, 2014 Sarah maximizes the plan incentives Next Gen 1) Annual Premium (w/Silver Incentive) $597 Plus w/HSA $438 OR $972 $813 $825 $825 $825 $0 $825 $0 $825 5) Average Total Copays, Coinsurance $175 $0 $175 $0 6) Company-Paid Amounts $650 $0 $650 $0 7) Amount Paid by Next Gen Base Benefit or HSA $650 $800 $650 $575 8) Total Paid by Employee [(4) + (5) + (6) – (7)] $175 $25 $175 $250 9) Total Employee Cost [(2) + (8)] $547 $238 $1,147 $1,063 2) Annual Premium (w/Gold Incentive) $372 $213 3) Average Claims* $825 4) Average Total Deductible *based on average member claims 10 Next Gen Annual Premium Your Rewards for Health Silver Your Rewards for Health Gold Plus w/HSA Sarah doesn’t maximize the plan incentives Next Gen Comparing Next Gen vs. Plus w/HSA Maximizing Plan Incentives by Dec. 31, 2014 Sarah maximizes the plan incentives Sarah doesn’t maximize the plan incentives Next Gen Plus w/HSA Next Gen Plus w/HSA 2015 per-paycheck premium $37.40 $31.27 $37.40 $31.27 Your Rewards for Health Silver OR Silver Credit 2015 per-paycheck premium* -$14.42 $22.98 -$14.42 $16.85 Your Rewards for Health Gold Gold Credit 2015 per-paycheck premium* -$23.08 $14.32 -$23.08 $8.19 into her HSA (January 2015, lump sum) Plus Extra Incentive: $200 extra Company deposit into her HSA (January 2015, lump sum) Plus Extra Incentive: $100 extra Company deposit into her HSA (if she earns Gold or Silver; April 2015, lump sum) Plus: Company Match deposit into her HSA (April through Dec. in 2015) N/A $375 N/A $375 N/A $200 N/A $0 N/A $125 N/A $0 HSA $$ Total for 2015 N/A $800 N/A $575 A Plus: Company Base deposit Company contributions to her Health Savings Account (HSA) Standard = $500 Extra for 2015 = $300** B C D + N/A $200 + N/A $100 + *assumes Sarah achieved Gold or Silver status in the Your Rewards for Health program by Dec. 31, 2014 **assumes Sarah maximized the incentives, including the company match and the Your Rewards for Health incentive 11 Next Gen Example Health Care Costs Comparing Next Gen vs. Plus w/HSA Maximizing Plan Incentives by Dec. 31, 2014 Sarah maximizes the plan incentives Your Rewards for Health Silver OR Your Rewards for Health Gold 1) Annual Premium (w/Silver Incentive) 12 Plus w/HSA $698 $539 Next Gen Plus w/HSA Annual Premium $972 $813 $825 $825 $825 $0 $825 $0 $825 5) Average Total Copays, Coinsurance $175 $0 $175 $0 6) Company-Paid Amounts $650 $0 $650 $0 7) Amount Paid by Next Gen Base Benefit or HSA $650 $800 $650 $575 8) Total Paid by Employee [(4) + (5) + (6) – (7)] $175 $25 $175 $250 9) Total Employee Cost [(2) + (8)] $709 $400 $1,147 $1,063 2) Annual Premium (w/Gold Incentive) $534 $375 3) Average Claims* $825 4) Average Total Deductible *based on average member claims Next Gen Sarah doesn’t maximize the plan incentives NETWORK SELECT Network Select Plan Expansion Plan highlights: • Network-only coverage: No benefits are paid for care or services outside of the network. • Members must select a primary care physician. • Coverage is provided at 100% for preventive care and preventive prescription drugs (after copayment) when using a network provider and/or pharmacy. • Referrals are required for specialists*. Network Select may not be available in all markets in a state. Availability is based on the ZIP code where the employee lives. For a detailed list of state/market availability, visit the 2015 Benefits Open Enrollment website: www.unitedhrdirect.com/oe2015 • Certain services may require prior authorization. • An HSA is not a part of this medical option. *Referrals for services from the following network providers are not required: obstetricians/gynecologists (OB/GYNs), behavioral health and substance use disorder clinicians, providers for routine refractive eye exams, convenience care clinics, urgent care clinics or emergency room services. Emergencies are covered anywhere in the world, including non-network hospitals. 