YOUR BENEFITS ENROLLMENT GUIDE

Transcription

1 2012 YOUR BENEFITS ENROLLMENT GUIDE

2 page 2 Glossary of Benefit Terms There are recurring terms that are mentioned in this enrollment guide and that you may see as you receive invoices from your healthcare provider. For clarity, here is what they mean in context with your health insurance plan. Premium This is the amount you pay out of every paycheck to purchase health coverage, whether or not you go to the doctor or the hospital. For example, an individual employee with an annualized salary of less than $37,000 choosing the EPO option will have $36.92 withheld each paycheck for medical/dental/ vision/pharmacy coverage. (This is about 25 percent of the cost of insurance; TrueBlue pays about 75 percent of the cost.) Deductible This is the amount you pay out-of pocket when you visit the doctor or go to the hospital before the insurance company pays for covered services. After you have met your deductible, the rest of your expenses are covered (in some instances, co-pays and co-insurance may still apply). For in-network family plans of two or more people, each family member pays for services up to their individual deductible, after which he or she only pays a co-pay and/ or co-insurance for the remainder of the calendar year. The rest of the family will continue to pay for services (up to their individual deductible) until the family maximum is met. Family members then only pay co-insurance, up to the out-of-pocket maximum. For example, the Fitz family of three is enrolled in the EPO plan which has a $250 individual deductible/$750 family deductible. Missy has a medical procedure that costs $250, so her deductible has been met and she will only pay a $20 co-pay for her office visits for the rest of the year. Later that year, her husband Benny has x-rays and lab work totaling $100, and her daughter has a procedure that costs $150. Their expenses cannot be combined to meet a second individual deductible. They each will need to have additional services applied to their individual deductible before the family deductible is considered met. Out-of-pocket Maximum The annual out-of-pocket maximum refers to the actual amount of money you will pay for your medical costs before an insurance plan pays 100 percent of your bill. Lifetime Benefit This is the maximum total that the insurance company will pay for any one person s claims. An unlimited lifetime benefit means the insurance company will pay their portion of all medical expenses for the life of the policy. Co-pay This is a fixed dollar amount you pay towards the cost of the service a health provider charges. For example, a visit to the doctor could come with a $30 co-pay, which means you pay the doctor s office that much when you visit. There may be additional costs that you ll be billed for later, depending on your coverage. Co-pays do not count toward the maximum out-of-pocket payment on the PPO plan. Non-Covered Expenses These are costs for care that are not covered by your plan. Co-Insurance (Co-ins) Co-insurance is the arrangement in which the insurer (TrueBlue and the plan provider) and the insured (you) share costs in a specified ratio. For example, an insurer may cover 80 percent of expenses, leaving you responsible for the remaining 20 percent. In-network Providers When healthcare professionals join an insurer s network of providers, they normally agree to provide their services at a contracted (discounted) rate. The contracted rate includes both the amount the insurer pays, and your portion. Your portion may be in the form of a deductible, co-pay, or co-insurance. Out-of-Network Providers When you use an out-of-network provider, you will likely have significantly higher out-of-pocket costs because the providers have not agreed to a discounted rate.

3 Table of Contents page 3 Glossary of Benefit Terms... 2 Who s Eligible?... 4 How Do I Enroll?... 4 When Can I Enroll?... 4 Current Employees... 4 Newly Eligible Employees... 4 Changing Coverage During the Year... 5 What are my Health Care Options?... 6 Case Management Program... 7 Prescription Drug Coverage... 8 Dental Coverage for a Beautiful Smile... 9 Vision Coverage for Good Eyesight... 9 How Much Do the Plans Cost? Medical/Rx/Dental/Vision Plan Costs Stronger You, Stronger Blue Wellness Program Tax-Saving Flexible Spending Accounts for Health and Dependent Care What Financial Security is Available for my Family? Disability Coverage Life Insurance Ask the Experts Notes What s Inside? This enrollment guide provides a summary of your benefit options and ways to help you manage your health care costs. We urge you to review the plans described in this guide, discuss them with your family, and make the enrollment choices that are best for you and your individual circumstances. Only you can decide which plans meet your needs. Once you have made your elections, we hope you will continue to make smart health care decisions and use your coverage wisely. New for the 2012 Plan Year Here are a few features new to our benefits plan this year: Same-sex domestic partner coverage In-network preventive care and well child services paid 100 percent on all medical benefit options Enhanced long-term disability coverage for all employees

