Health Insurance Changes Information Session

1. Health Insurance Changes Information Session Facilitator: John Mueller, Executive Director of Human Resources Presenters: Tina Petrie, Director of Salary Administration and Benefits Kathy Eghoian, Senior Specialist - Benefits

2. Information Session Goals • Describe why changes are necessary • Explanation of current benefits • Discuss proposed changes • Describe what remains unknown • Q & A

3. Public Employees’ Benefits Program (PEBP) Budget • PEBP is required by the State Budget office to keep their subsidy level flat over the biennium. • Total revenue of $500 Million for the biennium • Amount required to keep current plan over the biennium - $611.2 million (medical inflation, utilization, and Federal Health Care Reform) • Resulted in a “shortfall” of $111.2 Million • Please be advised that the 2011 Legislature could decide to take no action on the changes, which would result in the implementation of the changes on July 1, 2011, OR they could take up the proposed changes in budget discussions during the 2011 Legislative Session.

4. Current Health InsurancePlan Options • Two choices: • The Public Employees’ Benefits Program (PEBP) benefit-eligible State of Nevada and NSHE employees are offered the option to choose from the Preferred Provider Organization Plan (PPO) or the Health Maintenance Organization Plan (HMO).

5. What is a PPO Plan • A network of doctors and healthcare facilities that provides medical services at discounted rates. • The PPO plan allows participants the choice of using contracted (in-network) or non-contracted (out-of-network) medical providers, both in-state (Nevada) and out-of-state. • The PPO plan offers access to services worldwide.

6. PPO Plan Annual Deductible • Single coverage individuals $800.00 • Two or more persons $1,600.00 family deductible. • The family deductible could be met by any combination of eligible medical expenses from two or more members of the same family coverage tier. No one single family member would be required to contribute more than the equivalent of the individual deductible toward the family deductible.

7. Deductible AmountsPlan Year 2011

8. Coinsurance • A coinsurance is the portion of the expense the employee is responsible for paying after the deductible. • The maximum coinsurance amount you pay during the year excluding copayments is called the out-of-pocket expense ($3,700 individual/$7,400 family – per plan year). • Note: Standard amounts charged by non-contracted healthcare providers are referred to as Usual and Customary charges.

9. PPO Plan Copayment • Members pay a copayment for visits such as doctor office visits, specialist visits, and urgent care visits. • Copayments range from $20.00 to $105.00. • Copayments are not applied to meet the deductible.

10. General Overall Lifetime Maximum Plan Benefit • A General Overall Lifetime Maximum Plan Benefit is the maximum amount of benefits payable by the plan (for PPO and non-PPO expenses combined) during the entire time a plan participant is covered under this plan, including expenses paid by all current and previous PEBP plan administrators. • The General Overall Lifetime Maximum Plan Benefit is $2 million for you and $2 million for each of your covered dependents.

11. The Health Maintenance Organization (HMO Plan) • Name of Plan for Southern Nevada is Health Plan of Nevada (HPN) • Fully insured plan which uses a pre-defined group of doctors, facilities, and other health care professionals. (Note: out -of -pocket maximum is $6,800 per person per calendar year). • Participants choose a Primary Care Physician who coordinates their medical treatment . • The HMO Plan is limited to a specific service area (Southern Nevada only) • The plan is not portable for those traveling out of the Southern Nevada area. (Exceptions will be made for out of area medical emergencies only)

12. Scope of Dental Coverage Regardless of the medical plan chosen all employees participate in a self-funded PPO dental plan (Diversified Dental Services). • Coverage is offered for preventive services (routine exams and up to 4 cleanings per year). In-network provider service is paid at 100%. • Coverage is offered for basic services (full mouth x-rays, fillings, simple extractions, root canals). The plan pays for in-network service 80% (after deductible). • Coverage is offered for major services (single crown, bridgework, dentures, tooth implants). The plan pays for in-network service 50% (after deductible).

13. Prescription/PharmacyPrescription Drug Plan for the Self-Funded PPO Plan • The annual prescription deductible is $50 and is applied to each covered person (no family deductible). • The annual deductible does not apply to generic drugs.

14. Pharmacy Plan ComparisonRetail Pharmacy - 30 day supply

15. Pharmacy Plan ComparisonMail Order - 90 day supply

16. Vision Plan Comparison

17. Self-funded PPO Wellness/Preventive Care Benefit (Only for the PPO Plan) • The PPO Wellness Benefit provides a $2,500 (per person, per plan year) benefit to participants and their covered dependents. Preventive care benefits are not subject to the plan year deductible or copayment. • The Wellness Benefit is available only when using in-network PPO providers. ( Note: Wellness benefits are healthcare services that are not provided as a result of illness, injury or congenital defect.)

18. Self-funded PPO Wellness/Preventive Care Benefit (Only for the PPO Plan) • For example, the following preventive screenings are covered under the PPO Wellness Benefit: • Physical Exam, Screening Lab and X-rays • Well-child Examinations and Immunizations • Prostate Screening (e.g., PSA blood test) • Hypertension Screening • Screening Mammogram • Pelvic Exam and Pap Smear • Skin Cancer Screening

19. Life Insurance • Through The Standard Insurance Company, the Employee has a $20,000 basic life insurance policy, Spouse/Domestic Partner has a $2,000 life insurance policy, and child(ren) from birth to age 19 (or 24 if a full-time student) has a $2,000 life insurance policy.