13 NETWORK SELECT NETWORK SELECT PLAN EXPANSION As of Jan. 1, 2015, Network Select will be available in 28 states* plus the District of Columbia. Alabama Arizona Arkansas Colorado Florida Georgia Illinois Indiana Iowa Kentucky Louisiana Maryland Michigan Mississippi Missouri New Jersey New York North Carolina Ohio Oregon Pennsylvania Rhode Island South Carolina Tennessee Texas Utah Washington Wisconsin *Network Select may not be available in all markets in a state. Availability is based on the ZIP code where the employee lives. For a detailed list of state/market availability, visit the 2015 Benefits Open Enrollment website (going live the week of Oct. 6): www.unitedhrdirect.com/OE2015 14 Next Gen 2015 Special Next Gen Financial Incentive for Enrolling in Network Select* Additional payroll premium reduction if employee and/or spouse/domestic partner** reaches Your Rewards for Health Gold or Silver Status by Dec. 31, 2014 (Premium discount applied April through December, biweekly through 2015) • Employee: $100 • Spouse/domestic partner: $100 This incentive amount is in addition to the regular Your Rewards for Health premium reduction. *Where available. You can check availability for the ZIP code where you live using the 2015 Benefits Open Enrollment website: www.unitedhrdirect.com/oe2015 **must be covered under the current plan 15 Next Gen If You Continue in Next Gen for 2015 • The Next Gen base benefit will be reduced from $1,200 to $1,000 for 2015. • The per-paycheck premium for the plan will be increased for 2015. • The deductibles and out-of-pocket maximums will be increased for 2015. • You will not be eligible for special Next Gen financial incentives. • Next Gen will no longer be an available plan option for 2016. You will have to choose a different medical plan. • There are no plans to offer special incentives for changing plans during 2016 Benefits Open Enrollment. There’s still time to earn the Your Rewards for Health 2015 premium incentive to help offset this increase. Achieve Gold or Silver status by Dec. 31, 2014. 16 Next Gen Other 2015 Benefit Changes 17 2015 Benefits Open Enrollment: Oct. 22 – Nov. 5, 2014 • Review information at www.unitedhrdirect.com/oe2015 • Understand your options • Know what benefits do not carry over from year to year • Use tools to help you choose what benefits are best for you and your family • Enroll in benefits online between Oct. 22 – Nov. 5, 2014 Take Action! 18 • If you do nothing during 2015 Open Enrollment, you will be automatically enrolled in your current 2014 medical plan at your current coverage level. • Don’t miss out on these other benefits — re-enroll for 2015! ‒ Health Care Flexible Spending Account (FSA) ‒ Dependent Care Reimbursement Account (DCRA) ‒ Buying or Selling Paid Time Off (PTO) (not available in California) • Review and reset your 2015 HSA contribution amount. • Take steps to qualify for Your Rewards for Health incentive – there’s still time! What’s Changing for 2015 Medical Plan Changes • Premium increases affect all medical plans and coverage levels • Copays, deductibles and out-of-pocket limits • New Prior Authorization requirement for certain health care services* • Changes to coverage for Preventive Care Services*: For more details regarding what’s changing and what’s not for 2015, review the 2015 Benefits Open Enrollment website: www.unitedhrdirect.com/oe2015 – New age limits for certain services – Several new screenings that will be covered at 100% as preventive care There’s still time to earn the Your Rewards for Health 2015 premium incentive to help offset this increase. Achieve Gold or Silver status by Dec. 31, 2014 *Applies to the Basic w/HSA, Plus w/HSA, Max w/HSA, Network Select, Next Gen, WellMed 1st Tier and Choice Transition. 19 What’s Changing for 2015 New Mail Service Member SelectSM Program • Provided through the OptumRx Prescription Drug Benefits • Automatic enrollment in mail order if you are currently taking a maintenance medication on a regular basis • List of eligible maintenance medications available on the pharmacy section of the 2015 Benefits Open Enrollment website • You have the option to opt out of this program. See the 2015 Benefits Open Enrollment website for more information. 