4 page 4 Who s Eligible? If you are a regular full-time employee (working 32 hours or more per week) of a TrueBlue company, you are eligible to enroll in the health and welfare benefits described in this enrollment guide on the first day of the first month after you complete 90 days of full-time employment. TrueBlue employees may cover themselves and their dependents. Eligible dependents include a spouse, same-sex domestic partner* and children under age 26. *You can view the full domestic partner policy on My Benefits at When Can I Enroll? Current Employees Each year, TrueBlue holds an open enrollment period during which you can choose a new option or make changes to your current benefit coverage for the upcoming plan year. This is a once-a-year opportunity to select the plans that are right for you and your family. It is important to review the options carefully because your choices will remain in effect for the entire plan year. HOW DO I ENROLL? To enroll, opt out or make changes to your benefits, either go to My Benefits on web site (My Resources, My Benefits) or Newly Eligible Employees Once you become eligible for benefits, you must enroll for coverage by the date defined in your enrollment packet. An notification will be sent to your work approximately four weeks prior to your enrollment deadline. If you miss this date, you will not be permitted to enroll until either the next open enrollment period or after you experience a qualified change in status (See Changing Coverage During the Year for details).

5 page 5 Changing Coverage During the Year You can change your coverage during the year only when you experience a qualified change in status, such as: Marriage, divorce or legal separation Beginning or ending a same-sex domestic partnership Birth, adoption, or a child has been placed with you for adoption Start or stop of adoption proceedings Change in your child s dependent status Death of your spouse, same-sex domestic partner or child Change in your spouse s or same-sex domestic partner s benefit or employee status When a qualified change occurs, you must make your benefit choices and provide supporting documentation within 30 days of the event (in most circumstances) and your benefit changes must be consistent with the event. Please contact WebTPA at for specific information.

6 page 6 What are my Health Care Options? Nothing is more important than your good health. That is why TrueBlue offers you three different medical plans designed to help you and your family live healthier lives. TrueBlue has selected provider networks that provide access to quality care in each market. To find the network chosen for your area, please go to click on Provider Networks, select your company and then your state. High Deductible Health Plan Option The High Deductible Health Plan (HDHP) offers benefits for both in-network and out-of-network services. In return for lower premiums, you share the cost of coverage with co-pays and a higher deductible. Once you reach the plan s annual outof-pocket maximum, the plan pays 100 percent for covered services. Your out-of-pocket expenses are higher when you use providers who do not participate in the network. There is no deductible or co-pay for preventive care or well child care services received from in-network providers. Exclusive Provider Option The Exclusive Provider Option (EPO) covers services provided by physicians, facilities or other health care professionals who belong to a network of providers. There is no deductible or co-pay for preventive care or well child care services received from in-network providers. The EPO does not provide benefits for care received from a non-network provider. You must pay the full cost of your care if you choose to seek care outside the network of providers. Preferred Provider Option The Preferred Provider Option (PPO) offers in- and out-of-network coverage. When you use in-network providers, your out-of-pocket expenses will be lower. There is no deductible or co-pay for preventive care or well child care services received from in-network providers. The PPO option also provides benefits when you use providers who are not within the network. Your out-of-pocket expenses can be higher and a lower percentage of your expenses are covered by the plan when you visit a care provider outside the plan s network. Once you reach the plan s annual out-ofpocket maximum, the plan pays 100 percent for covered services (co-pays may still apply).

7 Medical Highlights Plan Feature HDHP EPO PPO In-Network Out-of-Network In-Network In-Network Out-of-Network page 7 Annual Deductible Individual $1,500 $4,000 $250 $500 $1,500 Family $3,000 $8,000 $750 $1,500 $3,000 Out-of-Pocket Maximum Includes deductible and co-pays Includes deductible Individual $3,000 $7,500 N/A $3,500 $4,500 Family $6,000 $15,000 N/A $7,000 $9,000 Lifetime Benefit Unlimited Physician Services Office Visits Deductible then $30 co-pay $30 co-pay + 50% Routine Preventive 100% 50% deductible waived $20 co-pay 90% covered 60% covered 100% 100% Not covered Well Child Care 100% 50% deductible waived 100% 100% 60% deductible waived Lab and X-ray 80% covered 50% covered Deductible, then 100% covered 90% covered 90% covered Hospital Services Room & Board (pre-certification required: 25% penalty) 80% covered 50% covered $500 co-pay per admission 90% covered 60% covered Outpatient Surgery 80% covered 50% covered 100% after deductible 90% covered 60% covered Emergency Room $150 co-pay, + 80% covered (deductible waved if admitted) $150 co-pay + 50% covered $200 co-pay, (co-pay waived if admitted) 90% covered 90% covered Advocating for You: Case Management Program The Case Management program from Web-TPA is designed to help patients who are experiencing catastrophic high-risk or high-cost conditions. The health care system can often be difficult to navigate, especially if you are already dealing with a serious illness or injury. A case management nurse will work with you, your family and caregivers as a patient advocate and make sure you receive the care you need at a cost-effective price. The nurse develops a thorough understanding of your condition, needs and concerns, and then works with you to help you become knowledgeable about your medical condition and how you can take a greater role in your own care.

