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2012 Open Enrollment

2012 Open Enrollment. Carleton College. Open Enrollment Period. Our 2012 Open Enrollment period begins October 31, 2011 and concludes December 5, 2011. Employees will access the on-line tool ( benefits CONNECT) on the Human Resources website .

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2012 Open Enrollment

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  1. 2012 Open Enrollment Carleton College

  2. Open Enrollment Period Our 2012 Open Enrollment period begins October 31, 2011 and concludes December 5, 2011. Employees will access the on-line tool (benefitsCONNECT) on the Human Resources website. Be sure to review the refresher regarding your username and password; passwords will remain the same for 2012 as they are in 2011. This is a “passive” enrollment year, which means that unless you request a plan change, your current medical, dental, voluntary life, and long-term disability plans in 2011 (along with your corresponding dependents) will remain active for 2012. If you want a health care or dependent care flexible spending account in 2012, you will need to enter your annual election through our on-line tool (benefitsCONNECT). We recommend this be done during the Open Enrollment period.

  3. 2012 Benefit Plan Highlights/Changes • There are very minimal benefit plan changes for 2012. • The following initial screens in this presentation will detail the highlights/changes for our plans: • Health Care Reform Update • TASC • TIAA-CREF • The Hartford • Delta Dental • Blue Cross and Blue Shield of Minnesota • Employees who would like an overview/refresher on how our plans work, please stay for full presentation.

  4. Health Care Reform Update There are minimal health care reform changes effective in 2012. Listed below are the highlights for 2012, which include requirements that may become effective within the calendar year 2012. Health Plan Summaries User-friendly benefits summaries that will help individuals to more easily understand their health plan and its key provisions must be presented in a four-page document prepared by insurance carriers (for fully-insured plans) or by employers of self-funded health plans. These plan summaries are to be presented to participants on/after March 23, 2012 (at the earliest). W-2 Reporting Large employers (who issued at least 250 W-2s in the previous year) will need to include the value of employer provided health coverage on employees’ W-2s for the 2012 tax year. Encouraging Integrated Health Systems The new law provides incentives for physicians to join together to form “Accountable Care Organizations”. These groups allow doctors to better coordinate patient care and improve the quality, help prevent disease and illness, and reduce unnecessary hospital admissions.

  5. Health Care Reform Update (Cont.) Encouraging Integrated Health Systems (Cont.) If Accountable Care Organizations provide high quality care and reduce costs to the health care system, they can keep some of the money that they have helped save. Linking Payment to Quality Outcomes The law establishes a hospital Value-Based Purchasing program (VBP) in Traditional Medicare. This program offers financial incentives to hospitals to improve the quality of care. Hospital performance is required to be publicly reported, beginning with measures relating to heart attacks, heart failure, pneumonia, surgical care, health-care associated infections, and patients’ perceptions of care. (Effective on/after October 1, 2012.) Reducing Paperwork and Administrative Costs Health care remains one of the few industries that relies on paper records. This new law will institute a series of changes to standardize billing and requires health plans to begin adopting and implementing rules for the secure, confidential, electronic exchange of health information. Using electronic health records will reduce paperwork and administrative burdens, cut costs, reduce medical errors, and most importantly, improve the quality of care. (First regulation is effective October 1, 2012.)

  6. Health Care Reform Update (Cont.) Understanding and Fighting Health Disparities To help understand and reduce persistent health disparities, the law requires any ongoing or new federal health program to collect and report racial, ethnic and language data. The Secretary of Health and Human Services will use this data to help identify and reduce disparities. (Effective March, 2012.) CLASS Program The law creates a voluntary long-term care insurance program (called CLASS) to provide cash benefits to adults who become disabled. (A benefit plan is to be designated no later than October 1,2012.) Please Note: HHS announced 10/14/11 that it will halt implementation of the CLASS Act under PPACA.) Please view more information on health care reform on the Human Resources website (Benefits/Health Care Reform).

  7. TASC: Flex Spending Here is an overview of the TASC features. There are new enhancements coming in 2012! TASC Card Streamlines the reimbursement of out-of-pocket expenses. It qualifies and pays eligible medical expenses on the spot, ensuring the correct use of funds and helps monitor your healthcare spending. Removes the hassles of paperwork. It eliminates the need to send receipts and track medical expenses and eliminates requests for reimbursements. Offers convenience and choice. It provides easy access to reimbursement funds and lets you make transactions without merchant restrictions on general spending. MyBenefits: Provides easy reimbursement for eligible healthcare expenses with the swipe of the card. Auto-substantiates eligible expenses, eliminating requests for reimbursement. Gives your dependents (spouse, adult child, etc.) the ability to draw funds from your benefit account. Lets you easily track expenses and reimbursements online. MyCash(New in 2012!) TASC card holders who do not use their TASC card to pay for an eligible expense may submit a request for reimbursement via fax, mail, or online. Unless you have already chosen the direct deposit option, your reimbursement will be deposited directly to your MyCash account.

