Cover. Choices as unique as you are

Transcription

1 Cover Choices as unique as you are 10/16/2017

2 Table of Contents Navigate your benefits by clicking on a link below. Introduction Life and Disability Life Insurance / Employee Premiums Plan Highlights Coverage & Eligibility Accidental Death and Dismemberment Insurance / Employee Premiums Sign up before time runs out. Annual enrollment is Oct. 30 Nov. 10. Don t miss your chance to sign up or update your benefits. How to Enroll Provider Networks Medical, Dental and Vision Medical Benefits HRA Plan HSA Plan PPO Plan Compare the Plans Prescription Drug Benefits Flexible Spending Accounts Disability Insurance / Employee Premiums Retirement, PTO and Other Benefits Retirement Benefits Time Away from Work Other Programs & Benefits Resources Who to Contact Wellbeing Benefits Dental Benefits / Employee Premiums Vision Benefits / Employee Premiums... 50

3 Introduction Welcome As an employer in the healthcare industry, we are committed to serving the needs of our communities, our patients and each other. Because you are at the heart of our organization, we invest in programs to help you and your family stay healthy and protected. We are proud that the medical plans we offer are among the best of our healthcare peers. 3

4 Introduction Our Plan Scott and White Health Plan serves more than 200,000 Texans. As part of Baylor Scott & White Health, the plan implements innovative medical programs and offers convenient access to high-quality care, increased coordination of patient care and improved patient outcomes. Our Providers Baylor Scott & White Quality Alliance (BSWQA) is a clinically integrated organization of employed physicians, independent physicians, hospitals and other providers whose mission is to improve quality and reduce the overall cost of care for those served by Baylor Scott & White. Click here to read the summary plan descriptions Our exclusive Tier 1 network is always the best bet. Tier 1 providers commit to, and are accountable for, providing quality, efficient and cost-effective care. More than 65,000 employees and family members were covered by our health plans last year 18,500+ benefit-eligible employees were enrolled in the HRA plan 2,000+ benefit-eligible employees were enrolled in the HSA plan 8,000+ benefit-eligible employees were enrolled in the PPO plan Our health plans are self-funded, which means we pay for the cost of your claims 2016 Last year, under our plans: Participants received 100% coverage for preventive care Employees received more than $9 million in tuition reimbursement Over 1,200 babies were born Employees saved more than $3 million through the employee discount program This guide summarizes the programs and benefits available to Baylor Scott & White Health employees and their eligible dependents. Official plan documents, policies and certificates of insurance that contain the details, conditions, maximum benefit levels and restrictions on benefits govern our benefits program. They re available on bswhbenefits.com. In case of a conflict between this guide and the official documents, the official documents prevail. (Oct. 16, 2017) The information in this guide isn t a guarantee of benefits. Baylor Scott & White reserves the right to modify or terminate its employee benefit plans and programs at any time and for any reason. 4

5 2018 Plan Highlights 2018 Plan Highlights A More Robust Tier 1 Network Over the past two years, the Scott and White Health Plan and Baylor Scott & White Quality Alliance (BSWQA) have grown our Tier 1 Network of primary and specialty care doctors by 50%. This means expanded access to high-quality providers in more convenient locations. Our exclusive Tier 1 Network is always the best value. Tier 1 providers commit to, and are accountable for, providing quality, efficient and cost-effective care. Their proven track record of improved quality and reduced costs are why we can provide enhanced benefits for Tier 1 care. To learn more about the network, click here. Or to find a Tier 1 provider, click here. Annual enrollment is Oct. 30 Nov. 10 Need Help Finding a Tier 1 Provider? Call the BSWQA HealthAccess Line at They can help you find a doctor, navigate the system and schedule an appointment. 5

6 2018 Plan Highlights Continued Waived Cost for E-Visits E-Visits* offer an online diagnosis and treatment service that lets you and your covered dependents skip a trip to the doctor s office. Conditions treated through E-Visits include acne, cold sores, cold, sinus infection and/or sore throat, constipation and/or diarrhea, female bladder infection, allergies, influenza, pink eye, vaginal yeast infection and tobacco cessation. If you ve seen an E-Visit qualifying provider (HealthTexas provider in North Texas or Baylor Scott & White Health provider in Central Texas) in the last 12 months, you and your eligible dependents have access to E-Visits. *Conditions treated may vary slightly by region. Getting started is easy! 1. Access E-Visits by clicking here or by using the MyBSWHealth app. 2. Complete a short online registration process and answer a series of questions about your symptoms. 3. A care team member will review your answers. 4. You will receive your diagnosis and recommended treatment in an online response within an hour (or the next working day for interviews submitted outside of 8 a.m. 8 p.m. CT). 5. When appropriate, the clinician will write a prescription and send it to the pharmacy of your choice. Eligible dependents under the age of 18 will automatically be added to the subscriber s account for E-Visits. Dependents who are 18 and over must register for their own account. If you have questions about eligibility or need technical support, please call Due to IRS requirements, HSA plan members must meet their calendar year deductible before E-Visit costs are waived. 6

7 2018 Plan Highlights A Simpler Health Reimbursement Account (HRA) Plan The HRA plan is our most popular medical plan. We ve listened to your feedback and in 2018 the plan will be easier to use than ever before! We are adding copays for Tier 1 and Tier 2 primary care physician and specialist office visits. This enhancement will help stretch your HRA dollars even further due to the fact that copays are less expensive than having to pay the entire cost of an office visit from your HRA. Your HRA will pay providers directly for all eligible medical expenses. Unused funds remaining in your HRA at the end of the year will roll over to the next year if you stay with the HRA plan. An HRA rollover maximum equal to two times your annual Tier 1 deductible will apply, effective Dec. 31, Your Coverage Level Your Maximum HRA Rollover Employee only $4,000 How Copays Help Your HRA Dollars Last Longer Employee + spouse $7,500 Baylor Scott & White Funding into Your HRA Tier 1 Network Preventive Care Visit $1,000 $1,000 $0 $0 Employee + child(ren) $6,500 Employee + family $8,000 Tier 1 Network Primary Care Physician Office Visit (-$95) (-$25) Tier 1 Network Specialist Office Visit (-$130) (-$50) HRA Dollars Remaining $775 $925 7

8 2018 Plan Highlights Changes to all Medical Plans What s better? A visit to the emergency room or an urgent care center? Some examples of emergency conditions include unusual or excessive bleeding, broken bones, abdominal or chest pain, loss of consciousness, suspected heart attack, serious burns, poisoning, convulsions and/or difficulty breathing. Some examples of urgent care include sudden illness and injury, lacerations and fever. If you find yourself needing urgent care after hours, access one of our urgent care clinics. If you have any questions about urgent care criteria, please contact our Patient Advisory Nurse at Premiums We re adding additional income tiers to make medical coverage affordable for more employees. Your premium will be based on your hourly equivalent rate of pay as of Oct. 23, 2017*, or your date of hire (if later). Your premium rate will not change throughout the year if you have a pay change; however, changing from part time to full time or full time to part time will result in a premium change. Emergency Room Coverage It s no surprise emergency room care is costly, both for patients and providers. Therefore, emergency room visits should be used for treating life-threatening conditions. For 2018, we are adjusting the way these visits are covered: 1. HRA and PPO plans: The first visit to the ER is $250 per insured individual. The cost of each additional visit will count toward your deductible and coinsurance. HRA dollars help cover these expenses. 2. HSA plan: ER coverage remains the same. You pay 100% of all costs until you meet your deductible. Once your deductible is met, you re responsible for 10% of the cost until the out-ofpocket maximum is reached. You can use your HSA dollars to help pay the cost or save them for future expenses. Deductibles We are pleased to let you know that Tier 1 deductibles are holding steady for 2018! As a reminder, you always save the most on copays, coinsurance and out-of-pocket maximums when you receive your care in the Tier 1 Network. Deductibles for Tier 2 and Tier 3 will increase. Tier 2 and Tier 3 providers have limited ability to coordinate your care as effectively as those in Tier 1 (thanks to the Baylor Scott & White Quality Alliance). Receiving care from a Tier 1 provider always offers the best value. Learn more about the BSWQA Network and the benefits of using a Tier 1 provider by watching this short video! *If you are a commissioned employee hired before Jan. 1, 2016, your premium will be based on your 2016 W-2 earnings divided by your standard work hours. Premiums for employees hired after Jan. 1, 2016 will be based on their current hourly rate. 8

9 2018 Plan Highlights Changes to Other Benefits Dental Coverage Dental rates are lower for all plans through MetLife. Also, the PPO Plus plan now covers implants! New Employee Assistance Program Provider Our disability provider, Unum, will now administrator our Employee Assistance Program (EAP). The EAP is still offered at no cost to all employees and covered dependents. With Unum, you still have access to face-to-face counseling visits, telephonic visits, legal services and so much more. Stay in the Know Text bswhae2018 to from your cellphone to access direct links to annual enrollment resources. Text message and data rates apply. Short-Term Disability Rates Our short-term disability plan will not change, but rates will increase by just 0.08%. Life insurance, AD&D, long-term disability and vision remain unchanged for

10 2018 Plan Highlights Sell or Donate PTO Great news! From Nov. 13 Dec. 10, employees eligible for paid time off (PTO) can take part in selling or donating extra PTO. Visit PeoplePlace and click on Time & Attendance to: Donate up to 40 hours of unused PTO to one of our four nonprofit foundations or the United Way. Our nonprofit foundations include: All Saints Health Foundation, Baylor Healthcare System Foundation, Irving Healthcare Foundation and Baylor Scott & White - Central Texas Foundation Sell up to 40 hours of unused PTO in eight-hour increments at 90% of salary value* * Due to IRS regulations, the amount sold will then be subject to applicable payroll taxes. The PTO sell amount will be 401(k) eligible. 10