8 page 8 Prescription Drug Coverage If you enroll in a TrueBlue medical plan, prescription drug benefits are included. Through this benefit, you can save money for certain medications you take on a regular basis by purchasing these prescriptions by mail order through MedVantx. With mail order prescriptions, you have the convenience of medication delivered to your home. Your prescription drug coverage is in the form of a three-tier benefit structure based on a formulary, which is a list of prescription drugs approved by the plan. Your co-pay varies, depending on the type of prescription. Prescription Highlights Annual Deductible Individual Family Retail Pharmacy (30-day supply) $25 $75 Mail Order (90-day supply) $25 $75 Tier 1 Generic Drugs $12 $36 Under TrueBlue prescription drug coverage, most medications do not need prior authorization. However, some medications may not be covered until your doctor or pharmacist contacts MedImpact for approval. Your safety and care is our top priority, and our prior authorization program helps you and your doctor choose safe medications that provide you with the best value. Tier 2 Brand name formulary drugs Tier 3 Brand name non-formulary drugs $30 $90 $50 $150 Get a 30-day Generic Supply at No Cost! Generic medications use the same formula as higher-priced brand name medications. The FDA agrees that generics are as safe and effective as brand name medications, but usually cost percent less than their brand-name versions. Refills on generics are also often less expensive. Through our incentive program, which provides your first 30-day supply of a generic medication at no cost, you can learn more about whether generics are right for you and how they can help reduce your costs. Talk to your doctor about generic alternatives for the treatment of depression, diabetes, heartburn and more. DID YOU KNOW... Generic Drugs are Safe and Provide the Best Value A formulary is an approved list of safe and effective brand name and generic drugs covered by the plan. Ask your doctor or pharmacist if your prescription is available in generic form.

9 Dental Coverage for a Beautiful Smile page 9 Dental benefits are included when you enroll in a TrueBlue medical plan. The plan helps you pay for most necessary dental services and supplies, including diagnostic and preventive care (such as exams, cleanings and x-rays), and basic and major restorative services (such as fillings, crowns and dentures) subject to age and frequency limits. Dental Highlights Plan Feature Calendar Year Maximum Class I, II, and III Expenses Combined Deductible Individual Family Class I Preventive (exams, cleanings, X-rays, fluoride treatments, sealants and space maintainers) Class II Basic (fillings, anesthesia, oral surgery, injections, endodontics and periodontics) Plan Benefit HDHP, EPO and PPO $1,500 $50 $ % (deductible waived) 80% Class III Major (crowns, dentures and bridgework) 50% Class IV Orthodontia Not Covered Vision Coverage for Good Eyesight TrueBlue medical plans also include vision benefits to reduce eye care expenses for you and your family. Vision Highlights Services Eye Exam Frames Single Vision Lenses Bifocal Lenses Trifocal Lenses Contact Lenses Plan Benefit HDHP, EPO and PPO $20 Co-pay Up to $150 combined maximum per calendar year, including prescription sunglasses.

10 page 10 How Much Do the Plans Cost? You and TrueBlue share the cost of your coverage. In general, TrueBlue pays about 75 percent of the cost of medical/dental/vision/pharmacy coverage and your share as an employee is approximately 25 percent. The chart below shows your premium costs, which are determined by your annualized salary. Medical/Dental/Vision/Pharmacy Coverage Costs Employees with (Annualized) Salaries Less Than $37,000 Bi-weekly Premiums HDHP EPO PPO Employee $30.00 Employee $36.92 Employee $ Employee + Spouse* $96.92 Employee + Spouse* $ Employee + Spouse* $ Employee + Children $76.15 Employee + Children $ Employee + Children $ Family** $ Family** $ Family** $ Employees with (Annualized) Salaries $37,000 or More Bi-weekly Premiums HDHP EPO PPO Employee $39.23 Employee $53.08 Employee $ Employee + Spouse* $ Employee + Spouse* $ Employee + Spouse* $ Employee + Children $ Employee + Children $ Employee + Children $ Family** $ Family** $ Family** $ * Includes a spouse or same-sex domestic partner. Bi-weekly premiums for domestic partners will be taken from your paycheck post tax. Employees are responsible for paying imputed income tax on the value of the domestic partner coverage that is paid by TrueBlue. You are strongly encouraged to consult a tax advisor and to view the complete Domestic Partner policy on MyBenefits at ** Includes spouse or same-sex domestic partner and children under age 26.