  8. TASC: Flex Spending (Cont.) MyCash (Cont.) Benefits of the MyCash account include: Out-of-pocket expenses are deposited directly into this account on your TASC card; no more waiting for reimbursement checks to arrive by mail. Provides a convenient online site for cardholders to track card activity. Ensures control over spending. Funds can be spent any way, anywhere – just like cash at any retailer that accepts VISA. Cardholders can transfer funds to a personal checking or savings account, or withdraw at an ATM with a PIN. PLEASE NOTE: Currently the TASC Card does not work for MyCash (non-FSA) purchases at CVS Pharmacy, Walmart, and Shopko or for pay-at-the pump purchases. IMPORTANT MyCASH Information: When your MyCash account is activated, all your benefit account reimbursements (where the TASC Card was not used) will automatically be made to your MyCash account. If you prefer, you may elect direct deposit and your reimbursements will automatically be made to a bank account of your choice. Once MyCash is activated in 2012, paper reimbursement checks will be issued on a limited basis and only upon request.

  9. TASC: Flex Spending (Cont.) MyWay(New in 2012!) Protects against embarrassing declines. If funds are unavailable in the MyBenefits account, payment will be withdrawn from the MyCash account if there are sufficient funds. Pays for healthcare and general expenses in one transaction. With one swipe of the card, eligible expenses are automatically withdrawn from MyBenefits, while non-eligible items are paid from the available funds in MyCash. Allows dependents to access accounts. You can give your dependents access to your benefit account(s) and cash account. In the future, cardholders will be able to elect the specific accounts dependents can access. Lets you transfer cash from MyCash to your personal accounts. Funds can be moved to a personal savings or checking account. Provides an easy way to save money. Reimbursements can accumulate in your MyCash account. The “special stash” is a great way to save for a vacation or a shopping spree!! Gives you control in general spending. Spend your money anyhow, anywhere, any way, at any retailer that accepts VISA, or withdraw funds at an ATM. MyTASC Mobile App (New in 2012!) This new application allows participating employees the ability to access their account from anywhere at any time using their mobile device. You’ll be able to check your account balances, submit a request for reimbursement, submit substantiation via camera images and view account transactions. The TASC Mobile app offers text messaging and email notification. **This feature is provided at no charge for participants who possess a mobile device (phone or tablet) with an Apple® or Android™ operating system.

  10. TASC: Flex Spending (Cont.) Annual elections are requiredfor both the health care and dependent care spending accounts. Please enter your 2012 elections during our Open Enrollment period (October 31 – December 5, 2011) via the on-line tool (benefitsCONNECT).

  11. TIAA-CREF Effective January 1, 2012, all voluntary (403b) contributions toward your retirement must be made through a group supplemental retirement annuity (GSRA). Employees with contributions made through the additional pension deferred option, as well as those employees that retained the additional 1% contribution (resulting from the change in employee mandatory contribution from 3% to 2% that occurred on July 1, 2009) will be required to: Review investment options for your GSRA account (Lifecycle Funds or Build Your Own Investment Mix). Go online with TIAA-CREF to set up your GSRA account. Complete the Agreement for Salary Reduction form and submit to Human Resources. The benefits for this change include better customer service and reporting/tracking capabilities for audit requirements. Please contact Human Resources for support. We will help you in knowing what set ups you may be required to complete and will assist you in the online enrollment process. As a reminder, anyone 21 or older may open a voluntary (403b) plan via a Group Supplemental Retirement Annuity (GSRA), regardless of your benefit eligibility status.

  12. The Hartford: Voluntary Life Insurance Carleton College is pleased to announce that our rates for our group-term Voluntary Life Insurance benefit will remain stable (no rate increases) for 2012. Employees that move into a different (higher) age category will see an increase in premiums, however. For newly hired benefit eligible non-union employees, The Hartford offers the opportunity to purchase voluntary group term life insurance; the guaranteed issue of this coverage is $150,000 (without requiring medical underwriting). The maximum benefit allowed is $500,000, however, coverage between $150,000-$500,000 will require completion of a Personal Health Application and a medical underwriting process. Coverage can be purchased in increments of $10,000. For existing benefit eligible, non-union employeesthat either do not have existing coverage or would like to increase their coverage, the completion of a Personal Health Application and medical underwriting will be required. In order to request or increase your coverage, you will need to indicate the change on benefitsCONNECT. For specifics regarding the Voluntary Group-Term Life Insurance plan, please visit the Human Resources website.