11 Coverage & Eligibility Coverage & Eligibility Our coverage runs from Jan. 1 Dec. 31 of each year. Our benefits program provides coverage to employees, spouses and children who meet certain requirements. Waive Coverage You may waive coverage offered through Baylor Scott & White. However, once you waive coverage, you will not be able to enroll until the next scheduled annual enrollment period or within the deadline required for a qualifying life event, according to applicable federal and/or state laws or the plan documents. 11

12 Coverage & Eligibility Employees You are eligible for medical, dental, vision, flexible spending accounts, long and short-term disability, life and AD&D insurance if: You are a full-time employee regularly scheduled to work at least 60 hours per pay period You are a part-time employee regularly scheduled to work 40 hours but fewer than 60 hours per pay period Eligible Dependents If you cover yourself as an active employee, you may enroll your eligible dependents in certain benefits as described in this guide. Eligible dependents include your spouse or common-law spouse (as recognized by Texas state law), your children or your spouse s children up to the age 26,* including: Natural Step Legally adopted In the process of legal adoption Foster Covered by a Qualified Medical Child Support Order Child(ren) of whom you have legal guardianship Does your Dependent also Work at Baylor Scott & White? If you and a dependent both work for Baylor Scott & White, only one of you can be covered as a dependent. Neither can be covered as both an employee and a dependent. Please note, you may be required to provide documentation through the dependent verification process to ensure family members meet the eligibility criteria described above. If documentation is requested, it is important to submit it in a timely manner to ensure dependents remain covered. *Subject to approval, the age limit is waived if the child is unmarried, physically and mentally incapacitated and unable to earn an independent living; dependent on you for at least 50% of financial support; claimed by you as a dependent for federal taxes; and disabled and covered under the plan before age

13 How to Enroll How to Enroll You can enroll for your medical, dental, short-term disability and other benefits on PeoplePlace. After you log in, follow these simple steps: 1. Click Benefit Details 2. Click Benefits Enrollment 3. Click Select to choose your 2018 benefits and add or update your dependents and beneficiaries 4. Click Save and Continue to accept your final choices or I have no changes if you prefer to make no election changes 5. Click Submit to finalize your choices Keep in mind you can change your elections from Oct. 30 until midnight on Nov. 10. If you would like to keep your current benefit options in place for 2018, no action is required. However, we recommend that you review your elections annually to ensure they continue to meet your needs. The Following Legal Notices are Available for Review on bswhbenefits.com Under Resources: Medicare Part D Creditable Coverage Notice COBRA Initial Notice HIPAA Special Enrollment Rights Notice Children s Health Insurance Program Reauthorization Act of 2009 Notice If you would like a printed copy of these notices or any plan materials, please contact PeoplePlace at

14 Provider Networks Provider Networks Regardless of which plan you choose, you will have access to the following provider networks: TIER 1 A Texas-based network managed by Baylor Scott & White Quality Alliance (BSWQA), in conjunction with Scott and White Health Plan (SWHP). Our Tier 1 Network is always the best bet, and it s easy to see why. Tier 1 providers commit to, and are accountable for, providing quality, efficient and cost-effective care. Their proven track record of improved quality and cost are why we can provide rich benefits for Tier 1 care. TIER 2 A national network, managed by Cigna, in conjunction with Scott and White Health Plan. TIER 3 Providers who are not included in the Tier 1 or Tier 2 Networks. Choosing providers in Tier 3 will always be the most expensive option. Employees or dependents who live 40 or more miles from the nearest Tier 1 hospital receive a higher out-of-area benefit (80% vs 50% after deductible) when they see a Tier 2 provider. If you or one of your dependents lives 40 or more miles from a Tier 1 hospital, contact SWHP at to activate the out-of-area (OOA) coverage. Or if you or your dependent had the OOA coverage activated but no longer live 40 or more miles from a Tier 1 hospital, contact SWHP to deactivate this coverage. 14

15 Provider Networks About Baylor Scott & White Quality Alliance (BSWQA) BSWQA is an accountable care organization (ACO) comprised of doctors and facilities located throughout Texas. BSWQA includes more than 5,000 primary and specialty care doctors, 48 hospitals, post-acute care facilities and other healthcare stakeholders all agreeing to be jointly accountable for improving quality of care, managing the health of entire patient populations (e.g. those with chronic illness such as diabetes, congestive heart failure, asthma and/or COPD) and reducing healthcare costs. What is an Accountable Care Organization (ACO)? An ACO is a healthcare organization that ties payments to quality measures and the cost of care. ACOs are formed from a group of doctors that are committed to being accountable to patients and payers for the quality, appropriateness and efficiency of healthcare services that are delivered. ACOs are all about doctors, hospitals, health plans, post-acute care facilities and others working together to make sure you get the right care at the right time and at the right cost. How does it work? Your primary care doctor leads a care team that includes physician assistants, medical assistants and registered nurses to help manage your health if you have been diagnosed with a complex illness and make sure your preventive services are up-to-date so that you stay healthy throughout the year. Your primary care doctor uses electronic health records (shared securely with other doctors and care managers throughout the health system) to help keep you and your care team on the same page in regard to other specialty doctors you may be seeing, what medicine(s) you re taking, your health history and your test results in real time. This also helps your doctors spot any gaps in your care. Need help finding a BSWQA doctor? Call our HealthAccess Line at 844-BSW-QLTY ( ) to speak to a representative or download the MyBSWHealth app from the Apple App Store or Google Play. Log in using the same user name and password you use for the Scott and White Health Plan Member Portal to search for providers. Click here to watch a short video about our provider networks Our robust Tier 1 Network includes specialists from Cook Children s Physician Network, University of Texas Southwestern Medical Center at Dallas, Texas Oncology, Texas Children s Hospital and more! You can access a complete list of Tier 1 providers by clicking here. 15

16 Medical Benefits Medical Benefits We offer three different medical plans. Each plan has the same provider networks, pharmacy formulary and covered services. The main difference is how you pay for care. 16

17 Medical Benefits Health Reimbursement Account (HRA) Plan Click here to learn more about the plan. Health Savings Account (HSA) Plan Click here to learn more about the plan. How You Pay for Care: Baylor Scott & White contributes between $1,000 $2,000 to your HRA. This money pays for your care. Once it s gone, you pay from your pocket until you reach your deductible. Keep in mind that you can t contribute your own money to the HRA but you can set up an FSA to use once your HRA is depleted. Deductible: Lab work, imaging, outpatient procedures, etc. count toward your deductible. The money in your HRA helps offset the cost. Copays: Tier 1 office visit copays are paid from your HRA funds. Tier 2 office visit copays are paid from your pocket with the exception of emergency care. Tier 3 (deductibles and coinsurance) visits to primary care physicians, specialists and urgent care centers will be paid from your own pocket. Prescriptions: You pay copays for prescriptions (as low as $3 $5 for generics). Prescription expenses are not paid by your HRA. Unused Dollars: Money left in your HRA carries forward to the following year when you stick with the HRA plan. Unused dollars are forfeited upon retirement or termination. An HRA rollover maximum equal to two times your annual Tier 1 deductible will apply, effective Dec. 31, How You Pay for Care: Baylor Scott & White contributes between $500 $1,000 to help jump start your HSA account. You can contribute your own money to your HSA through pre-tax payroll deductions. Call PeoplePlace at any time during the year to increase or decrease your contribution. Deductible: You meet your deductible by paying 100% of the contracted rate for office visits, prescriptions, urgent care visits, lab work, imaging, etc. Copays: Copays are not available with this plan, except for prescriptions after your deductible is met. Prescriptions: You are responsible for 100% of the contracted rate of your prescription costs until your deductible has been met. Once the deductible is met, you will pay copays (as low as $3 $5 for generics). Unused Dollars: Money left in your HSA carries forward to the following year even if you change plans. Unused dollars go with you upon retirement or termination. 17

18 Medical Benefits Preferred Provider Organization (PPO) Plan Click here to learn more about the plan. How You Pay for Care: You pay for care from your pocket. Baylor Scott & White does not fund an account for this plan. Deductible: This plan offers a lower deductible than the other two plans. You meet your deductible with lab work, imaging, outpatient procedures, etc. Copays: You pay copays from your pocket for office visits, prescriptions, urgent care visits and the first visit to the emergency room for you and each of your covered dependents. Prescriptions: You pay copays for prescriptions (as low as $3 $5 for generics). Benefits on the Go! The MyBSWHealth app is the easy and convenient way to manage your healthcare and access your health benefits. If you don t have the app, visit the App Store or Google Play to download it today! If you already have it, make sure to update to the latest version to access the latest capabilities. Not sure which plan is right for you? Boost your confidence by clicking on Ask Alex - an informative and fun benefits counseling session! Click here for more information. In the Mood for a Movie? Click here to watch a short video to learn more about our provider networks 18

19 Medical Benefits HRA Plan Medical Benefits HRA Plan This plan is a great option for those who want to take a more active role in managing their care and like getting money from Baylor Scott & White to help. The plan has a higher deductible, but the HRA dollars help offset certain copays, deductibles and out-of-pocket expenses. Click here to read the full summary of benefits and coverage 19

20 Medical Benefits HRA Plan How does this plan work? This plan is a consumer-driven plan with a high-deductible but lower payroll premiums (paycheck deductions). If you select this plan, Baylor Scott & White will fund a health reimbursement account with a set amount of money that goes toward your qualified medical expenses $1,000 if you re covering yourself, $1,750 if you re covering yourself and your spouse or yourself and your children and $2,000 if you re covering yourself and your family. HRA funds cover medical expenses such as Tier 1 copays, inpatient and outpatient expenses, emergency costs, etc. New copay changes make it easier to utilize than ever. If you don t use all the money in your HRA, it carries forward to the next year if you stick with the HRA plan. Any unused funds are forfeited if you terminate employment. Additionally, an HRA rollover maximum equal to two times your annual Tier 1 deductible will apply, effective Dec. 31, This is our most popular plan last year, more than 18,500 of our employees selected this option. What is a Health Reimbursement Account (HRA)? An HRA is an employer-funded account that pays for medical expenses for employees and dependents tax free up to a fixed dollar amount per year. Unused dollars may roll over for use in subsequent years. Our HRA is funded entirely by Baylor Scott & White and is administered by Discovery Benefits. 20