11 Live well. Take Care of Yourself. Stronger You, Stronger Blue Wellness Program page 11 As a TrueBlue employee, you can participate in our Stronger You, Stronger Blue wellness program, designed to help our employees lead healthier, happier lives. TrueBlue provides this program at no cost to you. New in 2012: As part of TrueBlue s commitment to our employees overall wellness, Stronger You, Stronger Blue now includes an annual visit to your doctor for wellness and preventive care services. This visit, which replaces the previous premium incentive program, will enable you and your doctor to evaluate your overall health and risk of diabetes, heart disease, stroke and other potential life-threatening conditions. Stronger You, Stronger Blue also offers health and wellness information on MyBenefits at Getting advice on how to address your individual risk factors, such as high blood pressure or high cholesterol, and lead a healthier lifestyle is as simple as logging on and creating a profile. Employee Assistance Program Because unresolved personal issues can affect every aspect of a person s life, including work performance, TrueBlue offers U.S. employees and their eligible dependents the Employee Assistance Program (EAP) from Liberty Mutual immediately upon hire. For confidential assistance with nearly any personal matter you may be experiencing, call the EAP at or log on to (password: MLAS- SIST). Counselors can provide free access to referrals and information on a wide variety of topics such as stress on the job, finding a babysitter, divorce, addiction and recovery, parenting and more.

12 page 12 Tax-Saving Flexible Spending Accounts for Health and Dependent Care You can set aside money in a Flexible Spending Account (FSA) to pay for certain health and dependent care expenses. Because your FSA contribution is deducted before taxes are taken, it lowers your taxable income and increases your take-home pay. You keep track of eligible expenses, which are reimbursed with your own untaxed dollars. TrueBlue offers two FSAs: one for your health care expenses and those of your eligible dependents, and one for dependent care expenses. You may participate in one or both of these FSAs. Only expenses for services incurred during the plan year while you are actively employed are eligible for reimbursement from your account(s). Health Care Spending Account Debit Card When you enroll in a Health Care FSA, you will receive the Benny debit card a pre-paid debit card that works with your Health Care Spending Account (note: it can not be used with the Dependent Care Reimbursement Account). Use the Benny debit card to pay for your eligible out-of-pocket medical expenses at approved merchants and providers; the money is automatically deducted from your spending account. Visit (Diversified Benefit Services) to learn more about how to use your Benny card and FSA for eligible products and services. You ll also find online tools, including calculators, to help you plan your contributions. Health Care Flexible Spending Account FSA funds can be used to pay for your eligible medical, dental, vision and prescription drug expenses, including co-pays and deductibles, with pre-tax dollars. Note: Over-the-counter drugs without a prescription are no longer reimbursable under this account. The maximum amount you can contribute is $2,000 per year.

13 Dependent Care Reimbursement Account FSA funds can use pre-tax dollars to reimburse you for dependent care expenses including child care. You (or you and your spouse) must work or attend school full-time for your expenses to be eligible. An eligible dependent is a child under age 13 or any dependent that is incapable of self-care, spends at least eight hours a day in your home, and whom you claim on your tax return. page 13 The maximum amount you can contribute to a dependent care reimbursement account is: $5,000 per year for single employees or those who are married filing jointly; $2,500 per year for married employees filing separately. When estimating your day care expenses, remember you may not have expenses for weeks of vacation, illness, or other times your dependent receives free care. IRS Use-It-or-Lose-It Rule FSAs offer sizable tax advantages. The trade-off is that these accounts are subject to strict IRS regulations, including the use-it-or-lose-it rule. According to this rule, you must forfeit any money left in your account(s) after your expenses for the year have been reimbursed. The IRS does not allow the return of unused account balances at the end of the plan year and remaining balances cannot be carried forward to a future plan year. If you are unable to estimate your health care and dependent care expenses accurately, it is better to be conservative and underestimate rather than overestimate your expenses. DID YOU KNOW? Flexible Spending Accounts (FSAs) for Health and Dependent Care are easy to manage. You will need to keep track of your paperwork, but the reimbursement process especially with the Benny card makes it easy.

