2012-13 Benefits, Wellness & Retirement Orientation

1. 2012-13Benefits, Wellness & RetirementOrientation Fixed-Term Faculty

2. For the Health of it! • February 1999 • Comprehensive wellness program • Create and support a culture of health and wellness that results in a creative, energetic, and productive workforce • Programs: • On-site fitness facilities • Weight Watchers at Work • Wellness screening • Annual health fair • CPR and First Aid classes • And many more!

3. CMU Choices Benefits • Health Plans • Medical & Prescription Drug* • Dental* • Life Plans • Employee Term Life* • Spouse/OEI Term Life^ • Child Term Life^ • Flexible Spending Accounts (FSA) • Health Care Account* • Dependent Day Care Account* *Pre-Tax Benefit ^Post-Tax Benefit

4. Plan Year & Open Enrollment • CMU Choices Plan Year: July 1st – June 30th • For New Hires: • All benefit elections effective through 6/30/2013 • 2012-13 is the first year of a 2-year dental enrollment cycle • Open Enrollment: • Typically held the first two weeks of May • Changes to benefit elections take effect July 1st of the new plan year

5. Coverage Effective Dates Benefit coverages will continue during any additional and consecutive benefit eligible fixed-term faculty assignment(s) during the plan year.

6. Qualifying Status Changes • Status change form must be completed and received by Benefits office within 30 daysof the event. • Qualifying Status Change Events: • Retrospective: • Birth, adoption, or placement of adopted a child • Coverage is effective back to the date of event • Prospective: • Marriage, divorce, loss of dependent status, unpaid leave of absence, etc. • Coverage is effective as of the next available pay period Contact the Benefits & Wellness office with any status change questions: 989-774-3661 or benefits@cmich.edu

7. New Hire Online Enrollment • You must enroll in benefits online within 30 daysof hire date. • Revisions permitted until your deadline • Changes to elections previously entered may impact your coverage and/or your payroll deductions • After your deadline has passed, you will not be able to change your benefit elections until the next open enrollment period or within 30 days of a qualifying status change event • Benefit elections not entered after the deadline, will automatically enroll into: • 1x salary EE life • No coverage for medical/prescription, dental, dependent life, and FSAs

8. Spouse/OEI Eligibility • Other Eligible Individual(OEI) • Must complete an OEI designation form • Will be taxed on the full premium of the OEI (and OEI dependents) coverage • Spouse/OEI eligible for • Medical & Prescription Drug • Dental • Vision • Life • If spouse/OEI also works at CMU • Both employees cannot cover each other and/or children on medical & prescription drug, dental, or vision plans • Both employees may take dependent life coverage for each other and/or dependents • If spouse/OEI is offered coverage through their employer, they MUST enroll in at least single coverage through their employer’s medical, prescription drug, and dental plans, unless the spouse/OEI is charged 100% of the cost of the coverage through that employer.

9. Child Eligibility • Children, Step-Children, or Children of OEI eligible for • Medical & Prescription Drug • Dental • Vision • Child Life • Eligible from birth through the end of the calendar year of the child’s 26th birthday • Coverage for children who were disabled prior to age 19 may be available past age 26 if certain criteria are met. See link below for more information.

10. Medical: Blue Cross Blue Shield • Mandatory Benefit • PPO 1 or PPO 2 • Preferred Provider Organization (PPO) • BCBS Community Blue Network • Find in-network providers at: www.bcbsm.com • No Coverage – may be selected only if employee has medical/prescription coverage elsewhere • Calendar year deductible & co-pay • Must select separate prescription drug plan at same level of coverage • Will receive separate card from BCBS

11. Plan Comparison: In-Network

12. Plan Comparison: Out-of-Network

13. Prescription Drug: CVS Caremark • Mandatory Benefit • PD 10/20/30 (Generic Preferred Plan) • No Coverage – may be selected only if employee has medical & prescription coverage elsewhere • Formulary (Primary/Preferred Drug List) • List of preferred drugs used for determining co-pay level • Not all prescriptions listed on formulary are covered by plan • Plan year deductible & co-pay (July – June) • Must select separate medical plan at same level of coverage • Will receive separate card from CVS Caremark

14. Rx Coverage:

15. Additional Prescription Information: • CVS Specialty Pharmacy • Mail Service available through CVS Caremark • Step Therapy • Smoking cessation prescription drugs and support programs • University Health Services Pharmacy • Prescriptions filled for CMU faculty, staff, & dependents • Online refills & on-campus deliveries available • Prescription transfer services • Discounted OTC drugs/supplies • Confidential service

16. Dental: Meritain Health • Voluntary Benefit • D 100/50/50 • D 100/75/50/50 • No Coverage • Two-year dental election • 2012-13 is 1st year of 2-year dental cycle – election binding thru June 30, 2014 • Optional Dentemax network • www.dentemax.com • Pre-authorization recommended for services over $200. • Plan year deductible, co-pay, and plan maximum (July – June) • Will receive a separate card from Meritain Health

17. Dental Plan Comparison:

18. Term Life Insurance: The Hartford • Mandatory Benefit • 1.0 x Salary • 1.5 x Salary • 2.0 x Salary • 3.0 x Salary • 4.0 x Salary* • Includes core life and AD&D • Core amount reduces 50% at age 70 • Additional support available at: www.HartfordLifeConversations.com • Term life insurance does not have cash value. Policy ends on termination date. *Evidence of Insurability paperwork must be completed and submitted to The Hartford for approval