  13. The Hartford: Long-Term Disability Carleton College is pleased to announce that our rates for our Long-Term Disability benefit will remain stable (no rate increases) for 2012. Newly hired benefit eligible non-union employeescan elect to purchase long-term disability coverage through The Hartford at time of hire without the need for medical underwriting. For existing benefit eligible, non-union employees without existing coverage, the completion of the Personal Health Application and medical underwriting will be required. In order to request coverage, you will need to indicate your election on benefitsCONNECT. For specifics regarding the Long-Term Disability benefit, please visit the Human Resources website.

  14. 2012 Dental Insurance Options Value Plan Comprehensive Premier Plan

  15. 2012 Dental Insurance Our renewal rates for Delta Dental for 2012 are flat…there are no increases in premium! There are no plan design changes with either of our Delta Dental plans for 2012! Both of our plans are voluntary and are totally employee paid. There is no contribution made by the College towards these premiums.

  16. 2012 Dental Premiums

  17. 2012 Medical Insurance Options Options Blue (Aware) Aware PPO Accord HRA

  18. 2012 Medical Insurance Renewal Rates Aware PPO The 2012 renewal rates for the Aware PPO plan had a decrease of slightly over 1.5%. Options Blue and Accord HRA The 2012 renewal rates for both the Options Blue and Accord HRA plans reflect an average increase of 0.3%. Ultimately, this reflects a 0% increase in our overall yearly renewal rates for 2012.

  19. 2012 Employee Medical Premiums

  20. 2012 Renewal Bulletin and Plan Design Changes Chiropractic Services: Chiropractic office visits can no longer accumulate to the annual service limits for out-of-network providers. Services for therapies and manipulations will continue to accumulate to the service limit. Prenatal and Well Child Care: Health care reform requires that prenatal and well child care are covered at 100% of billed charge for out-of-network providers. Non-Participating Provider Pricing: To provide greater transparency when members utilize non-participating providers, the allowed amount will be determined based upon Medicare’s allowed amount. This change does not impact the non-participating pricing for emergency services. Allowed amounts for emergency services provided at an emergency department or a hospital and by non-participating providers are based on billed charge. Creditable Coverage Disclosure for Pharmacy Benefits: There are two disclosures relating to creditable coverage: 1) disclosure to Medicare-eligible members; and 2) disclosure to Centers for Medicare and Medicaid Services (CMS).

  21. 2012 Renewal Bulletin and Plan Design Changes (Cont.) Creditable Coverage Disclosure for Pharmacy Benefits (Cont.): Member notification of creditable coverage status is due each year on October 15, upon member request, upon plan design change, or upon termination of coverage. Member notification is the employer’s responsibility. Employers must also disclose creditable coverage status to CMS, which includes information relating to the prior disclosure to members. The CMS disclosure must be provided within 60 days after the beginning date of the plan year for which the entity is providing the disclosure to CMS. Massachusetts Creditable Coverage Service Option: Massachusetts (MA) law requires that residents age 18 and older have health insurance. To avoid monetary penalties, adults must have health insurance that meets minimum creditable coverage requirements. Several employer and employee notification and filing obligations accompany this creditable coverage requirement. Blue Cross and Blue Shield of Minnesota offers services to assist employees and employers with this compliance issue. (See the full 2012 Renewal Bulletin for specifics.) Master Group Contract Update: Language has been added to the master group contract under Article XIX-Health Care Reform, section 5. Rebates. This change is related to rebates that would be required if

  22. 2012 Renewal Bulletin and Plan Design Changes (Cont.) Master Group Contract Update (Cont.): Blue Cross or Blue Plus does not meet thresholds for medical Loss Ratio (MLR). (See the full 2012 Renewal Bulletin for specifics.) Prescription Drug Terminology Change: Blue Cross is changing terminology of prescription drugs from formulary/non-formulary to preferred/non-preferred. This is a terminology change; the benefits will remain the same. Pain Medication Quantity Limits: Blue Cross and Blue Shield of Minnesota recently reviewed narcotic analgesic and combination paid medications, considering safety and usage details, as well as FDA-approved product labeling. As a result of their findings, effective October 1, 2011, quantity limits will be implemented for narcotic analgesics and combination pain medications for both of their formularies (Carleton’s formulary is FlexRx).