20 What’s Changing for 2015 New Accident Protection Insurance Voluntary Benefit • Additional financial coverage for qualifying injuries on and off the job • Benefits are paid out as lump-sum checks on approved claims • Coverage for employees and dependents is voluntary and paid entirely by you, the employee • Full-time employees (35 hours or more/week) are eligible to purchase Vision Benefits Contact lens allowance will be increased to $130 Life Insurance — Child Coverage Children will now be eligible for coverage up to age 26 Health Flexible Spending Accounts (FSA) • Employees who enroll in an FSA only (no medical coverage) and Network Select members will receive a Health Care Spending Card in 2015 21 See the 2015 Benefits Open Enrollment website for more information. What’s Changing for 2015 Health Savings Account (HSA) IRS Contribution Limits The HSA annual contribution limits for 2015 may not exceed: • $3,350 for employee-only coverage • $6,650 for family coverage This annual HSA limit includes any funds the company will contribute to your HSA, such as the Base and Matching Company Contributions, which total $500 for employee-only coverage and $1,000 for employee plus dependent coverage. Note: if you are 55 or older, you may contribute an additional $1,000 catch-up contribution. Baby Blocks Mobile App (Introduced in August 2014) • Helps expectant moms keep track of recommended steps to ensure a healthy pregnancy and healthy baby See the 2015 Benefits Open Enrollment website for more information. • Use it to schedule doctor appointments, prepare for what to expect and learn how to take care of yourself and your baby. Go to mybabyblocks.com on your smartphone to learn more. Affordable Care Act Transitional Reinsurance Fee • 22 No longer applies to UnitedHealth Group Medical Plans What’s Changing for 2015 New Rally for Health A new wellness incentive program and platform will replace the current Your Rewards for Health program. Highlights of new program: Complete a health survey, biometric screenings, and other health actions and receive financial rewards for each event as completed New! Your earned financial incentives for health action completions will be immediately available* — no waiting until the next plan year for your reward New! Depending on your medical plan option for 2015, incentives will be paid as lump-sum contributions to either a Health Savings Account (HSA) or a Health Incentive Account (HIA) — more to come on this More details about the new 2015 program will be shared in future communications. Note: The launch of this new program will not impact 2015 incentives you earn during 2014. New! More rewards and opportunities to win prizes There’s still time to earn the Your Rewards for Health 2015 premium incentive — achieve Gold or Silver status by Dec. 31, 2014 23 * Incentives will be paid as soon as administratively practicable; generally within two months. Employee Stock Purchase Plan (ESPP) If you currently participate in the ESPP, your contribution rate will automatically carry over to 2015. If you have not previously participated in the ESPP and want to enroll, log in on the NetBenefits® website. If you previously participated in the ESPP but are not currently making contributions, you will need to re-enroll in the plan. If you were enrolled in the current purchase period and subsequently withdrew, you will need to enroll to participate in the next purchase period. Enroll in the ESPP Oct. 22 – Nov. 5 You can enroll in ESPP for the first time or change your contribution rate. Check out the meeting schedule on the Benefits website for Financial Fitness meetings planned in your location. NetBenefits® website — www.netbenefits.com Enroll, review or change your contribution