21 Medical Benefits HRA Plan How much do I pay for preventive care? Preventive care*, such as physicals, screenings, immunizations and more, are provided at no cost when you use a Tier 1 or Tier 2 provider. Preventive eye exams are not included as part of our medical plans. If you or a covered dependent need routine eye care, our vision plan can help make glasses and contacts more affordable. Network Employer Contributions to HRA Payment - HRA Payment Eligibility Tier 1 Preferred Tier 2 National Employee Only $1,000 Employee + Spouse $1,750 Tier 3 OON *Services will be paid at 100% when billed with a preventive diagnosis code. Employee + Child(ren) $1,750 How much do I pay for prescription drugs? You ll pay low fixed copays or coinsurance for prescription drugs with Baylor Scott & White Health Pharmacies (mail order and retail), as well as Contracted Pharmacies. When you utilize a Baylor Scott & White Health Pharmacy, covered generics are just $3. With such low copays, the prescription costs do not count toward your deductible and are not eligible for payment from your HRA, but do go toward your out-of-pocket max limit. Click here to learn more about our prescription drug benefits. What is paid by my HRA? The HRA will pay for all medical costs in Tier 1, including copays. The HRA will only pay for inpatient, outpatient and emergency care in Tier 2 and Tier 3. Your first visit (and your covered dependent s first visit) to the emergency room is covered by a copay as well. Subsequent emergency room visits are subject to your deductible and coinsurance. Employee + Family $2,000 Your cost for care and services Eligible for HRA Payment Coinsurance (Employee Pays) Inpatient & Outpatient Office Visits Yes Yes Yes 10% After Deductible 50% After Deductible Physician Office Visit $25 Copay $75 Copay Specialist Office Visit $50 Copay $100 Copay Urgent Care Office Visit Emergency Room Pharmacy 70% After Deductible 70% After Deductible 70% After Deductible $50 Copay $100 Copay $100 Copay 1st Visit: $250 Copay 2+ Visits: 10% After Deductible 1st Visit: $250 Copay 2+ Visits: 10% After Deductible 1st Visit: $250 Copay 2+ Visits: 10% After Deductible Eligible for HRA Payment No No No Eligible for HRA Payment Not Eligible for HRA Payment 21

22 Medical Benefits HRA Plan How much is the deductible? Your deductible will vary based on how many dependents you are covering. Remember, the money contributed by Baylor Scott & White will be used toward your deductible. Once this is used, you are responsible for covering the full cost of medical care (except prescription drugs) until you meet your deductible. All three tiers have separate deductibles Tier 1 costs count toward the Tier 2 deductible, but not vice versa The plan will provide after-deductible coverage once an individual has met the individual deductible even if the family deductible has not been met Click here to learn more about this plan s deductible. How much is the out-of-pocket maximum? Your out-of-pocket maximum will vary based on how many dependents you are covering. All plans have an embedded out-of-pocket maximum so that no one in the family has to pay more than the individual maximum. A separate out-of-pocket maximum applies for services provided under each tier. Tier 1 expenses count toward meeting the Tier 2 out-of-pocket maximum, but not vice-versa Costs of all drugs filled at Baylor Scott & White Health Pharmacies or Contract Pharmacies apply to Tier 1 There is no out-of-pocket maximum for Tier 3 Network. Amounts paid for Tier 3 do not apply to Tier 1 or Tier 2 out-of-pocket maximum Limited drug distribution filled at Baylor Scott & White Health Contracted Pharmacies are subject to the Tier 1 out-of-pocket maximum Will I have out-of-pocket protection? Yes. After you meet your deductible, you ll pay fixed percentages until you reach your out-of-pocket maximum. Once you pay your out-of-pocket maximum in Tier 1 or Tier 2, the plan will pay 100% of the cost of any additional care expenses in that tier. Can I pair this plan with a Flexible Spending Account (FSA)? Yes. You can open a general-purpose flexible spending account to pay for your eligible healthcare expenses with tax-free dollars. You can use this account to pay for your Tier 2 copays, your share of the deductible, coinsurance and qualifying dental and vision costs, as well as any other eligible expenses. Keep in mind that your HRA dollars must be used first before you can tap into the FSA dollars, so plan carefully for the amount you will need. More information about FSAs can be found here. 22

23 Medical Benefits HRA Plan Employee Premiums Medical Benefits HRA Plan Employee Premiums Employment Status Hourly Rate Coverage Tier Employee Bi-weekly Cost With $30 Thrive Wellness Credit Full Time <$13 Employee Only $50.00 $20.00 Full Time <$13 Employee + Spouse $92.00 $62.00 Full Time <$13 Employee + Child(ren) $90.00 $60.00 Full Time <$13 Employee + Family $ $ Full Time $13-$25 Employee Only $77.00 $47.00 Full Time $13-$25 Employee + Spouse $ $ Full Time $13-$25 Employee + Child(ren) $ $ Full Time $13-$25 Employee + Family $ $ Full Time $25.01-$48 Employee Only $84.00 $54.00 Full Time $25.01-$48 Employee + Spouse $ $ Full Time $25.01-$48 Employee + Child(ren) $ $ Full Time $25.01-$48 Employee + Family $ $ Full Time >$48 Employee Only $ $70.00 Full Time >$48 Employee + Spouse $ $ Full Time >$48 Employee + Child(ren) $ $ Full Time >$48 Employee + Family $ $ Earn a $30 Credit! If you enrolled in a Baylor Scott & White medical plan and completed the Thrive requirements by Sept. 30, 2017, you ll be eligible to participate in Thrive and receive a $30 credit per pay period! Part Time N/A Employee Only $ $88.62 Part Time N/A Employee + Spouse $ $ Part Time N/A Employee + Child(ren) $ $ Part Time N/A Employee + Family $ $

24 Medical Benefits HRA Plan Company Contributions Medical Benefits HRA Plan Company Contributions HRA Level of Coverage Baylor Scott & White s annual contribution to your HRA is based on the level of coverage you have selected: If You Select... BWSH s Annual Contribution to Your HRA is Employee Only $1,000 Employee + Spouse $1,750 Employee + Child(ren) $1,750 Employee + Family $2,000 24

25 Medical Benefits HSA Plan Medical Benefits HSA Plan This plan works well for those who want an added way to defer pre-tax dollars for future healthcare expenses (including in retirement). It is also a great plan for those who want to take a more active role in managing their healthcare. When you invest your funds and contribute your own dollars, this plan has real value! Employees with high pharmacy costs or those who are not used to managing a high-deductible plan should carefully research this plan before selecting. Click here to read the full summary of benefits and coverage 25

26 Medical Benefits HSA Plan How does this plan work? This is a high-deductible medical plan. You pay 100% of the non-preventive costs you incur until your deductible is met. Once the deductible is met, you ll pay coinsurance until you reach the out-of-pocket maximum. What is a Health Savings Account (HSA)? An HSA allows employees to set aside money on a pre-tax basis to pay for qualified medical expenses. Unused funds roll over year to year and if you leave the organization, your HSA dollars go with you. Our HSA is administered by WageWorks. If you select this plan, Baylor Scott & White will help you fund a health savings account (HSA) with a set amount of money that goes toward your qualified medical expenses $500 if you re covering yourself, $1,000 if you re covering yourself and your spouse, yourself and children or yourself and family. Last year, over 2,000 of our employees selected this plan. In addition to the dollars that Baylor Scott & White contributes to your account, you can contribute your own pre-tax dollars to your HSA through your paycheck. You can increase or decrease your contribution amount any time throughout the year by contacting PeoplePlace at Use your HSA to pay for eligible expenses or save it for the future. Your HSA account is an interest-bearing account insured by the FDIC, paying a tiered variable rate. Direct how your HSA is invested when your balance is greater than $1,000. Visit wageworks.com for more details on your investment options. The IRS places limits on how much you can set aside each year. Save up to $3,450 if you re single and up to $6,900 if you have a family. Note: The Baylor Scott & White contribution counts toward these limits. If you re 55 or older or turn 55 in 2018, you can make an additional one-time catch-up contribution of $1,

27 Medical Benefits HSA Plan How much do I pay for preventive care? Preventive care*, such as physicals, screenings, immunizations and more, are provided at no cost when you use a Tier 1 or Tier 2 provider. Preventive eye exams are not included as part of our medical plans. If you or a covered dependent need routine eye care, our vision plan can help make glasses and contacts more affordable. How much is the deductible? Your deductible will vary based on how many dependents you are covering. Remember, the money contributed by Baylor Scott & White can be used toward your deductible. Once this is used, you are responsible for covering 100% of the contracted cost (if a Tier 1 or Tier 2 provider) of medical care (including prescription drugs) until you meet your deductible. *Services will be paid at 100% when billed with a preventive diagnosis code. How much do I pay for other types of care? You pay 100% of the contracted rate for non-preventive costs you incur until your deductible is met. Once the deductible is met, you ll pay coinsurance up until you reach the out-of-pocket maximum. You can always choose to utilize your HSA funds to help pay these costs or save them for later use. How much do I pay for prescription drugs? Prescription drug costs count toward your deductible. This means you pay 100% of the contracted rate until you meet your deductible. Then, when you use Baylor Scott & White Health Pharmacies or Contracted Pharmacies, you ll pay fixed copays or coinsurance. When you meet your deductible, you and the plan share costs until you meet your out-of-pocket maximum. There is not an embedded deductible with the HSA plan due to IRS requirements. If you have family coverage, you must meet the full family level deductible before coinsurance applies. There are separate deductibles for each Tier Tier 1 costs count toward the Tier 2 deductible, but not vice versa Costs of all drugs filled at Baylor Scott & White Health Pharmacies or Contracted Pharmacies apply to Tier 1 Click here to learn more about this plan s deductible. Click here to learn more about our prescription drug benefits. 27