20. Long Term Disability • Through The Standard Insurance Company, the employee, as part of the benefits package has eligibility for Long Term Disability. • The monthly LTD benefit amount is 60% of monthly earnings up to a maximum of $7,500 per month (less any deductible sources of income and disability earnings). • The minimum monthly payment after subtracting deductible sources of income is $100.00

21. Medical Plan Comparison

22. Medical Plan Comparison (continued)

23. Monthly Premiums for Plan Year2010-2011

24. Monthly Premiums for Plan Year 2010-2011Domestic Partners

25. Proposed Health Insurance Changes

26. New Program to Replace Self-Funded PPO: High Deductible Consumer Driven Health Plan What is the Consumer Driven Health PPO Plan? • High deductible health plan that works in conjunction with a Health Savings Account . • All benefits (excluding preventive care) will be subject to the medical plan deductible. • The plan will no longer have fixed copayments for things such as prescription drugs and doctor’s visits. • Participants will pay 100% of the cost for all eligible medical and prescription drug expenses up to the plan year deductible.

27. Key Points of High Deductible Consumer Driven Health Plan • Increase deductible from $800/$1,600 to $2,000/$4,000 (Individual/Family) • Increase Out-of-Pocket Maximums from $3,700/$7,400 to $3,900/$7,800 (Individual/Family) • Change Coinsurance from 80% to 75% • Add Health Savings Account (HSA) • Provide Plan contributions (seed money)to the HSA in the amount of $600 for the primary participant and $200 per dependent to a maximum of $1,200 per plan year.

28. Key Points of Consumer Driven Health Plan (continued) • After meeting the deductible, plan pays 75% (as opposed to the current 80%) until the OOP maximum is met • Still uses the existing doctor and provider networks and discounts • Still has same coverage for wellness/preventive care • Not subject to deductible or coinsurance • Health Care Reform Act eliminates the current $2,500 wellness cap

29. Key Points of Consumer Driven Health Plan (continued) • Deductible and OOP maximum can be met by a single family member or a combination of family members (different than current plan where single individuals are not required to meet the entire family deductible or OOP maximum) • Accumulates separately for in and out of network providers (same as current plan) • OOP Maximum includes the deductible (different than the current plan where copayments and deductible do not count towards OOP Maximum.

30. What is a Health Savings Account? (HSA) • A Health Savings Account (HSA) is an account owned by the employee that is used to pay for eligible health care expenses. • The employer can contribute funds to the HSA and the employee may also contribute money to the account on a pre-tax basis. • Contributions, investment earnings and distributions are tax free as long as the money is used only for eligible healthcare expenses. • Funds deposited in the HSA can be carried over from year to year.

31. Eligibility for Health Savings Account (HSA) • Must be covered under a high deductible plan (also for secondary insurance, if applicable) • You are not enrolled in Medicare • You cannot be claimed as a dependent on someone else’s tax return

32. Health Savings Account Summary for Active Employees • Accounts are owned by the employee • Annual contribution limits to the HSA (combination of employer and employee). For example, the following limits are for 2010: • $3,050 for Employee • $6,150 for Family (Note: The limits for 2011 have not been determined yet.) • Income tax reporting requirements • Portable –If you leave, the money is yours to take with you • Only used for medical related costs without incurring tax and/or penalty

33. Specific Plan Design Changes Medical Plan Changes • Eliminate lab tests performed at hospitals except for pre-admit, urgent care, emergency room and in-patient admissions • Reduce TMJ coverage from 80% to 50% • Allow for 90 day supply of certain retail drugs • Eliminate vision coverage except for annual eye exam • Eliminate coverage for spouse/domestic partner with other employer based coverage • Remove “or as needed” from Wellness/Preventive guidelines

34. Specific Plan Design Changes(continued) Dental Plan Changes • Eliminate dental benefits except routine preventive services. • Only the following services will continue to be provided: • Up to 4 routine cleanings per year • Annual exam and bitewing x-rays • Fluoride and sealant treatments (age appropriate) • Maintain existing dental network and preferred provider discounts

35. Specific Plan Design Changes(continued) Life Insurance Plan Changes • Reduce Basic Life Insurance payouts by 50% • Actives from $20,000 to $10,000 • Retirees from $10,000 to $5,000 • Eliminate Dependent Life Insurance • Eliminate Accidental Death & Dismemberment

36. Specific Plan Design Changes(continued) Long-Term Disability Changes • Reduce benefit from 60% of base pay to 40% • Allow employee to buy back up to the 60% at group policy rates

37. Plan Offerings That Will Continue • Will continue to offer a Northern and Southern HMO plan to active and non-Medicare retirees • Live Well, Be Well Prevention Plan for CDHP PPO participants only • Will continue to offer the existing PPO wellness program for CDHP PPO participants only • Flexible Spending Accounts (FSA) • Medical FSA – only for HMO participants • Dependent Care FSA for both medical plan participants

38. Other Benefit Changes • Federal Healthcare Reform Act • Coverage will be available for dependent children to age 26 regardless of full time student status • Lifetime limits removed

39. What Remains Unknown • Subsidy Percentages • Monthly Premiums • HMO Plan Changes • HSA vendor and details on the plan • Legislative Action

40. Questions? PEBP Website (www.pebp.state.nv.us) Frequently Asked Questions Board Meeting Information Legislative Updates If you have any questions after this session, please contact the Office of Human Resources at x7543 or HRcustomerservice@csn.edu. Thank you.