19. Spouse/OEI Life: The Hartford • Premiums are based on spouse/OEI’s age on July 1st of the plan year for all levels • Coverage must end at the end of the plan year in which spouse/OEI turns 70 • Terminal Illness Benefit: 80% of benefit amount may be paid for spouse/OEI with less than a 12 month life expectancy • Voluntary Benefit • $10,000 • $25,000 • $50,000 • $75,000* • $100,000* • No Coverage *Evidence of Insurability paperwork must be completed and submitted to The Hartford for approval

20. Child Life Insurance: The Hartford • Voluntary Benefit • $10,000 • $25,000 • No Coverage • Premium is a flat rate regardless of number of eligible children covered

21. Flexible Spending Accounts (FSA): Benefit Consulting Group • VoluntaryBenefit • Health Care FSA • Dependent Day Care FSA • IRS Rules: • Fund balances are non-transferrable between plans • Any leftover money will be forfeited • Reimbursement Process: • Debit card option • Keep/reuse card (3 years) • Keep receipts • Paper form option • Submit forms with receipts to Benefit Consulting Group (BCG) • Must have separate direct deposit form on file with Benefit Consulting Group

22. Flexible Spending Accounts (FSA):

23. CA$H IN ON WELLNESS • Open to all staff and fixed-term faculty • Earn $335 - $410 in Awards for participating in healthy lifestyle behaviors • Awards are issued via email by IncentOne (info@800giftcertificate.com) and can be redeemed for gift cards, gift certificates, or merchandise • Per IRS regulations, these awards must be taxed. When the awards are paid to your account, the amount of the reward will be taxed (~ 37%) in your paycheck.

24. Step Up to Wellness & Gainsharing for 2012-13 Step 5 Get Cash with Gainsharing Employees who complete steps 1, 2, 3 and 4 and are enrolled in one of the CMU self-funded Medical plans for the full plan year (July - June) are eligible. Any surplus balance at the end of the year after expenses and reserves are fully funded will be shared between the university and the employees who are eligible. Payment will be made in October of the following plan year. Only one Gainsharingper contract. Step 4 Wellness Component - $50 Attend at least 4 wellness screeningsand/or activities in the plan year Step 3 Health Care Component - $70 Have an annual physical and blood work in the plan year Step 2 Exercise Component - $35/Quarter ($140 annual total) Complete at least 1,560 minutes of aerobic exerciseeach quarter. As little as 30 min. per day 4 days per week. Step 1 HRA Component - $75 Complete on-line Health Risk Assessment (HRA) May 1 - June 30 each year. Spouses enrolled in a CMU medical plan also receive $75 for completing HRA.

25. University Retirement Plans CMU CONTRIBUTION Defined Contribution Plan Immediate vesting Pension based on accrued earnings Pre-enrolled in TIAA-CREF Life Cycle Fund Defined Benefit Plan 10-year vesting period Pension based on formula Eligible only if worked at certain Michigan Universities prior to 1/1/96 Michigan Public Schools Employees Retirement System (MPSERS) 403(b) Basic Retirement Plan TIAA-CREF FIDELITY

26. 403(b) Basic Retirement Plan • CMU contributes a percentage of earnings (8-10%) based on employee group • No contribution or matching requirement by employee • University contributions are effective date of hire • Pre-enrollment into TIAA-CREF Life Cycle Fund based on employee’s age • At any time you may: • Change the investment fund option with TIAA-CREF • Elect to invest part or all of the university contribution with Fidelity Investments. • You are strongly encouraged to discuss your retirement investment options with a TIAA-CREF and/or Fidelity Investments counselor. TIAA-CREF may contact you.

27. Tax-Deferred Investment Plans EMPLOYEE CONTRIBUTION Voluntary Plan Loan provision with TIAA-CREF only Distribution without penalty at age 59 ½, even if still working at CMU Taxes applied at time of withdrawal Voluntary Plan No loan provision Distribution without penalty after separation from CMU employment Taxes applied at time of withdrawal 403(b) Supplemental Tax-Deferral Plan 457(b) Public Deferred Compensation Plan TIAA-CREF FIDELITY TIAA-CREF

28. Tax-Deferred Investment Plans • All contributions made by the employee as a % of earnings - minimum $25 per pay on 457(b) • Salary reduction agreement form must be completed and returned to Benefits office • Vendor application must also be completed for TIAA (online) or Fidelity (paper) • Maximum employee deferrals for 2012: • $17,000 for employees under age 50 • $22,500 for employees age 50+ • May defer up to maximum in both 403(b) and 457(b)

29. StraightLine Advisors • StraightLine Advisors • Independent investment research firm • Pro(b) • ProAdvice • Fees based on CMU retirement balance • Free if CMU balance under $5,000 • Contact to learn about upcoming events or to schedule an individual meeting www.myRplan.com/cmu Phone: 877-338-4032 email: info@myRplan.com

30. Additional Benefits • Tuition Benefit Plan • 24 credits per year • Eligible: employee, spouse, dependents, OEI, dependents of OEI • Taxation: • Grad and Dr. level classes for spouse and dependents • Grad and Dr. level classes for employee exceeding $5,250 • All classes for OEI and their dependents • Discount Programs • CMU Discount Card • Use CMU ID for local discounts • YouDecide • Save on a variety of merchandise/services nationally • Visit Discounts website for more information

31. Additional Assistance: HR - Benefits & Wellness 108 Rowe Hall 989-774-3661 benefits@cmich.edu CentralLink.cmich.edu – then search keyword “Benefits”