28 Medical Benefits HSA Plan How much is the out-of-pocket maximum? Your out-of-pocket maximum will vary based on how many dependents you are covering. All plans have an embedded out-of-pocket maximum so that no one in the family has to pay more than the individual maximum. A separate out-of-pocket maximum applies for services provided under each tier. Tier 1 expenses count toward meeting the Tier 2 out-of-pocket maximum, but not vice-versa Costs of all drugs filled at Baylor Scott & White Health Pharmacies or Contracted Pharmacies apply to Tier 1 There is no out-of-pocket maximum for Tier 3 Network. Amounts paid for Tier 3 do not apply to Tier 1 or Tier 2 out-of-pocket maximum Limited drug distribution filled at Baylor Scott & White Health Contracted Pharmacies are subject to the Tier 1 out-of-pocket maximum Can I pair this plan with a Flexible Spending Account (FSA)? Yes. You can open a limited-purpose flexible spending account to pay for dental and vision expenses, as well as any other eligible expenses, with pre-tax dollars until your deductible is met. With a limited-purpose FSA, the IRS requires you first meet your deductible before you can utilize it for medical costs. Be conservative with what you set aside in this account as the use-it-or-lose-it rule applies. More information about FSAs can be found here. Will I have out-of-pocket protection? Yes. After you meet your deductible, you ll pay fixed percentages until you reach your out-of-pocket maximum. Once you pay your out-of-pocket maximum in Tier 1 or Tier 2, the plan will pay 100% of the cost of any additional care expenses in that Tier. 28

29 Medical Benefits HSA Plan Employee Premiums Medical Benefits HSA Plan Employee Premiums Employment Status Hourly Rate Coverage Tier Employee Bi-weekly Cost With $30 Thrive Wellness Credit Full Time <$13 Employee Only $43.00 $13.00 Full Time <$13 Employee + Spouse $83.00 $53.00 Full Time <$13 Employee + Child(ren) $83.00 $53.00 Full Time <$13 Employee + Family $ $84.00 Full Time $13-$25 Employee Only $65.00 $35.00 Full Time $13-$25 Employee + Spouse $ $ Full Time $13-$25 Employee + Child(ren) $ $88.00 Full Time $13-$25 Employee + Family $ $ Full Time $25.01-$48 Employee Only $73.00 $43.00 Full Time $25.01-$48 Employee + Spouse $ $ Full Time $25.01-$48 Employee + Child(ren) $ $99.00 Full Time $25.01-$48 Employee + Family $ $ Full Time >$48 Employee Only $90.00 $60.00 Full Time >$48 Employee + Spouse $ $ Full Time >$48 Employee + Child(ren) $ $ Full Time >$48 Employee + Family $ $ Earn a $30 Credit! If you enrolled in a Baylor Scott & White medical plan and completed the Thrive requirements by Sept. 30, 2017, you ll be eligible to participate in Thrive and receive a $30 credit per pay period! Part Time N/A Employee Only $ $88.62 Part Time N/A Employee + Spouse $ $ Part Time N/A Employee + Child(ren) $ $ Part Time N/A Employee + Family $ $

30 Medical Benefits Preferred Provider Organization Medical Benefits Preferred Provider Organization This plan works well for those who want a lower deductible and the assurance of copays for office visits and most pharmacy costs. Employees who select this plan do not mind a trade-off for higher premiums (paycheck deductions). Click here to read the full summary of benefits and coverage 30

31 Medical Benefits Preferred Provider Organization What is a Preferred Provider Organization (PPO)? A PPO is a type of health plan that has a higher per-paycheck cost but with a lower deductible and copays for care such as office visits. How much do I pay for prescription drugs? You ll pay fixed copays in most cases or coinsurance for prescription drugs. Prescription costs do not count toward your deductible but do apply to your out-of-pocket max. Last year, more than 8,000 of our employees selected this option. How much do I pay for preventive care? Preventive care*, such as physicals, screenings, immunizations and more, are provided at no cost when you use a Tier 1 or Tier 2 provider. Preventive eye exams are not included as part of our medical plans. If you or a covered dependent need routine eye care, our vision plan can help make glasses and contacts more affordable. *Services will be paid at 100% when billed with a preventive diagnosis code. How much do I pay for routine care? Under the PPO, you ll pay fixed copays for doctor visits and nearly all prescriptions from day one at Baylor Scott & White Health Pharmacies or Contracted Pharmacies, without having to meet your deductible. The amount you pay depends on the physicians and pharmacies you use. If you chose a provider in the Tier 3 network, you ll first have to meet your deductible before coinsurance kicks in. Click here to learn more about our prescription drug benefits. How much is the deductible? Your deductible will vary based on how many dependents you are covering. Once your deductible is met, you re responsible for paying a percentage of the cost (coinsurance) until you reach your out-of-pocket maximum. All three Tiers have separate deductibles Tier 1 costs count toward the Tier 2 deductible, but not vice versa The plan will provide after-deductible coverage once an individual has met the individual deductible even if the family deductible has not been met Click here to learn more about this plan s deductible. 31

32 Medical Benefits Preferred Provider Organization How much is the out-of-pocket maximum? Your out-of-pocket maximum will vary based on how many dependents you are covering. All plans have an embedded out-of-pocket maximum so that no one in the family has to pay more than the individual maximum. A separate out-of-pocket maximum applies for services provided under each Tier. Tier 1 expenses count toward meeting the Tier 2 out-of-pocket maximum, but not vice-versa Costs of all drugs filled at Baylor Scott & White Health Pharmacies or Contracted Pharmacies apply to Tier 1 There is no out-of-pocket maximum for Tier 3 Network. Amounts paid for Tier 3 do not apply to Tier 1 or Tier 2 out-of-pocket maximum Limited drug distribution filled at Baylor Scott & White Contracted Pharmacies are subject to the Tier 1 out-of-pocket maximum Can I pair this plan with a Flexible Spending Account (FSA)? Yes. You can open and contribute to a general-purpose flexible spending account to help pay for your eligible healthcare expenses with tax-free dollars toward your share of the deductible, coinsurance and qualifying dental and vision costs, as well as any other eligible expenses. More information about FSAs can be found here. You do not have to be enrolled in a medical plan to open an FSA. Will I have out-of-pocket protection? Yes. Once you pay your out-of-pocket maximum in Tier 1 or Tier 2, the plan will pay 100% of the cost of additional care expenses in that Tier. 32

33 Medical Benefits Preferred Provider Organization Employee Premiums Medical Benefits Preferred Provider Organization Employee Premiums Employment Status Hourly Rate Coverage Tier Employee Bi-weekly Cost With $30 Thrive Wellness Credit Full Time <$13 Employee Only $68.00 $38.00 Full Time <$13 Employee + Spouse $ $ Full Time <$13 Employee + Child(ren) $ $97.00 Full Time <$13 Employee + Family $ $ Full Time $13-$25 Employee Only $89.00 $59.00 Full Time $13-$25 Employee + Spouse $ $ Full Time $13-$25 Employee + Child(ren) $ $ Full Time $13-$25 Employee + Family $ $ Full Time $25.01-$48 Employee Only $ $73.00 Full Time $25.01-$48 Employee + Spouse $ $ Full Time $25.01-$48 Employee + Child(ren) $ $ Full Time $25.01-$48 Employee + Family $ $ Full Time >$48 Employee Only $ $95.00 Full Time >$48 Employee + Spouse $ $ Full Time >$48 Employee + Child(ren) $ $ Full Time >$48 Employee + Family $ $ Earn a $30 Credit! If you enrolled in a Baylor Scott & White medical plan and completed the Thrive requirements by Sept. 30, 2017, you ll be eligible to participate in Thrive and receive a $30 credit per pay period! Part Time N/A Employee Only $ $ Part Time N/A Employee + Spouse $ $ Part Time N/A Employee + Child(ren) $ $ Part Time N/A Employee + Family $ $

34 Compare the Plans / Coverage Compare the Plans / Coverage Use the charts on the following pages to learn details about your coverage. 34

35 Compare the Plans / Coverage Medical Plan HRA HSA PPO Network Baylor Scott & White Contribution to Account Tier 1 Preferred Tier 2 National Tier 3 OON Pays for Medical Costs Only Tier 1 Preferred Tier 2 National Pays Medical and Pharmacy Costs Tier 3 OON Tier 1 Preferred Tier 2 National Employee only $1,000 $500 N/A Employee + spouse $1,750 $1,000 N/A Employee + child(ren) $1,750 $1,000 N/A Employee + family $2,000 $1,000 N/A Deductible Only Medical Costs Apply Medical and Pharmacy Costs Apply N/A Tier 3 OON Only Medical Costs Apply Employee only $2,000 $3,000 $4,000 $2,000 $3,000 $4,000 $800 $1,800 $3,000 Employee + spouse $3,750* $5,750* $8,000* $4,000 $6,000 $8,000 $1,600* $3,600* $6,000* Employee + child(ren) $3,250* $5,250* $8,000* $4,000 $6,000 $8,000 $1,200* $3,200* $6,000* Employee + family $4,000* $6,000* $8,000* $4,000 $6,000 $8,000 $1,600* $3,600* $6,000* AD means after you ve met your deductible. You can use your HRA dollars for all expenses incurred under the Tier 1 Network. Tier 2 and Tier 3 office visits to a primary care physician, specialist and urgent care are not eligible for HRA payment. * These are embedded deductibles. The plan provides afterdeductible coverage once you have met the individual deductible, even if you haven t met the family deductible. ** These are embedded out-of-pocket maximums. Once you have met the individual out-of-pocket maximum, the plan covers 100% of your eligible costs, even if you haven t met the family out-of-pocket maximum. Services must be coded as preventive care to be paid at 100%. Click here to review a complete list of covered preventive care services. Out-of-pocket Maximum For Medical and Pharmacy Costs For Medical and Pharmacy Costs For Medical and Pharmacy Costs Employee only $3,425 $6,850 No limit $3,275 $6,550 No limit $3,300 $6,850 No limit Employee + spouse $6,850** $13,700** No limit $6,550** $13,100** No limit $6,600** $13,700** No limit Employee + child(ren) $5,137** $10,275** No limit $6,550** $13,100** No limit $4,950** $10,275** No limit Employee + family $6,850** $13,700** No limit $6,550** $13,100** No limit $6,600** $13,700** No limit Your Cost for Care and Services Preventive care $0 $0 Not covered $0 $0 Not covered $0 $0 Not covered Primary care physician office visit $25 $75 70% AD 10% AD 50% AD 70% AD $25 $70 70% AD Specialist office visit $50 $100 70% AD 10% AD 50% AD 70% AD $40 $100 70% AD Urgent care office visit $50 $100 $100 10% AD 50% AD 50% AD $50 $100 $100 Emergency room visit Hospital inpatient/ outpatient care 1 visit: $250, 2+ visits: 10% AD 1 visit: $250, 2+ visits: 10% AD 1 visit: $250, 2+ visits: 10% AD 10% AD 10% AD 10% AD 1 visit: $250, 2+ visits: 10% AD 1 visit: $250, 2+ visits: 10% AD 1 visit: $250, 2+ visits: 10% AD 10% AD 50% AD 70% AD 10% AD 50% AD 70% AD 10% AD 50% AD 70% AD 35