rate. Registration/login required 24 Next Gen Resources and Support Medical Plan Decision Toolkit (Online) Find it on www.unitedhrdirect.com/oe2015 under “Quick Links.” • Compare your options. • Estimate your cost. • Got 2 minutes? Get a suggestion. • Grow your HSA. • See what others did. • Consider an FSA. Call the special Next Gen phone number for more assistance regarding your enrollment options for 2015: 1-877-459-6157 25 Next Steps Consider the right medical option for you and your family. Review your other benefit options for 2015. (Several require re-enrollment each year.) Enroll online between Oct. 22 – Nov. 5 (Don’t wait until the last day to enroll!) Call HRdirect at 800-561-0861 if you need more assistance. Take steps to achieve a Your Rewards for Health Premium incentive by Dec. 31, 2014. Current Next Gen Enrollees: Consider the special incentives for 2015 when you choose a different medical plan option. Learn more: www.unitedhrdirect.com/benefits/health-benefits/index.html Go to www.unitedhrdirect.com/oe2015 for complete details. 26 Next Gen Q&A 27 Appendix Comparing Medical Options for 2015 Network Select Next Gen Benefit Feature Basic w/HSA Plus w/HSA Max w/HSA Not available in all locations^ Network-only coverage Limited Eligibility for 2015 Eligible for Special Next Gen Change Incentive (partial) Not applicable Lowest Premium Mid-Range Premium Higher Premium Higher Premium Higher Premium Employee Premiums Annual Company Contributions to Accounts (provided per paycheck) • Paid to an employee’s Optum Bank HSA • Use for expenses, like deductibles, or save the money 100% Must select a Network Primary Care Physician to oversee treatment and to make network referrals for services 100% $3,150 EE-Only $2,650 EE-Only $1,850 EE-Only Other Levels: $3,150 per person $6,300 per family Other Levels: $2,650 per person $5,300 per family Other Levels: $2,600 per person $3,700 per family Network Cost Sharing 2015 Network Out-of-Pocket Maximums+ Prescriptions Certain contraceptives are free under any plan New Mail Service Member SelectSM Program $1,000 Base Benefit per covered person – applies only to Network providers Employee pays 20% coinsurance or copays ($0, $50, $50, $300) while using Base Benefit Annual Salary $50,001+ • Employee-only coverage level: $250 Base / $250 Match = $500 maximum* • Other coverage levels: $500 Base / $500 Match = $1,000 maximum* Preventive Care 2015 Network Deductibles+ NA Annual Salary Less than $50,001 • Employee-only coverage level: $375 Base / $125 Match = $500 maximum* • Other coverage levels: $750 Base / $250 Match = $1,000 maximum* 100% $2,500 EE-Only $1,100 EE-Only $1,100 per person $2,200 per family $2,500 per person $5,000 per family Deductible applies after Base Benefit is exhausted 80% / 20% after deductible $6,250 per person $12,500 per family $5,250 per person $10,500 per family $3,650 per person $7,300 per family Preventive Meds (deductible does not apply): Retail copay: $15 / $40 / $85 Mail copay: $35 / $90 / $190 Non-Preventive Meds: 80% / 20% after deductible $3,300 per person $6,600 per family $ 5,000 person $10,000 per family Deductible does not apply Retail copay: $15 / $40 / $85 Mail copay: $35/ $90 / $190 Specialty: 20%, Rx copays and coinsurance apply to Medical OOP Max For more information, visit the 2015 Benefits Open Enrollment *To receive the Matching Company Contribution, you must make an employee contribution of at least: • Annual Salary less than $50,001: EE-Only: $4.81/paycheck ($125 annually); EE+Dependents: $9.62/paycheck ($250 annually) website: www.unitedhrdirect.com/oe2015 • Annual Salary $50,001+: EE -Only: $9.62/paycheck ($250 annually); EE+Dependents: $19.24/paycheck ($500 annually) +There are separate Deductibles and Out-of-Pocket Maximums for Non-Network services ^Network Select may not be available in all markets in a state. Availability is based on the zip code where the employee lives. Visit the 2015 Benefits Open Enrollment