  23. 2012 Renewal Bulletin and Plan Design Changes (Cont.) Pain Medication Quantity Limits (Cont.): Providers will receive letters with the names of their patients who were prescribed a quantity over the limit for their medication. Member letters notifying that they were prescribed pain medication exceeding the quantity limits will also be sent. Providers will work with members to reevaluate their medication. Please visit the Human Resources to access the 2012 Group Renewal Bulletin in detail.

  24. 2012 Benefit Plan Overview/Refresher Employees who wish to have a refresher on our benefit plans for BCBS, Delta Dental, The Hartford, TASC, and TIAA-CREF may wish to stay for the remainder of this presentation. Individual appointments may also be scheduled with Andrea (x5989) or Kerstin (x4068).

  25. Options Blue-Aware

  26. Options Blue-Aware (Cont’d.)

  27. Options Blue-Aware (Cont’d.)

  28. Options Blue-Aware (Cont’d.)

  29. Options Blue-Aware (Cont’d.)

  30. Options Blue-Aware $2000 deductible $1,500 deductible $1,000 deductible

  31. Aware PPO

  32. Aware PPO (Cont’d.)

  33. Aware PPO (Cont’d.)

  34. Aware PPO (Cont’d.)

  35. Aware PPO (Cont’d.)

  36. Aware PPO

  37. Accord HRA Summary of Providers not included in Accord: • Mayo Clinic Providers • Mayo Clinic • St. Mary’s Rochester • Rochester Methodist • Kasson Mayo Family Practice (contracted under Mayo Clinic) • Kenyon Mayo Family Practice (contracted under Mayo Clinic) • Hazelden Providers • Hazelden • Hazelden OP CD Treatment • Youth and Family & extended residential CD treatment • Mental health clinics Note: All Mayo Health System clinics (Faribault, Northfield, Owatonna, etc.) are in the Accord network

  38. Accord HRA (Cont’d.)

  39. Accord HRA (Cont’d.)

  40. Accord HRA (Cont’d.)

  41. Accord HRA (Cont’d.)

  42. Accord HRA (Cont’d.)

  43. Accord HRA $2000 deductible $1,500 deductible Two-party and family plans are subject to individual deductibes and out-of-pocket maximums. An individual can meet their own deductible and out-of-pocket maximum before other family members . Individuals within the family may have claims processed at different levels of coverage. Total expenses will not exceed plan deductibles and out-of-pocket maximums. $1,000 deductible

  44. Prescription Drug Out of pocket maximum comparison:

  45. 2012 Delta Dental Plans Value Plan

  46. 2012 Delta Dental Plans (Cont.) Value Plan

  47. 2012 Delta Dental Plans (Cont.) Comprehensive Premier Plan

  48. 2012 Delta Dental Plans (Cont.) Comprehensive Premier Plan

  49. The Hartford: Long-Term Disability Voluntary Long-Term Disability Insurance pays you a portion of your earnings if you cannot work because of a disabling illness or injury. You may purchase coverage that pays you a benefit of 60% of your earnings (to the maximum of $16,666.66 per month). You must be disabled for the later of 90 days or the date you exhaust your Sick Leave before you are eligible to receive a Voluntary Long-Term Disability Insurance benefit payment. Benefit payments will be reduced by other income received (e.g. Social Security Disability Insurance, Workers’ Compensation, Retirement Benefits, etc.). Employees without this current benefit can request coverage. A Personal Health Application (PHA) will need to be completed, followed by a medical underwriting process through The Hartford. Premium payroll deductions will ensue once confirmation of coverage has been received.

  50. The Hartford: Voluntary Life Insurance Newly hired benefit-eligible (non-union) employees may purchase voluntary group-term life insurance in increments of $10,000. Maximum amount of purchase is $500,000. At the time of hire, employees can receive $150,000 in guaranteed access (without need for medical underwriting). Newly hired benefit-eligible (Union) employees may purchase voluntary group-term life insurance in the following increments: $1,000, $2,000, $3,000, $4,000, $5,000, $6,000 or $6,500. (The maximum benefit is $6,500.) For existing benefit-eligible (non-union or union) employees without current coverage, you may apply for the benefit; however, it will require the completion of a Personal Health Application (PHA) and a medical underwriting process with The Hartford. Premium payroll deductions will ensue upon confirmation of coverage. For existing benefit-eligible (non-union or union) employees with existing coverage that wish to increase their coverage (not to exceed the maximums listed above), the completion of a Personal Health Application (PHA) and a medical underwriting process with The Hartford will be required. Premium payroll deductions will remain the same until authorization for the increase in coverage is received. Benefit Reductions: Your benefits will be reduced by 35% at ages 65, 70, 75; and by an additional 25% of the reduced amount at ages 80, 85, 90 and 85. All coverage cancels at retirement.

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