36 Compare the Plans / Coverage Medical Plan HRA HSA PPO Your Cost for Prescription Drugs Pharmacy HRA and Deductibles Don t Apply BSWH Pharmacy Contracted Pharmacy Cost After You ve Met Deductible BSWH Pharmacy Contracted Pharmacy Deductibles Don t Apply BSWH Pharmacy Contracted Pharmacy Preferred generic $3 or $6^ $5 $3 or $6^ AD $5 AD $3 or $6^ $5 Preferred brand $35 or $70^ $50 $35 or $70^ AD $50 AD $35 or $70^ $50 Chronic and preventive $10 or $20^ $20 $10 or $20^ AD $20 AD $10 or $20^ $20 Non-preferred brand and generic Lesser of $50/$100^ or 50% Lesser of $75 or 50% Lesser of $50/$100^ or 50% AD Specialty 20% ($200 max) Not covered 20% ($200 max) AD Lesser of $75 or 50% AD Lesser of $50/$100^ or 50% Lesser of $75 or 50% Not covered 20% ($200 max) Not covered Non-formulary unless 50% 50% 50% AD 50% AD 50% 50% excluded^^ AD means after you ve met your deductible. To help make some frequently prescribed preferred brand drugs for asthma, diabetes and some other chronic conditions more affordable, we ve placed a select group on a special chronic and preventive medication list. Click here to review the chronic and preventive medication list. ^ This is your cost for a 90-day supply. ^^ Excluded medications include cosmetic, over the counter, herbals, and others as described in the Summary Plan Description. Certain non-formulary drugs are covered at specific levels at all BSWH and Contracted Pharmacies: Fertility drugs are covered at 20% with a maximum $400 copay and a $7,500 lifetime maximum pharmacy benefit Diabetic testing supplies, including meters, test strips and lancets, are covered and subject to copays and coinsurance Thirty-day supplies of generic proton pump inhibitors are covered at 50% (Ninety-day supplies are available at Baylor Scott & White Health Pharmacies) 36

37 Prescription Drug Benefits Prescription Drug Benefits All three medical plans cover drugs dispensed by Baylor Scott & White Health Pharmacies or pharmacies in our contracted network. Here s how it works: With the HRA and PPO plans, you pay copays or coinsurance from day one In exchange for these low copays (e.g., $3 $5 for generics), pharmacy expenses are not eligible for HRA payment With the HSA plan, you must meet your deductible before copays or coinsurance kicks in Our pharmacy network includes most major drugstore chains, grocery stores and many independent pharmacies; however, Baylor Scott & White Health Pharmacies are always your best choice for quality and savings. All of your copays will be lower generic drugs can cost as little as $3 for a one-month supply and you ll even get a 20% discount on over-the-counter drugs when you show your employee badge. Because prescription drugs are a major driver of overall healthcare spending, we ve developed programs that bring you high-quality care that s efficient and cost effective. 37

38 Prescription Drug Benefits What You ll Pay You ll pay different amounts for prescription drugs, based on your medical plan option and the Tier of medication you choose: preferred generic, preferred brand, non-preferred generic and brand drugs and non-formulary (unless drug is excluded). To keep your costs low, choose preferred generic drugs when they re available and effective for your care. If you fill a prescription with a brand name drug when a generic is available, you ll pay 50% of the cost of the brand name drug. All drugs have been reviewed and approved by a group of doctors and pharmacists to be included on our formulary (approved drug list). Click here to view a complete list of formulary drugs. Preferred Generic These drugs have the lowest copayment as they offer the greatest value compared to other drugs that treat similar conditions. Generics have the same active ingredients as a brand name drug but usually cost less and the quality and effectiveness are the same. Generics have been FDAapproved under strict standards. Preferred Brand Brand name drugs are produced under the original manufacturer s brand name and are often more costly than preferred generic medications. Preferred brands have been proven to be safe, effective and offer greater value than other brand name products that treat similar conditions. Non-preferred Generic and Brand These are brand name and generic drugs that are generally more costly than drugs in the preferred Tiers. There are often alternative medications available in the preferred Tiers that treat similar conditions but are less costly. Specialty These are high-cost medications that are used to treat complex conditions, and which usually require close monitoring. Specialty drugs may be self-administered in the home by injection (under the skin or into a muscle), by inhalation, by mouth or on the skin. These drugs may also require special handling, special manufacturing processes, and may have limited prescribing or limited pharmacy availability. That is why all of our specialty drugs are handled by our Baylor Scott & White Health Pharmacies. HRA, HSA* and PPO Plans: Your Costs BSWH Pharmacy Contracted Pharmacy Preferred generic $3 or $6** $5 Preferred brand $35 or $70** $50 Chronic/Preventive $10 or $20** $20 Non-preferred brand and generic Lesser of $50/$100** or 50% Lesser of $75 or 50% Specialty 20% ($200 max) Not covered Non-formulary unless excluded 50% 50% *Must meet deductible first before the copays and coinsurance apply. **This is your cost for a 90-day supply. 38

39 Prescription Drug Benefits Chronic and Preventive Medication List To help make some frequently prescribed preferred brand drugs for asthma, diabetes and other chronic conditions more affordable, we ve placed a select group on a special chronic preventive medication list. These medications are available for lower copays to encourage utilization and adherence. Step Therapy With almost every health condition, there are several different prescription drugs from which to choose. In many cases, the medications work similarly, but some cost less. That s where step therapy comes in. Before approving certain brand name medications, your plan may ask you to try a lower-cost alternative first. If it isn t effective, you can step up to the next lowest-cost medication until you find a drug that works best. Remember, you ll pay less if you choose a generic drug instead of a brand name option. Specialty Prescription Drugs Specialty drugs are only available through Baylor Scott & White Health Pharmacies. These are high-cost prescription medications used to treat complex, chronic conditions like cancer, rheumatoid arthritis and multiple sclerosis. These medicines often require special handling (like being refrigerated during shipping) and administration (such as injection or infusion). Patients using specialty medications often must be monitored closely to make sure the therapy is working and to watch for side effects. Your Baylor Scott & White Health Pharmacies will help you navigate the lowest cost options. Quality Management For certain drugs, the plan will limit the amount you receive at one time based on the manufacturer s recommended dosages. Prior Authorization Some drugs need approval before the plan will cover them. If you receive a prescription for a drug that requires prior authorization, the pharmacist may contact your doctor. When the medication is approved, you ll pay the applicable copayment or coinsurance. If it s not approved and you still want to take it, you ll pay the full cost. Benefits on the Go! The MyBSWHealth app is the easy and convenient way to manage your healthcare and access your health benefits, including your prescriptions. If you don t have the app, visit the App Store or Google Play to download it today! If you already have it, make sure to update to the latest version. Helpful Pharmacy Links Find Pharmacies Mail Order Form Claim Form 39

40 Prescription Drug Benefits Did you know the average total cost of a brand name drug is $376 compared to the cost of a generic, which is $28? Using a generic drug in place of a brand name drug could save you more than $750 dollars per year in out-of-pocket costs, depending on how many prescriptions you and your family use. By utilizing generics, you can lower your copayment and/or coinsurance amount, which can contribute to lower premiums for all of us. The average out-of-pocket cost per prescription for Baylor Scott & White health plan members is: Generic $4.68 Brand $69.45 Tips to Save Money Ask your doctor, pharmacist or other healthcare providers about less expensive generic or brand name options. Check the Baylor Scott & White Drug Formulary for preferred medications that may be available at a lower out-of-pocket expense. Access the Pharmacy Portal to price prescriptions, view drug information and more. Fill prescriptions at a Baylor Scott & White Health Pharmacy near you. Order prescriptions through the Baylor Scott & White Health mail-order pharmacy. Business hours are Monday Friday from 7 a.m. 7 p.m., and Saturday from 9 a.m. 1 p.m. CT. Check your drug manufacturer s website to see if there are any coupons for the prescription you are taking. If you have any questions about your prescription drug benefits, contact the Scott and White Health Plan pharmacy team at

41 Flexible Spending Accounts Save Money With Your FSA The money you contribute to an FSA comes out of your paycheck before taxes. You end up with funds you can use to pay for health and dependent care expenses and pay less in taxes on April 15. Flexible Spending Accounts How Flexible Spending Accounts Work Flexible spending accounts (FSAs) let you set aside pre-tax dollars each pay period to pay for covered expenses. You don t pay federal income tax or Social Security tax on your FSA contributions. There are three FSAs you can participate in all administered by WageWorks: The general-purpose healthcare FSA (with the HRA and PPO plans) The limited-purpose healthcare FSA (with the HSA plan) The dependent day care FSA You can use FSA funds to pay for expenses incurred between Jan. 1, 2018 March 15,