website at www.unitedhrdirect.com/OE2015 for a 29list of state/market availability. detailed Basic w/HSA, Plus w/HSA and Max w/HSA Medical Plans Plan highlights: • Freedom to use any doctor or hospital, in-network or out-of-network (you will likely pay more for out-of-network care or services) • Not required to choose a primary care provider (PCP) • A referral is not required to see a specialist HSA highlights: • A Health Savings Account (HSA) with Optum BankSM (Member FDIC) is required to make contributions and receive the company base and matching contributions • Offers TRIPLE tax savings — pre-tax/tax-deductible contributions, tax-free earnings growth and non-taxed withdrawals for qualified* medical expenses • It’s easy and convenient to use — pay for care and services with UnitedHealthcare HSA MasterCard debit card or online at myuhc.com or optumhealthfinancial.com • You own the deposited funds and can use them to pay for health care expenses now and in the future — you can even invest them^ 30 *See IRS publication 969 for rules about HSAs ^A minimum $2,000 balance is required to invest HSA Base and Matching Company Contributions 2015* No Changes for 2015 Employee-Only Coverage Employee + Dependent Coverage Annual/Per Paycheck Annual/Per Paycheck $375 / $14.42 $750 / $28.84 You contribute at least: $125 / $4.81 $250 / $9.62 Then the company contributes: $125 / $4.81 $250 / $9.62 $500 / $19.23 $1,000 / $38.46 $250 / $9.62 $500 / $19.23 You contribute at least: $250 / $9.62 $500 / $19.24 Then the company contributes: $250 / $9.62 $500 / $19.24 $500 / $19.24 $1,000 / $38.48 Company Contribution is paid biweekly, per paycheck Salary is Less than $50,001 Base Company Contribution Matching Company Contribution** Maximum Company Contribution (Base and Match) Salary is $50,001+ Base Company Contribution Matching Company Contribution** Maximum Company Contribution (Base and Match) *Applies to Basic/HSA, Plus w/HSA and Max w/HSA medical plan options. **You must have or open an HSA with Optum Bank to receive the company contribution. No retroactive company-paid contributions are provided. 31 HSA Base and Matching Company Contributions 2015 Applies to Basic/HSA, Plus w/HSA and Max w/HSA Medical Plans Only Example: An employee earning more than $50,001 annually, with Employee-Only coverage, and earning the available total $500 Company Base + Match Contribution: COMPANY BASE YOUR CONTRIBUTON COMPANY MATCH Base Company Contribution: $250 Your Contribution: $250 to $2,850 Company Match Contribution: $250 1 Company contribution of $9.62 per paycheck 2 Your contribution of $9.62 to $109.62 per paycheck Minimum contribution requirement: $250 3 Additional company contribution of $9.62 per paycheck Learn more by visiting www.unitedhrdirect.com/oe2015 and watching the HSA Base and Matching Company Contributions Video. 32 = Maximum Company Contribution: $500 $19.24 per paycheck Resources and Support 2015 Benefits Open Enrollment website: www.unitedhrdirect.com/oe2015 33 Example #1: Next Gen vs. Plus w/HSA—Employee-Only Coverage Lower Cost: Next Gen Annual salary is less than $50,001 Maximizing Plan Incentives by 12/31/2014 Employee maximizes the plan incentives Employee doesn’t maximize the plan incentives Next Gen Plus w/HSA Next Gen Plus w/HAS 2015 per paycheck premium (Jan-Mar) $37.40 $31.27 $37.40 $31.27 Your Rewards for Health Silver OR Silver Credit (Apr-Dec) 2015 per paycheck premium* -$14.42 $22.98 -$14.42 $16.85 Your Rewards for Health Gold Gold Credit (Apr-Dec) 2015 per paycheck premium* -$23.08 $14.32 -$23.08 $8.19 N/A $375 N/A $375 N/A $200 N/A $200 N/A $0 A Plus: Company Base deposit into your HSA (January, lump sum) Company contributions to your Health Savings Account (HSA) B Standard = $500 Extra for 2015 = $300** C D Plus Extra Incentive: $200 extra Company deposit into your HSA (January, lump sum) Plus Extra Incentive: $100 extra Company deposit into your HSA (if you earn Gold or Silver (April, lump