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Benefits Enrollment

Benefits Enrollment

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Benefits Enrollment

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  1. Benefits Enrollment 2014 U.S. Annual Benefits EnrollmentOctober 28 – November 11

  2. Agenda Introduction Health Plans Consumer Driven Healthcare Financial Moderation Wellness Enrollment Process Reminders

  3. Introduction – PGI Wellness Brand

  4. Introduction - Strategy PGI’s benefit strategic initiatives necessarily overlap and both complement and support each other for successful outcomes to employees and PGI.

  5. Introduction - Strategy Benefits Strategy Drive employee engagement, consumerism, and healthy behaviors

  6. Introduction – Market Information U.S. medical and prescription drug costs are estimated to increase 9.5% for 2014–approximately twice the rate of inflation. The PGI 2014 benefits program are aligned to: Market median profiles Manufacturing companies Employees < 1,000 Legislative/Regulatory Environment Health Care Reform Cost sharing Consumer engagement

  7. 2014 Health Plan Design Medical Continue to offer two options - PPO & HRA Continue to promote Consumer – Driven Health Plan (CDHP) Administered by United Health Care (UHC) Dental Continue to offer Plan 1 & Plan 2 Administered by Delta Dental Vision Continue to offer comprehensive plan Administered by United Health Care (UHC) Disability, Life and AD&D Continue to offer accident protection benefits Administered by Liberty Mutual

  8. 2014 Health Plan Design (cont.) Flexible Spending Accounts Maximum pledges continue to be the same per IRS regulations: Up to $2,500 for FSA – Healthcare Up to $5,000 for FSA – Dependent care Administered by United Health Care (UHC) Prescription Drugs Formulary (preferred drug list) will change in 2014 Continues to offer Retail & Mail Order Prescription drugs offered in four different Tiers Administered by Express Scripts (formerly Medco) Voluntary Specified critical illness insurance Administered by AFLAC

  9. Health Reimbursement Account Consumer driven vs. Insurers & Providers

  10. Preferred Provider Organization Insurers & Providers driven vs. Consumer

  11. Health Plans Overview

  12. HRA – Plan Design

  13. HRA – How the plan works

  14. PPO – Plan Design

  15. PPO – How the plan works 1 2 3 4 Preventive care is covered 100% in the network

  16. Understanding Consumer-Driven Healthcare CDHPs are characterized by: Lower premiums Fund/Savings account for future expenses Broad provider network Live a healthier lifestyle Routine check-ups & screenings Prevention Understand and use your benefits wisely CDHPs are 2nd most popular plans according to Kaiser Family Foundation

  17. HRA vs. PPO – Example 1 Single Person with Medical Expenses – Year 1 Stan is divorced, and in fairly good health condition at age 52, who had to have surgery on a bad knee. Assumption: In – Network Provider

  18. HRA vs. PPO – Example 1 Single Person with Medical Expenses – Year 2 Stan is divorced, and in fairly good health condition at age 52, who had to have surgery on a bad knee. Assumption: In – Network Provider

  19. HRA vs. PPO – Example 2 Family with unplanned Medical Expenses – Year 1 The Hart family had unexpected medical costs this year – son Cory needs stitches in the emergency room. Assumption: In – Network Provider

  20. HRA vs. PPO – Example 2 Family with unplanned Medical Expenses – Year 2 The Hart family had unexpected medical costs this year – son Cory needs stitches in the emergency room. Assumption: In – Network Provider

  21. HRA vs. PPO – Example 3 Family with High Medical Expenses and FSA The Coleman family (2 adults, 2 children) are high users of their medical plan. One of their kids will have to have his tonsils removed this year. They put $1,000 in their FSA. Assumption: In-Network provider Payroll savings with Health Assessment $3,120

  22. Financial Moderation – Employee Contributions Medical 2014 - Bi-weekly Payroll Deductions

  23. Financial Moderation – Employee Contributions Dental 2014 - Bi-weekly Payroll Deductions

  24. Financial Moderation – Employee Contributions Vision 2014 - Bi-weekly Payroll Deductions

  25. Financial Moderation – Associated Costs

  26. Financial Moderation – FSA Tax Benefits In the above example, the employee saves $625in federal taxes You must elect to save in FSA during the Enrollment Period – previous year elections cannot rollover under Federal law FSA Health care: $2,500 (maximum pledge) FSA Dependent care: $5,000 (maximum pledge)