42 Flexible Spending Accounts General-purpose Healthcare FSA If you choose the HRA or PPO plan, you can open a general-purpose healthcare FSA You contribute from $100 to $2,600 for 2018 You can use the account to pay for: Medical, dental and vision expenses not paid for under the plan, including deductibles, copayments and coinsurance Prescription drugs Over-the-counter drugs prescribed by a physician Medical supplies like bandages and contact lens supplies Products like diabetic supplies, hearing aids and wheelchairs Services like orthodontia and laser eye surgery You ll receive an FSA debit card you can use to make eligible purchases Your debit card is loaded with your full account on day one You pay into your account through pre-tax paycheck deductions all year If you enroll in the HRA, your HRA dollars must be used first. Once the HRA money is spent, you can use FSA funds to pay for additional medical expenses and help cover the cost of your deductible Limited-purpose Healthcare FSA If you choose the HSA plan, you can open a limited-purpose healthcare FSA You can contribute from $100 to $2,600 for 2018 Until you meet your medical plan deductible, you can use your FSA for dental, vision and qualified expenses the medical plan doesn t cover: Over-the-counter drugs prescribed by a physician Medical supplies like bandages and contact lens supplies Products like diabetic supplies, hearing aids and wheelchairs Services like orthodontia and laser eye surgery After you meet your deductible, you can use FSA funds for all eligible medical and prescription expenses, too You ll receive an FSA debit card you can use to make eligible purchases Your debit card is loaded with your full account on day one You pay into your account through pre-tax paycheck deductions all year You must use health savings account dollars to meet your deductible before you may use flexible spending account funds 42

43 Flexible Spending Accounts Dependent Day Care FSA You can open this account to cover daycare expenses for your child, disabled spouse, elderly parent or other dependent who s physically or mentally disabled so you can work, or if you re married, so your spouse can work, look for work or go to school full time. You can contribute from $100 to $5,000 for 2018 if you re married or a single parent You can contribute from $100 to $2,500 each if you re married and filing separately You can use the account to pay for: Day care at home and licensed centers for children up to age 13 Day care at home and licensed centers for dependents of any age who are mentally and/or physically disabled You pay into your account through pre-tax paycheck deductions all year You can use your funds after they have been set aside into your account You file a claim form to be reimbursed for your expenses Here s an example of how FSAs work. Kyle spends $5,000 a year to send his daughter Kennedy to day care. To cover the cost, he contributes $5,000 to a dependent day care FSA throughout the year. Here s how he saves: Here s How it Works for Kyle Without the FSA With the FSA Annual pay $30,000 $30,000 Total annual FSA contribution (-$0) (-$5,000) = Taxable pay $30,000 $25,000 Taxes (Assuming 15% Federal, 7.65 FICA%*) (-$6,795) (-$5,663) After-tax day care expense (-$5,000) (-$0) = Kyle s annual pay after taxes and day care expenses $18,205 $19,337 Amount saved by using the FSA $0 $1,132 *Employees share of Social Security and Medicare taxes. 43

44 Flexible Spending Accounts Because FSAs have tax advantages, the IRS has rules about how you can use them: No transfers Each account is separate. They have their own funding limits, and you can t transfer money between a medical FSA and dependent care FSA. Deadlines matter Use the funds to cover 2018 expenses. Healthcare FSAs have a grace period that extends eligibility until March 15, Turn in all claims by April 30, Use it or lose it Any money in your accounts after April 30, 2019, is gone for good. There s no rollover to the next year so estimate your expenses carefully. No changes unless Once you decide how much you want to contribute, we ll take the money out of your paycheck automatically. You can t change your contribution unless you have a qualifying life event. Submitting a claim You can submit claims by creating an account on wageworks.com. You can also download the EZ Receipts mobile app. WageWorks EZ Receipts Mobile App Can Save You Time and Money You ll love the convenience of WageWorks EZ Receipts. This handy, free mobile app is the quick and easy way to manage all your WageWorks benefits. With EZ Receipts you can file claims, view transactions, check account balances on the go and more! Download EZ Receipts from Google Play or the App Store today. 44

45 Wellbeing Benefits Wellbeing Benefits In order to provide safe, quality and compassionate care to our patients and the community, we must first take care of ourselves. This is why we offer several programs to help you and your family reach your personal wellness goals. Thrive Thrive, our award-winning wellness program, will pay you a $30 credit per pay period if you completed the Thrive Requirements by Sep. 30, 2017! You can always participate in year-round wellness activities and earn Thrive reward prizes. Thrive has five focus areas: weight management, stress management, fitness, tobacco cessation and nutrition designed to be fun, motivational and keep you healthy. Visit thriveforwellness.com for more information. 45

46 Wellbeing Benefits Employee Assistance Program When you have questions, concerns or emotional issues surrounding your personal or work life, you can count on the employee assistance program (EAP) to offer help. Unum s work-life balance EAP offers unlimited access to master s-level consultants by telephone, resources and tools online, and up to three face-to-face visits with a consultant for help with a short-term problem. Help with Life s Challenges, Big and Small Keeping your work and personal life in balance can sometimes be tricky. Stressful situations can affect your health, wellbeing and ability to focus on what s important. That s when you can pick up the phone and speak confidentially to a master s-level consultant who can help you or a family member to: Locate child care and elder care services and obtain matches to the appropriate provider based on your or your family s preferences and criteria. The consultant will even confirm space availability Speak with financial experts by phone regarding issues such as budgeting, controlling debt, teaching children to manage money, investing for college and preparing for retirement Work through complex, sensitive issues such as personal or work relationships, depression or grief, or issues surrounding substance abuse Get a referral to a local attorney for a free, 30-minute in-person or telephonic legal consultation. You ll have access to an attorney for state-specific legal information and services. If you decide to retain the attorney, you may be eligible to receive a 25% discount on additional services You also have unlimited access to lifebalance.net where you can: Read booklets, life articles and guides View videos and online seminars, as well as listen to podcasts Subscribe to newsletters Find information on parenting, retirement, finances, education and more All EAP services are voluntary, confidential and free and available 24 hours a day, seven days a week. To access these resources, call

47 Wellbeing Benefits Advanced Recovery Support You and your family have free, unlimited access to Enterhealth advanced recovery support. This program offers real-world tools that enhance drug and alcohol treatment plans. The program offers 26 sessions on topics ranging from understanding addiction and withdrawal medications to controlling triggers and cravings, managing stress, preventing lapse/ relapse, family support, abstinence and health and nutrition. Each session is interactive, approachable, self-paced and easy to complete. To learn more and get started, visit bhcs-support.com. Naturally Slim Join the online program that helps you change how you eat instead of what you eat. Learn the skills to lose weight and keep it off forever while still eating your favorite foods. Plus, you will improve your health and reduce your chance of developing a serious, chronic disease. This 10- week program with year-long followup is available to all employees and spouses for $150 via payroll deduction ($30 over five paychecks). Visit naturallyslim.com/bswh to learn more and enroll. We are Committed to You and Your Family s Long-term Health. If you and/or a dependent enroll for medical coverage and use tobacco products, you ll pay a $30 surcharge for each member who uses a tobacco product, for a maximum of $60 per pay period. When you enroll, we ll ask you about tobacco use in the past 12 months. If you or your dependents completes a Thrive tobacco cessation program or your doctor certifies that you ve quit using tobacco, the surcharge for that person can be removed after you complete a tobacco affidavit. 47

48 Dental Benefits Dental Benefits Baylor Scott & White offers two optional dental plans: MetLife PPO and MetLife PPO Plus. Both MetLife plans let you go to any dentist you choose but you ll pay less when you visit one who s a member of MetLife s Preferred Dental Program. Both plans have the same deductibles $50 for you only and $150 for you and your spouse and/or family. Both plans cover 100% of preventive care costs with no deductible. The MetLife Dental PPO plan pays 50% of the cost of basic and major care after you ve met your deductible. The maximum benefit the plan will pay in a year is $1,000 and orthodontia isn t covered. The MetLife Dental PPO Plus plan pays 80% of the cost of basic care and 50% of the cost of major care after you ve met your deductible. The maximum benefit the plan will pay in a year is $2,000 and orthodontia is covered at 50% with a lifetime maximum benefit of $2,000. New this year! The PPO Plus plan now covers implants! 48

49 Dental Benefits Dental Plan Coverage and Costs Dental Benefits / Employee Premiums Dental Plan MetLife Dental PPO MetLife Dental PPO Plus Dental Plan Coverage Tier Employee Bi-weekly Cost Deductible Employee Only $50 $50 Employee + Family $150 $150 Your cost for care and services MetLife Standard PPO Employee Only $8.50 Employee + Spouse $17.03 Employee + Child(ren) $22.79 Employee + Family $28.91 Preventive care (Checkups, cleanings, X-rays) Basic care (Fillings, extractions, root canals) Major care (Dentures, crowns, bridges) $0 $0 50% AD 20% AD 50% AD 50% AD MetLife Plus PPO Employee Only $16.89 Employee + Spouse $32.94 Employee + Child(ren) $42.39 Employee + Family $58.44 Orthodontia (Braces, retainers) Not covered 50% AD Lifetime max: $2,000 Annual maximum benefit (After the plan has paid this much, you pay any additional costs.) $1,000 $2,000 NOTE: AD means after you ve met your deductible. 49

50 Vision Benefits Vision Benefits We offer a vision plan administered by Superior Vision. Preventive eye exams are not included as part of our health plan coverage. If you or a covered dependent will need routine eye care, our vision plan can make your glasses and contacts much more affordable. Get Connected with an Optician Today! TALK: CLICK: superiorvision.com Here s how it works: Our vision plan covers preventive exams, lenses, frames and contacts. When you visit an optician in the Superior Vision network, your copay is $20 for many of your services. Out-of-network costs are more than double that, so it pays to stay in the network! 50