14 page 14 Disability Coverage If you are an employee with full-time status (working 32 hours or more per week) and are benefit eligible, TrueBlue automatically provides you with short-term and long-term disability coverage from Liberty Mutual at no cost to you. Short-Term Disability Short-term disability (STD) replaces a portion of your income if sickness or injury limits or stops you from working for a short period of time. You must also have at least a 20 percent or more loss in your earnings. After 14 consecutive days of disability, you would be eligible for 50 percent of your weekly compensation, up to a weekly maximum of $1,000, for a maximum of 11 weeks. Long-Term Disability Long-term disability (LTD) continues a portion of your income if you are limited or unable to perform your regular job duties for an extended period of time due to illness or injury. If you become disabled, and suffer at least a 20 percent or more earnings loss, the plan begins to pay you a monthly benefit 90 days after the start of your disability. LTD works with Social Security and any other group disability coverage to provide you with a combined monthly benefit equal to 60 percent of your monthly compensation (up to $2,000, $5,000, or $10,000 per month, depending on your class of benefits) for the length of your disability or five years, whichever is less. Life Insurance Life insurance protects your family or other beneficiary if your death occurs while you are actively employed by TrueBlue. Your coverage amount will be paid to the beneficiary of your choice. Benefits for the loss of a dependent are paid to you. TrueBlue provides all benefit eligible employees with Basic Employee Group Term Life and AD&D Insurance, paid for by TrueBlue, in the amount of $20,000. If your death is due to an accident, your beneficiary will receive an additional amount through Accidental Death and Dismemberment (AD&D) coverage. Your AD&D coverage is equal to your life insurance coverage amount. AD&D benefits may be payable if you pass away, lose a limb, or have a loss of speech, hearing, or eyesight because of a covered accident (either on or off the job) and the loss occurs within one year of the covered accident. The payable amount of your AD&D benefit depends on the type of loss. In the event of death due to an accident, your beneficiary may receive both your life and AD&D benefits.

15 Employee-Paid Additional Voluntary Life Insurance You may purchase additional Voluntary Life Insurance for yourself in multiples of $10,000, up to a maximum benefit of $500,000 or five times your annual salary, whichever is less. If you are enrolled, you may also choose coverage for your spouse in multiples of $5,000 (not to exceed 100 percent of your policy coverage) and for your eligible child(ren) in $2,000 increments up to a maximum of $10,000. page 15 Note: Death benefits for dependents from birth to six months of age will be $1,000, regardless of the coverage elected. Any amount of coverage for yourself as an employee greater than $200,000 or spouse coverage greater than $50,000, or any coverage amount if you are applying beyond your initial eligibility period, will require proof of good health and approval by Liberty Mutual prior to that amount of coverage becoming effective. Coverage may not be increased after a reduction. If you reduce the amount of your own life insurance coverage, any coverage for your spouse will be reduced by the same percentage at the same time. Note: It is important to designate a beneficiary or beneficiaries so that any life insurance benefits are paid according to your wishes. A primary beneficiary is the person you name to receive benefits if you die, and a contingent beneficiary is someone you name to receive benefits if the primary beneficiary is deceased. Beneficiary designation forms are available on the Benefits Home Page at See Life & Disability section. Child Voluntary Life Insurance Age Child Voluntary Life Coverage Amount Six months to 19 years (23 if a full-time student) $2,000, $4,000, $6,000, $8,000 or $10,000

16 Ask the Experts If you still have questions after reviewing this guide and your other enrollment materials, you may contact our carriers and administrators directly. For Questions About... Contact Medical/Dental/Vision, Claims, Enrollment, Provider Issues, Precertification, Utilization Review, Disease Management, Case Management Web-TPA Mail Order Prescriptions MedVantx Retail Pharmacy MedImpact Flexible Spending Account Diversified Benefit Services, Inc Disability Claims Liberty Mutual Life /AD&D/Premium Waiver Claims Liberty Mutual (k) Plan Principal Financial Group Plan # Employee Stock Purchase Program Computershare Member Services: Employee Assistance Program Bensinger, DuPont & Associates (MyLibertyAssist) Password: MLASSIST QUESTIONS? Important Note: This brochure is intended to provide you with general information about your benefits under the TrueBlue Benefit Plan; it is not intended to fully describe all of the Plan s features, limits and rules. The Plan is maintained according to comprehensive official plan document(s). In the event that there is a conflict or ambiguity between this brochure and the Plan document(s), the terms of the Plan document(s) will govern. You may request a copy of the Plan document(s) from the Benefits Department. The company reserves the right to amend or terminate the Plan at any time. Write them down here and then ask an expert.