sum)) + + N/A $100 Plus: Company Match deposit into your HSA (Jan-Dec) N/A $125 N/A $0 HSA $$ Total for 2015 N/A $800 N/A $575 + * Assumes Employee achieved Gold or Silver level in the Your Rewards for Health program by 12/31/2014 ** Assumes Employee maximized the incentives, including the company match and the Your Rewards for Health incentive 34 Example #1: Next Gen vs. Plus w/HSA—Employee-Only Coverage Lower Cost: Next Gen Annual salary is less than $50,001 Maximizing Plan Incentives by 12/31/2014 Employee maximizes the plan incentives Your Rewards for Health Silver OR Your Rewards for Health Gold 1) Annual Premium (w/Silver Incentive) 2) Annual Premium (w/Gold Incentive) $698 $539 Next Gen Plus w/HSA Annual Premium $972 $813 $375 $4,189 $4,189 $4,189 $4,189 $0 $2,650 $0 $2,650 5) Total Copays, Coinsurance $1,440 $308 $1,440 $308 6) Company-Paid Amounts* $2,749 N/A $2,749 N/A $2,749** $800 $2,749** $575 8) Total Paid by Employee [(4) + (5) + (6) – (7)] $1,440 $2,158 $1,440 $2,383 9) Total Employee Cost [(2) + (8)] $1,974 $2,533 $2,412 $3,196 4) Total Deductible 7) Amount Paid by Next Gen Base Benefit or HSA 35 Plus w/HSA $534 3) Total Claims * Applies only to Next Gen ** Includes company-paid Rx costs of $2,749 not charged to Base Benefit Next Gen Employee doesn’t maximize the plan incentives Example #2: Next Gen vs. Plus w/HSA—Employee + Children Lower Cost: Plus w/HSA Annual salary is less than $50,001 Maximizing Plan Incentives by 12/31/2014 Employee maximizes the plan incentives Employee doesn’t maximize the plan incentives Next Gen Plus w/HSA Next Gen Plus w/HAS 2015 per paycheck premium (Jan-Mar) $78.82 $50.94 $78.82 $50.94 Your Rewards for Health Silver OR Silver Credit (Apr-Dec) 2015 per paycheck premium* -$14.42 $64.40 -$14.42 $36.52 Your Rewards for Health Gold Gold Credit (Apr-Dec) 2015 per paycheck premium* -$23.08 $55.74 -$23.08 $27.86 N/A $750 N/A $750 N/A $200 N/A $200 N/A $100 N/A $0 Plus: Company Match deposit into your HSA (Jan-Dec) N/A $250 N/A $0 HSA $$ Total for 2015 N/A $1,300 N/A $950 A Plus: Company Base deposit into your HSA (January, lump sum) Company contributions to your Health Savings Account (HSA) B Standard = $500 Extra for 2015 = $300** C D Plus Extra Incentive: $200 extra Company deposit into your HSA (January, lump sum) Plus Extra Incentive: $100 extra Company deposit into your HSA (if you earn Gold or Silver (April, lump sum)) + + + * Assumes Employee achieved Gold or Silver level in the Your Rewards for Health program by 12/31/2014 ** Assumes Employee maximized the incentives, including the company match and the Your Rewards for Health incentive 36 Example #2: Next Gen vs. Plus w/HSA—Employee + Children Lower Cost: Plus w/HSA Annual salary is less than $50,001 Maximizing Plan Incentives by 12/31/2014 Employee maximizes the plan incentives Your Rewards for Health Silver OR Your Rewards for Health Gold 1) Annual Premium (w/Silver Incentive) $1,775 $1,050 $1,324 $1,848 $1,848 $1,848 $142 $1,848 $142 $1,848 $485 $0 $485 $0 $1,221 N/A $1,221 N/A $1,221** $1,300 $1,221** $950 $627 $548 $627 $898 $2,238 $1,434 $2,676 $2,222 3) Total Claims $1,848 4) Total Deductible 5) Total Copays, Coinsurance 9) Total Employee Cost [(2) + (8)] Plus w/HSA $2,049 $886 8) Total Paid by Employee [(4) + (5) + (6) – (7)] Next Gen Annual Premium $1,611 7) Amount Paid by Next Gen Base Benefit or HSA 37 Plus w/HSA 2) Annual Premium (w/Gold Incentive) 6) Company-Paid Amounts* * Applies only to Next Gen ** Includes company-paid Rx costs of $338 not charged to Base Benefit Next Gen Employee doesn’t maximize the plan incentives Example #3: Next Gen vs. Plus w/HSA—Employee + Children Lower Cost: Next Gen Annual salary is less than $50,001 Maximizing Plan Incentives by 12/31/2014 Michael maximizes the plan incentives Michael doesn’t maximize the plan incentives Next Gen Plus w/HSA Next Gen Plus w/HAS 2015 per paycheck premium (Jan-Mar) $78.82 $50.94 $78.82 $50.94 Your Rewards for Health Silver OR