51 Vision Benefits Vision Plan Coverage and Costs Vision Benefits / Employee Premiums Service Exams (once per calendar year) What You Pay In Network $20, then plan pays the rest What You Pay Out of Network Plan pays up to $45, then you pay the rest Coverage Tier Employee Bi-weekly Cost Employee Only $3.20 Employee + Spouse $6.35 Lenses (once per calendar year) $20, then plan pays the rest Plan pays first, then you pay the rest Single, plan pays up to $45 Bifocal, plan pays up to $65 Trifocal, plan pays up to $85 Lenticular, plan pays up to $125 Employee + Child(ren) $6.23 Employee + Family $9.46 Frames (once per calendar year) $20, then plan pays up to $130 Plan pays up to $63, then you pay the rest Contacts (once per calendar year) $25, then: If contacts are necessary to correct your vision, plan pays the rest If contacts are cosmetic, then plan pays up to $130 and you pay the rest If contacts are necessary to correct your vision, plan pays up to $200, then you pay the rest If contacts are cosmetic, plan pays up to $100, then you pay the rest Corrective vision laser surgery Total cost discounted by 5 percent to 50 percent Not covered Contact lens fitting (once per calendar year) $25 Not covered 51

52 Life Insurance Life Insurance Baylor Scott & White provides basic employee life insurance from Unum that pays a benefit to your beneficiary equal to one times your annual base salary with a minimum of $20,000 and a maximum of $1 million. There s no medical underwriting, and coverage begins on your first day of active employment. Be Sure You Have a Beneficiary Designated for Your Life Insurance Policy in PeoplePlace. A beneficiary is the person or organization you choose to receive your life insurance benefit in the event of your death. It is important to choose a beneficiary, so you can ensure the benefit is paid out according to your wishes. Click here to learn how to designate a beneficiary. Supplemental Life Insurance You can increase your coverage one level at a time to seven times your annual base salary up to $5 million. You can make increases during annual enrollment* or if you have a qualifying life event. You can buy coverage worth three times your annual salary up to $1 million without medical underwriting to prove evidence of insurability. You can insure your spouse up to $250,000 but the total can t be more than your coverage amount. At age 65, the total amount of life insurance you have will be reduced to 65% of the original value. This includes company-provided coverage and any additional coverage you may have purchased. At age 70, your total life insurance is reduced to 50% of the original value. *Medical underwriting is required for any amount if life insurance is currently waived. Employees enrolled in a level under the nonmedical maximum may increase coverage by one level without EOI during annual enrollment. 52

53 Life Insurance The following service is also available, at no cost, as part of your employer-paid Life and AD&D Insurance coverage: Life Planning Services The loss of a loved one is an emotional time that can make it hard to think clearly. You and your family may feel overwhelmed by legal paperwork and financial decisions. That s why Baylor Scott & White offers life-planning services through our relationship with Unum. Life planning services are available to Unum life insurance beneficiaries and to covered employees and their spouses who are terminally ill. The services include financial and legal support and grief counseling. Unum counselors understand the challenge of making decisions when a loved one has died or has been diagnosed with a terminal illness. They re specially trained to provide objective, customized financial, legal and emotional support and they don t receive commissions on any service or solution they suggest. To learn more about life planning financial and legal services, contact Unum at

54 Life Insurance Life Insurance / Employee Premiums Supplemental Life Insurance Per-pay-period Premiums* Person Covered You Your spouse Basic Life Insurance We Pay For One times your annual base salary up to $1 million Supplemental Coverage You Pay For One to seven times your annual base salary up to $5 million* $10,000 or $25,000 increments up to $250,000 (not to exceed your coverage amount**) Your Age Per $1,000 Coverage for You* Per $1,000 Coverage for Your Spouse* <25 $0.013 $ $0.016 $ $0.022 $ $0.028 $0.047 Per $1,000 Coverage for Your Child(ren) Your child(ren) $5,000 or $10,000 per eligible child *If you buy within 30 days of first becoming eligible, coverage totaling the lesser of three times your base salary or $1 million is guaranteed without medical underwriting. **If you buy within 30 days of first becoming eligible, coverage up to $75,000 for your spouse is guaranteed without medical underwriting $0.036 $ $0.054 $ $0.084 $ $0.138 $ $0.192 $0.416 $0.035 (one premium covers all children in family) NOTES: The Internal Revenue Service taxes you on the value of employer-provided group term life insurance over $50,000 as if you received cash in an amount equal to the value of this coverage. This taxable value is called imputed income If you re a leader at the division vice president level or above, your basic coverage is three times your annual base salary with a maximum of $1.5 million In addition, if your eligible dependent is totally disabled on the date your dependent s coverage would normally begin, your dependent s coverage will begin on the date your eligible dependent is no longer totally disabled. For definition of totally disabled and further information please refer to the Summary Plan Description (SPD) $0.313 $ $0.630 $ $0.819 $1.563 NOTE: All premiums are based on your age at the time of purchase not on the age of your spouse and/or child(ren). When you move into a higher age bracket, premium increases will be processed immediately. 54

55 Accidental Death and Dismemberment Insurance Accidental Death and Dismemberment Insurance Accidental Death and Dismemberment Insurance (AD&D) coverage pays accidental death and dismemberment benefits if you or a covered family member dies or is injured because of an accident. 55

56 Accidental Death and Dismemberment Insurance Basic AD&D Insurance Baylor Scott & White provides basic employee AD&D insurance from Unum equal to one times your base pay with a minimum of $20,000 and a maximum of $1 million. There s no medical underwriting, and your coverage begins on the first day of active employment. Note, we do not offer basic AD&D for spouses or children. Supplemental AD&D insurance You can increase your coverage one level at a time to seven times your annual base salary up to $5 million. You can make increases during annual enrollment or if you have a qualifying life event. You can insure your spouse up to $250,000 but the total can t be more than your coverage amount. Accidental Death and Dismemberment Insurance / Employee Premiums AD&D Insurance Coverage Person Covered You Your spouse Your child(ren) Basic AD&D Insurance We Pay For One times your annual base salary up to $1 million Supplemental Coverage You Pay For One to seven times your annual base salary up to $5 million $10,000 or $25,000 increments up to $250,000 (not to exceed your coverage amount) $5,000 or $10,000 per eligible child At age 65, the total amount of AD&D insurance you have will be reduced to 65% of the amount of AD&D insurance you had prior to age 65. This includes company-provided coverage and any additional coverage you may have purchased. At age 70, your total AD&D insurance is reduced to 50% of the original value. Supplemental AD&D Per-pay-period Premiums Per $1,000 Coverage for You Per $1,000 Coverage for Your Spouse Per $1,000 Coverage for Your Child(ren) $0.006 $0.007 $

57 Disability Insurance Disability Insurance Disability insurance is important coverage in case you re sick or injured and can t work or when you have a new child. 57

58 Disability Insurance The Absence Center To improve the leave and short-term disability process for employees and supervisors, we ve created the Absence Center. The center administers Family and Medical Leave Act (FMLA) leaves, military leaves, non-fmla medical leaves, non-medical personal leaves and short-term disability. Bereavement leave and jury duty leave should be requested directly from your supervisor. The Absence Center: Processes new absence requests Determines eligibility Approves or denies leaves and other absences Provides support and advocacy Manages return to work You have to buy short-term disability coverage to receive maternity, parental and adoption benefits. If you don t elect coverage when you are first eligible, you will be subject to go through medical underwriting to prove you re insurable. Coverage may be denied due to a pre-existing condition, including pregnancy. We encourage you to elect coverage when first eligible. You ll find the Absence Center online at 360absence.com/bswh. You can also talk to leave specialists by calling , Monday Friday from 7 a.m. 7 p.m. CT. 58

59 Disability Insurance Choose Your Level of Disability Coverage Baylor Scott & White offers three levels of disability coverage to employees voluntary short-term disability, which you buy yourself; basic long-term disability, which Baylor Scott & White buys for you; and supplemental long-term disability, which you buy for yourself if you want additional protection. Short-term Disability Insurance Short-term disability coverage pays a portion of your salary for a fixed period up to 180 days if you re sick or injured or the new parent of a child. (It doesn t cover disabilities caused by occupational illness or injury please contact Safe Choice at for occupational illnesses and on-the-job injuries.) Basic Long-term Disability Insurance Basic long-term disability insurance from Baylor Scott & White provides 60% of your base pay up to $15,000 a month. Once approved, benefits begin on the 181st day of disability and may continue for as long as you meet the definition of disability or until you reach your normal Social Security retirement age. (Some pre-existing condition limitations may apply.) Once approved, short-term disability benefits begin on the eighth calendar day of disability. Since you pay for shortterm disability coverage yourself with premiums taken out of your paycheck after taxes, your benefits are tax-free. Voluntary Short-term Disability Insurance Coverage Voluntary Long-term Disability Insurance You can increase your disability benefit to 70% of your base salary, up to $15,000 a month, by purchasing voluntary long-term disability insurance (pre-existing provisions may apply). Like basic coverage, benefits begin on the 181st day of disability. Person covered You Coverage you pay for 60% for up to 180 days if you re sick or injured* 100% for five weeks if you re the mother of a newborn* 100% for one week if you re the non-birthing parent of a newborn* 100% for three weeks when you adopt a child* Rate calculations for short- and long-term disability are available in PeoplePlace. Person covered You Coverage you pay for Additional 10% of your base salary following 180 days of disability *The maximum weekly benefit is $3,000. NOTE: Pre-existing condition limitations may apply. 59

60 Retirement Benefits Retirement Benefits While you re reviewing your benefits, it s a good idea to check on your retirement savings. Keep in mind that you can sign up, make changes and adjust your retirement savings account anytime during the year. There s an App for That! The Empower Retirement app currently available on iphone or Apple Watch allows you to view and manage your plan anywhere, anytime. Download the app on the Apple App Store by searching for Empower Retirement. 60

