california employees. open enrollment actions change medical and/or dental plan enroll in medical,...
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![Page 1: California Employees. Open Enrollment Actions Change medical and/or dental plan Enroll in medical, dental, vision Add eligible family members](https://reader036.vdocuments.mx/reader036/viewer/2022062320/56649d5d5503460f94a3c836/html5/thumbnails/1.jpg)
California Employees
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Open Enrollment Actions Change medical and/or dental plan Enroll in medical, dental, vision Add eligible family members Opt out of medical, dental, or vision Cancel or enroll in TIP Enroll in new Health Care Reimbursement
Account Enroll in or change DepCare
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Timing Open Enrollment runs from 8:00 a.m.
(PST) on Friday, November 1 through midnight on Saturday, November 30
Core employees use forms to make changes Must be received in local Benefits or Payroll
office by 5:00 p.m. on November 27
Changes effective January 1, 2003 Including new costs
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Challenges facing Large Purchasers for 2003
Overall 2003 health plan increases ranging from 25% to 45%o Higher increases for Medicare plans
Increases across all plan types – HMOs, POS and PPO
Slow economy – limited compensation adjustments anticipated for employees
Shrinking marketplace and options (e.g., Medicare+ Choice plans)
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Future State’s budget crisis continuing Medical inflation continuing; esp. Rx UC looking at group purchasing for Rx May pilot a consumer model plan Contribution strategy task force continuing
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UC Health Plans An employer can control:
Who is covered Which plans are offered How the plans are designed
An employer cannot control: Provider withdrawals from medical plans Plans merging or going out of business Plan withdrawals from service areas Health plan policy
Example: Approved prescription drug lists (formulary)
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Employee Monthly
Costs
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New Rate Structure
Three tiers (old design) Four tiers (new design)
Single Self
Two-party Self plus child(ren)
Family Self plus adult
Self plus family
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New Rate Structure Better aligns rates with actual cost of care
for children and adults Employee with children now less
expensive than two adults or a family
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Transitional Allowance Employee costs are lower for employees
who earn $40,000 or less per year Makes rates more affordable Medical Contribution Base is determined
by FTE salary rate: As of prior January Upon hire No mid-year adjustments
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Medical Plan Choices for 2003 Health Maintenance Organizations (HMOs)
Health Net Kaiser PacifiCare
Point-of-Service (POS) plan Blue Cross Plus
Preferred Provider Organization (PPO) plan Blue Cross PPO
Fee-for-Service plan Core
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New Blue Cross Plans UC Care (administered by Aetna) no
longer offered New plans:
Blue Cross PLUS--point of service (POS) plan Blue Cross PPO--preferred provider plan
Blue Cross of California will also administer the Core and High Option Plans
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Transition from Aetna to Blue Cross
Check your Open Enrollment Statement ** You must name a PCP if going into Blue Cross PLUS,
even to keep your UC Care PCP
2002 Plan 2003 Plan (if you do nothing)
UC Care and you live in the Blue Cross PLUS service area
Blue Cross PLUS **
UC Care and you do not live in Blue Cross PLUS service area
Blue Cross PPO
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Blue Cross PLUS Point-of-Service (POS) Plan
Two level plan design network and out-of-network combines managed care and self-referral
Network benefits through 14,000 physicians, PCP selection required, care authorized by PCP
Out-of-network benefits through 40,000 PPO physicians or all other physicians, you self refer
Employee must reside in CA Dependents can live out-of-state and receive non-
network benefits
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Blue Cross PLUS In-Network
Must choose PCP, Primary Medical Group (PMG), or Participating Physician Group (PPG) for each family member Use online plan directories for provider codes
http://atyourservice.ucop.edu/ go to contacts
You pay co-payment for most services $20 for most doctor’s office visits
No claim forms
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Fast Track for Blue Cross PLUS For those currently in UC Care AND in a
Blue Cross PLUS service area Must select a PCP if they’re going into
Blue Cross PLUS Even if they want to keep the same physician If no action taken Blue Cross will be assign a
PCP.
Special worksheet included in OE packet
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Blue Cross PLUS Out-of-Network You may choose any provider, but you
pay more of the costs Annual plan deductible
$500 individual; $1,500 family
You pay 30% for most services, after deductible No “balance billing” if you use a Blue Cross
PPO Provider
You must file claim forms
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Blue Cross PLUS: Out-of-network costs
$30 (30% of UCR)
$50 (balance billing)
$80 TOTAL
$30 (30% of contracted rate)
$30 TOTAL
You pay
$70 (70% of UCR)$70 (70% of contracted rate)
Plan pays
$100$100.00UCR
$150$100 (contracted rate)Cost of Service
Non-PPO ProviderPPO Provider
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Blue Cross PPO In-network, PPO providers
Annual deductible: $250 individual; $750 family You pay 20% after deductible
Out-of-network Annual deductible: $500 individual; $1,500 family You generally pay 40% for services
Plan pays 60% of reasonable and customary charges
You must file claim forms
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Blue Cross PPO: Cost example
$40 (40% of UCR)
$20 (balance billing)
$60 TOTAL
$20 (20% of contracted rate)
$20 TOTAL
You pay
$60 (60% of UCR)$80 (80% of contracted rate)
Plan pays
$100$100UCR
$120$100 (contracted rate)Cost of Service
Non-PPO Provider (out-of-network)
PPO Provider
(in-network)
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Provider Directories Link to provider sites and Health Pages
through UC benefits website http://atyourservice.ucop.edu
Call providers directly Toll-free numbers in Open Enrollment booklet
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Web resources http://atyourservice.ucop.edu Medical Plan Chooser
TBA
Health Pages http://www.uc.thehealthpages.com/
Carrier websites http://atyourservice.ucop.edu/contact/medical_plan.html
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Health Care Reimbursement
Account
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What is an FSA?