Silver Credit (Apr-Dec) 2015 per paycheck premium* -$14.42 $64.40 -$14.42 $36.52 Your Rewards for Health Gold Gold Credit (Apr-Dec) 2015 per paycheck premium* -$23.08 $55.74 -$23.08 $27.86 N/A $750 N/A $750 N/A $200 N/A $200 N/A $0 A Plus: Company Base deposit into your HSA (January, lump sum) Company contributions to your Health Savings Account (HSA) B Standard = $500 Extra for 2015 = $300** C D Plus Extra Incentive: $200 extra Company deposit into your HSA (January, lump sum) Plus Extra Incentive: $100 extra Company deposit into your HSA (if you earn Gold or Silver (April, lump sum)) + + N/A $100 Plus: Company Match deposit into your HSA (Jan-Dec) N/A $250 N/A $0 HSA $$ Total for 2015 N/A $1,300 N/A $950 + * Assumes Michael achieved Gold or Silver level in the Your Rewards for Health program by 12/31/2014 ** Assumes Michael maximized the incentives, including the company match and the Your Rewards for Health incentive 38 Example #3: Next Gen vs. Plus w/HSA—Employee + Children Lower Cost: Next Gen Annual salary is less than $50,001 Maximizing Plan Incentives by 12/31/2014 Michael maximizes the plan incentives Your Rewards for Health Silver OR Your Rewards for Health Gold 1) Annual Premium (w/Silver Incentive) $1,775 $1,050 Next Gen Plus w/HSA Annual Premium $2,049 $1,324 $4,049 $4,049 $4,049 $805 $4,049 $805 $4,049 $978 $0 $978 $0 $2,266 N/A $2,266 N/A $2,266** $1,300 $2,266** $950 8) Total Paid by Employee [(4) + (5) + (6) – (7)] $1,783 $2,749 $1,783 $3,099 9) Total Employee Cost [(2) + (8)] $3,394 $3,635 $3,832 $4,423 $1,611 $886 3) Total Claims $4,049 4) Total Deductible 5) Total Copays, Coinsurance 7) Amount Paid by Next Gen Base Benefit or HSA 39 Plus w/HSA 2) Annual Premium (w/Gold Incentive) 6) Company-Paid Amounts* * Applies only to Next Gen ** Includes company-paid Rx costs of $201 not charged to Base Benefit Next Gen Michael doesn’t maximize the plan incentives Example #4: 2014, 2015 Next Gen vs. Plus w/HSA—EE + Children Lowest Cost: Plus w/HSA Annual salary is less than $50,001 Maximizing Plan Incentives by 12/31/2014 Your Rewards for Health Silver OR Your Rewards for Health Gold 2014 Next Gen 2015 Next Gen 2015 Plus w/HSA Per paycheck premium (Jan-Mar) $56.10 $78.82 $50.94 Silver Credit (Apr-Dec) Per paycheck premium* -$14.42 $41.68 -$14.42 $64.40 -$14.42 $36.52 Gold Credit (Apr-Dec) Per paycheck premium* -$23.08 $33.02 -$23.08 $55.74 -$23.08 $27.86 N/A N/A $750 N/A N/A $200 A Plus: Company Base deposit into your HSA (January, lump sum) + Company contributions to your Health Savings Account (HSA) B Company deposit into your HSA Standard = $500 Extra for 2015 = $300** C (January, lump sum) Plus Extra Incentive: $100 extra Company deposit into your HSA (if you earn Gold or Silver (April, lump sum)) D Plus: Company Match deposit into your HSA (Jan-Dec) N/A N/A $250 HSA $$ Total for 2015 N/A N/A $1,300 Plus Extra Incentive: $200 extra + N/A N/A + * Assumes Employee achieved Gold or Silver level in the Your Rewards for Health program by 12/31/2014 ** Assumes Employee maximized the incentives, including the company match and the Your Rewards for Health incentive 40 $100 Example #4: 2014, 2015 Next Gen vs. Plus w/HSA—EE + Children Lowest Cost: Plus w/HSA Annual salary is less than $50,001 Maximizing Plan Incentives by 12/31/2014 Your Rewards for Health Silver Your Rewards for Health Gold OR 2014 Next Gen 2015 Next Gen 2015 Plus w/HSA 1) Annual Premium (w/Silver Incentive) $1,185 $1,775 $1,050 2) Annual Premium (w/Gold Incentive) $1,020 $1,611 $886 3) Total Claims $1,848 $1,848 $1,848 4) Total Deductible $142 $142 $1,848 5) Total Copays, Coinsurance $485 $485 $0 $1,221 $1,221 N/A $1,221** $1,221** $1,300 $627 $627 $548 $1,647 $2,238 $1,434 6) Company-Paid Amounts* 7) Amount Paid by Next Gen Base Benefit or HSA 8) Total Paid by Employee [(4) + (5) + (6) – (7)] * Applies only to Next Gen 9) Total Employee Cost ** Includes company-paid Rx costs of [(2) + (8)] $338 not charged to Base Benefit 41