61 Retirement Benefits Participating is simple. You choose a percentage of your salary to save. We subtract that amount each pay period and deposit the funds in your 401(k) retirement account. Because we want your retirement savings to grow, we match your contribution dollar for dollar up to the first 5% of your eligible pay. You become 100% vested in the employer match after three years of employment. Read the high-level plan summary or check out the full summary plan description: 401(k) Summary Plan Description Not participating? Sign up for your retirement plan anytime by visiting bswhretirement.com or by clicking Retirement in PeoplePlace. It only takes a few minutes. Seasoned saver? Visit bswhretirement.com or click Retirement in PeoplePlace after you ve made your 2018 elections. Review your current savings to see if you re on track to meet your future needs. The site helps you: See how much income you may have in retirement Make changes to improve your retirement security View your Lifetime Income Score summary Enroll in auto increase to make saving easier Make additional catch-up contributions (if you are 50, or will turn 50 in 2018*) *If you turn 50 in 2018, you can begin your catch-up contribution in January

62 Paid Time Off Paid Time Off Baylor Scott & White understands there are times you need to be away from work for serious reasons or just to relax and recharge. 62

63 Paid Time Off Our paid time off (PTO) benefits give you flexible options that respond to your life and needs. If you re a regular full-time or part-time employee, you earn PTO to use for holidays, vacations, sick days and other personal reasons. You earn PTO based on the number of regular hours you work and you earn more the longer you work with Baylor Scott & White. You begin accruing PTO hours on your first day of work and are eligible to use accrued PTO immediately. You may carry a negative balance up to your daily hours during a holiday only. Years of Service Less than 1 8 Authorized Hours per Shift 176 hours (22 days) hours (23 days) hours (24 days) Annual Paid Time Off Accrual 10 Authorized Hours per Shift 182 hours (18.2 days) 190 hours (19 days) 198 hours (19.8 days) 12 Authorized Hours per Shift hours (14.4 days) 180 hours (15 days) hours (15.6 days) You can check your PTO balance in PeoplePlace Time and Attendance. You won t accrue PTO while you re on a leave of absence hours (25 days) hours 206 hours (20.6 days) 214 hours hours (16.2 days) hours PTO carryover: PTO-eligible employees may carry over up to 200 hours of paid time off to the next calendar year. Employees who have a PTO balance of more than 200 hours after the first pay period of the new calendar year ( pay period 1 ) will have their balances reduced to 200 hours at the beginning of pay period 2 (26 days) 5 to hours (27 days) 10 to hours (29 days) (21.4 days) 222 hours (22.2 days) 238 hours (23.8 days) (16.8 days) hours (17.4 days) hours (18.6 days) 15 or more 272 hours 278 hours hours The chart to the right shows how PTO accrual works for most employees. (34 days) (27.8 days) (21.6 days) Two-day-alternative employees and non-tda employees in the North Texas Division hired before June 15, 1992, earn PTO at different rates. All employees at the director level and above participate in the Senior Management Time-off program. To learn more about the regular PTO policy and the Senior Management Time-off program, visit the Policy and Procedure Library. 63

64 Other Programs & Benefits Other Programs & Benefits Baylor Scott & White Health believes that learning should never end. That s why we re proud to offer the tuition reimbursement program with our partner EdAssist. Visit bswh.edassist.com to get started. The system is available 24 hours a day, seven days a week, with live customer support Monday Friday, 7 a.m. 7 p.m. CT. To work with EdAssist, you ll need your employee ID number, which you can find on your paycheck in PeoplePlace. 64

65 Other Programs & Benefits Tuition Reimbursement Start on the road to your future! In addition to administration and processing, EdAssist offers significant benefits when you want to return to school. Free academic and college finance advising. You ll get personalized help to solidify your career goals, find the best schools and target financial aid sources Discounted tuition and fees. Partnerships with more than 220 top-tier regionally accredited educational institutions enable EdAssist to offer significant tuition savings Family discounts. Many schools in the EdAssist network offer tuition discounts to immediate family members The system is available 24 hours a day, seven days a week, with live customer support Monday Friday, 7 a.m. 7 p.m. CT. You ll need your employee ID number, which you can find on your paycheck in PeoplePlace. Ready to take the next step? Read more: Benefacts sheet and Frequently Asked Questions Watch the EdAssist website video Visit bswh.edassist.com or call EdAssist at , Monday Friday, 7 a.m. 7 p.m. CT Download the EdAssist grade and receipt documentation checklist Download sample grade and receipt documents The key elements The tuition reimbursement policy has complete details, but here s a look at the key elements of our program. Program Elements Who s eligible Waiting period for new employees* Reimbursable non-nursing college courses Reimbursable nursing courses Other reimbursable programs Application deadline Supervisor approval process Reimbursable expenses Required grades to be reimbursed Reimbursement request deadline Maximum FT annual reimbursement $5,250 Maximum PT annual reimbursement $2,500 Full-time and benefits-eligible part-time employees Must complete 90 days of employment before enrolling in courses Must be part of degree plan and taken at a regionally accredited college or university Must be part of a degree plan and taken from a program accredited by the Commission on Collegiate Nursing Education or the Accreditation Commission for Education in Nursing or the Texas Board of Nursing High school general equivalency diploma from a high school or onsite testing facility recognized by the state s Department of Education No sooner than 90 days and no later than 30 days after course start date One-time degree approval online through EdAssist Tuition and required fees Undergraduate: C- or higher Graduate: B- or higher No later than 90 days after course completion date * Nurse technicians can participate from their hire date and are eligible for the full-time maximum if they work at least 16 regularly scheduled hours per pay period. If you work for the HealthTexas Provider Network, check first to be sure your facility participates, then get approval from your supervisor and executive committee. HTPN offers an education fund as another resource for career development. Please contact your HR business partner to learn more. 65

66 Other Programs & Benefits Discounts We are proud to offer discounts to employees on a wide range of products and services through Beneplace. You can save on wireless phone service, insurance, electronics, entertainment, travel and more! To start saving, visit Beneplace. Family Life From regular and backup care for children and adults to help finding tutors, babysitters, housekeepers even pet care the benefits we offer through Bright Horizons Care Advantage TM help the whole family. Using the service is simple just visit our dedicated Care Advantage portal at careadvantage.com/bswh or call hours a day. Backup care for children and adults: If regular care arrangements for your child or an adult relative fall through, you can purchase up to five days of affordable, high-quality backup care a year at a center or in your own home. Center-based child care is $15 a day for a single child or $25 a day for multiple children. In-home care for well and mildly ill children and adults is $6 an hour (for up to three care recipients) with a four-hour minimum. To use the backup care benefit, you ll need to register and make reservations by clicking on Register & Reserve Care on the portal. Log in with BSWHbackup as the username and BSWH as the password, then create your own account. Helping find care for the entire family: Bright Horizons gives you free access to a comprehensive database of care options you can select and pay for yourself: nannies and sitters for evening and weekend care; senior care resources, planning and referrals; pet sitters; household help; discounts on test prep and tutoring and more. You can review caregiver background checks at no cost and even request advanced checks at discounted rates. You ll find listings on the portal under Additional Family Support. Adoption assistance: Baylor Scott & White provides adoption assistance for full-time employees who ve worked with us for at least 12 consecutive months. If you adopt a child under the age of 18 who s not biologically related to you (or to your spouse if you re married), we ll reimburse up to $4,000 for the cost of the adoption and legal fees for each child you adopt. You can receive reimbursement for up to two adoptions per family. The benefit doesn t cover foster care, legal guardianship or adoption of a spouse s child. To learn how the process works, visit PeoplePlace and click Request Help and then select the Adoption Benefits request. If we approve your request, we ll include the reimbursement in your next scheduled paycheck. If we don t approve your request, we ll notify you by phone or . You can read the complete adoption assistance policy in the Policy and Procedure Library. If you ve purchased short-term disability insurance, you re also eligible for adoption leave when you adopt a child. 66

67 Other Programs & Benefits Pre-paid Legal Services Hyatt Legal Services gives you access to high-quality services without worrying about paying too much or trying to find a trustworthy attorney. When you enroll, you ll receive: Convenient access to more than 13,500 pre-qualified attorneys nationwide A wide range of coverage for the most frequently needed personal legal matters Free service for covered items you pay nothing beyond your monthly premiums Unlimited telephone advice and office consultations Hyatt attorneys and legal professionals can help you with a wide range of personal legal matters, including: Buying and selling houses Refinancing Adopting/having children Consumer/creditor problems Debt collection Important paperwork review Avoiding bankruptcy/foreclosure Creating a will or living will Protecting your rights as a tenant Managing the estate when a spouse or parent dies With Hyatt Legal Services, you can resolve issues more easily, worry less and save time and money. To learn more, visit Hyatt Legal Plans. Employee Only $4.22 For Your Family (Including Spouse and Children) $

68 Other Programs & Benefits Travel Assistance When you re on the road and the unexpected happens, you need smart, trustworthy help fast. Baylor Scott & White s emergency travel services are ready any time, day or night. All benefit-eligible employees (those regularly scheduled to work 40+ hours per pay period) are able to take advantage of these benefits. While those who elect coverage under the medical plan have national coverage through the CIGNA Tier 2 Network for medical care, UNUM Travel assistance is added helping hands in those times of need for all the other details. Whenever you travel 100 miles or more from home across the state or around the world Assist America travel assistance services from Unum are by your side. When you call, medically certified agents will help with: Hospital admission assistance Emergency medical evacuation Prescription replacement assistance Transportation for a friend or family member to join a hospitalized patient Care and transport of unattended minor children Assistance with return of vehicle Emergency message services Critical care monitoring Emergency trauma counseling Referrals to Western-trained, English-speaking medical providers Legal and interpreter referrals Your spouse and dependent children are covered up to age 26 when they re on non-business-related travel. Assist America (Reference: 01-AA-UN ) pays for 100% of the services it provides, with no caps or chargebacks to you or Baylor Scott & White. But remember to call Assist America at first you can t be reimbursed for services you arrange on your own. 68