  27. Financial Moderation – Cost Savings • Using in the network physicians and facilities has 2 savings effects on both plans: • The cost of the service is discounted • Your payment (copay or coinsurance) is also lowered Illustrative Example

  28. Financial Moderation – Retirement Plan 401(k) Employees may contribute up to 50% of their compensation on a pre-tax or after-tax basis (restrictions may apply) PGI matches 50% of your contribution up to the first 6% of base pay Vests @ 20% vested per year Fully vested after 5 years PGI contributes 3% of your base pay on your behalf. This is called a “Safe Harbor” contribution and is 100% vested immediately

  29. Wellness Free onsite & confidential medical care Physical, mental and emotional health through vendor providers Preventive care covered at 100% PGI Employee Reimbursements available to employees Programs and credit available to employees Nutritional counseling covered in medical plan Online programs available to employees and different local initiatives

  30. Wellness 2014 On Site Clinics Continue to be available at each US location Administered by Healthstat Inc. Tobacco Cessation Programs Continue to be available to all employees Administered by Alere Preventive Care Services $0 / 0% employee cost Administered by United Healthcare Health Assessment Incentive – Increased reimbursement Employees will now receive a be well incentive of $40 to offset medical payroll deduction Bi-weekly credit – potential yearly savings of $1,040 (pre-tax) Health Risk Assessment to be taken between now & June 2014

  31. Wellness 2014 Tobacco Non-Use Incentive – Decreased The incentive will go from $13 to $10 to offset medical payroll deduction Bi-weekly credit – potential yearly savings of $260 (pre-tax) Fitness Reimbursement – Extended to Family Employees’ dependents will now be considered to qualify for reimbursement Fitness Reimbursement up to $32 per month Eligible activity at least 8 times per month (EE + dependents combined) Quarterly reimbursement – potential yearly savings of $384 (pre-tax) Weight management Online health coaches through myuhc.com Weight watchers – eliminated in 2014

  32. Annual Benefit Enrollment Period October 28 – 12:01am EST to November 11 – 11:59pm EST

  33. Enrollment Process – Action Steps & Flow Pre and During enrollment period Review Enrollment Guide & Instructions provided at meetings Gather and seek information if necessary Login into the enrollment website or call our Benefit Administrator Continuon to enroll Enroll during specified timeframe (10/28 to 11/11) Make necessary 2014 elections online or via phone (note hours of operation for enrollment via phone) Review and Finalize Enrollment

  34. Enrollment Process – Action Steps & Flow After enrollment period Confirmation statement will be mailed to employee home addresses by the end of November 2013. Review Confirmation statement for accuracy. If there are errors, contact Continuon during the correction period from 11/15 to 11/25 to make necessary changes. New insurance cards and other plan information will be mailed to employee home addresses by the end of December 2013. New benefit elections are effective January 1, 2014. When requested, provide documentation to verify dependent eligibility of newly added dependents.

  35. Enrollment Process – Making Selections Online Log on to https://adp.eease.com/ Access PGI’s enrollment system for all benefit elections (new hire, annual enrollment and family status changes) Login: First initial of first name plus complete last name Example: Jane Doe – jdoe Company identifier is: PGI Initial Password is: pgi2014! By phone Call Continuon at 1-866-347-7758 Hours of Operation: Monday - Friday 9am to 5:30pm EST A representative will record your elections

  36. Reminders Life Insurance - Evidence of Insurability (EOI)should be requested to new enrollees & limit increases FSA 2014 – Must re-enroll – will not rollover No action during open enrollment period = same medical coverage elected in 2013. Summary Plan Descriptions (SPD) and Plan Documents govern Copies can be provided as requested. Contact PGI Benefits Manager or your local HR representative.

  37. Reminders (cont.) Corrections to 2014 benefit elections allowed from Nov 15 to Nov 25 (10 days) Qualified Life Events should be notified within 31 days and provide dependent eligibility Continuon is PGI’s benefit administrator – utilize their services Changes to 401(k) contribution amounts can be done anytime during the year

  38. Benefit Enrollment Tools & Resources Continuon – PGI Benefits Phone Hub to access all US vendors 1-866-347-7758 https://adp.eease.com/ Wells Fargo – 401k enrollment 800-377-9188 www.wellsfargo.com/401k UHC Tools & Resources Personalized benefit site www.myuhc.com Mobile Application to manage health on the go: Health4Me Nurse Line – 1888-887-4114 Manage your family’s health www.source4women.com Internet TV network www.uhc.tv Healthcare Lane (www.healthcarelane.com/pgi)

  39. Questions