• A benefit program allowing you to pay for out-of-pocket health care and/or dependent care expenses with pre-tax money
• You contribute to an FSA through payroll deductions
• Two types of FSAs:– Health Care Reimbursement Account
(Medical, Dental, Vision)– Dependent Care Reimbursement
Account• You can participate in one or both
accounts
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Health Care Reimbursement Account (HCRA) Contribution Limits
Maximum annual contribution = $5,000 If you and your spouse are both UC employees,
you may each contribute up to $5,000 Minimum annual contribution = $180 HCRA contributions do not reduce the wages
used to calculate UCRP benefits HCRA contributions do not affect the
calculation of your 403(b) Plan maximum annual contribution amount
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What are the advantages?
• The tax advantages:– Tax-free money for health care &
dependent care expenses– Lower income taxes– Receive reimbursement throughout
the year – Health care expenses are tax-free
• Immediate availability of Health Care Account funds
• Built-in budgeting
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The FSA Tax Advantage
The best way to illustrate the FSA tax advantage is through an example:
Example: With Without Account Account
If your taxable income is: $28,000 $28,000
Less: Pre-tax money you deposit in an FSA: <$1,500> N/A
_________ ________ Adjusted taxable income: $26,500 $28,000
Less: Federal income and Social Security taxes: <$9,447> <$9,982>
Less: The same amount spent in after-tax dollars by non-FSA participants for eligible expenses: $0 <$1,500> ________ ________ Your real spendable income is: $17,053 $16,518
Your tax savings with the FSA: $535
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• Medical and Dental– Deductibles & co-
payments– Birth control pills– Prescription drugs– Routine check-ups– Chiropractic services– Dental cleanings &
fillings– Orthodontia not
covered by a dental plan
– And more
• Vision– Eye exams &
eyeglasses– Contact lenses &
supplies– Prescription
sunglasses– Laser eye surgery
• Dependent Care– Daycare– Private babysitter– Care for an
incapacitated adult
What expenses are eligible?
Please see your Plan Documents for more details on eligible expenses.
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• Health Care Reimbursement Account:– Employee– Spouse and children– Other IRS qualified dependents
• Dependent Care Reimbursement Account:– Children under age 13– Mentally or physically disabled spouse – Other IRS qualified dependents who are
physically or mentally unable to care for themselves
Who is covered?
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Step 1You submit a claim.
– When you incur eligible expenses, you fax or mail a simple claim form to SHPS with an Explanation of Benefits (EOB) and/or receipt when EOB is not available
– Claims can be submitted anytime during the current plan year.
– Claims for the plan year must be received by April 15 of the following year.
How does an FSA work?
It’s easy to use an FSA with SHPS’ simple 2-step process.
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How does an FSA work?
Step 2 SHPS sends your money. You can choose to receive reimbursement
via Electronic Funds Transfer (direct deposit) or by check.
SHPS pays claims daily for prompt service Average turnaround for reimbursement is
within 5-7 days of claim receipt. Claim turnaround will not exceed 11 days.
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• How will COBRA work?• COBRA is available for continued
participation upon loss of eligibility.• SHPS issues a Qualifying Event Notice
to the participant for continuation of this benefit.
• Cost will be monthly after-tax contribution plus 2%.
• If participant elects COBRA for their Health Care FSA, SHPS will bill monthly
• COBRA Billing Questions should be directed to:
(800) 301-7556
COBRA and the Health Care FSA
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Things to remember…
• When you enroll, you elect an amount to cover your expected out-of-pocket health care and/or dependent care expenses for the plan year
• Careful planning maximizes the benefits of an FSA– The IRS has imposed a “use it or lose it”
rule.– Plan your FSA contributions wisely.– Changes to account contributions can be
made at OE or upon change in family/employment status.
– Expenses are reimbursed after they are incurred.
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For more information, link to mySHPS website from At Your Service
http://atyourservice.ucop.edu
or go directly to www.shps.net
or call the SHPS Customer Service Center at 1-877-270-3915
SHPS is there to help
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Things to consider during OE Self plus child(ren) coverage if your
spouse/partner is eligible for medical coverage through another employer
Health care reimbursement account if your 2003 out-of-pocket expenses will exceed $180
Call the plan to confirm service area, PCP, and prescription drug formulary
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Future options
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ScholarShare California’s Golden State ScholarShare
College Savings Trust Sponsored by the State of California Administered by TIAA-CREF
Choice of investment allocation options
Available through UC payroll beginning in Spring 2003
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ScholarShare After-tax payroll deductions Withdrawals tax free (federal and state) if
used for qualified higher education expenses Including tuition and fees, books, supplies,
room and board
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ScholarShare Information available at
www.scholarshare.com
Employees will receive more information in coming months
Keep ScholarShare option in mind when making decisions about DepCare and HCRA