Benefits. Enrollment Guide Enroll between November 1 13, 2010

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1 Benefits Enrollment Guide 2011 W a k e F o r e s t U n i v e r s i t y H e a lt h S c i e n c e s Human Resources 2011 Wake Forest University Baptist Medical Center is committed to providing cost-efficient benefit plans that can respond to the changing needs of our faculty and staff. Our program recognizes that our faculty and staff are diverse, and everyone s benefit needs are not the same. Since we offer a variety of benefit coverages, as your personal situation changes, you can respond by choosing benefits that are right for you. Enroll between November 1 13, 2010 Make Sure You Enroll Take action by enrolling online and on time to get the benefits you want. If You Want to Make Changes: If you want to make changes to your benefit elections and/or enroll in a Health Care, Dependent Care or Medical Center Child Care Spending Account, you must enroll online either at work or from home. If You Don t Want to Make Changes: You do not have to enroll if you want to keep your current elections and you do not want to participate in a spending account. All of your current elections automatically will carry over for 2011, except for any current spending account elections, which will revert to $0 contributions. Take This Opportunity to Review Your Benefits: Even if you want to keep your current benefit elections, it still is a good idea to go online to verify your personal information (address, dependent information, etc.) and make any necessary corrections. Attend the annual Benefits Fair: Please join us for our annual benefits fair on November 3, 2010 from 7 am to 4 pm. We will be located at the back of the Ardmore Cafeteria. Representatives of various employee benefits will be there to answer questions regarding the benefits plans and to help Medical Center faculty and staff make informed open enrollment decisions. Inside this Guide Your Benefit Program at WFUBMC... 2 What s New or Changing... 2 Your Choices at Annual Enrollment... 3 Health Plan Highlights... 4 Health Plan Cost... 6 Dental Plan and Cost... 7 Other Benefits... 8 A Final Word About Health Care Coverage... 9 Important Benefit Contacts Remember, you must re-enroll in any spending account elections each year to continue participation. Your new benefit elections will begin on January 1, Let s Be Frank 2010 Staff and Faculty Commitment Survey October 25 November 15, 2010 See additional details on the infinet.

2 Your Benefit Guide The Medical Center benefits program is designed to provide you and your family with a competitive program of benefits. The program includes health and dental benefits to keep your family healthy. It also offers important financial protection in the event of illness, disability or death, and offers savings opportunities to help you build a financially secure retirement. For more details on how the program works, refer to the plan documents and policies that govern the operation of each plan. The plan documents and policies are available at the Benefits Office and online at the HR Web site. It s up to you to make the most of what is available. Each year, you have a one-time opportunity to consider your benefit choices and make changes. This guide is designed to make enrollment easy. It includes information on how to enroll and a summary of your benefit choices for You may change these benefits only during annual enrollment or if you have a qualified family status change during the year. If there are differences between this enrollment guide and the official plan documents and policies, the plan documents and policies will govern. This guide is not a contract of employment. Enroll between November 1 13, Benefits at a Glance What s New? No co-pays for primary care at Wake Forest Baptist physicians. Lower co-pays ($20 reduced from $30) for specialist at Wake Forest Baptist physicians. Lower individual deductible ($300 reduced from $500) for the health plan. 30-day Short Term Disability option added for staff. Elimination of Evidence of Insurability for Short Term Disability. Dependent life options added for spouse only and children only. Health Care Reform enhancements including: adult children eligible to age 26 (includes health, dental, vision and dependent life). no lifetime maximums. no pre-existing conditions for children to age 19. Over the counter drugs no longer allowed for reimbursement under flexible spending accounts. Health insurance costs for 2011 will remain very competitive for Wake Forest Baptist faculty and staff in 2011, with a rate increase well below the national average. Premiums for full-time faculty and staff will increase between $1 and $3 pre-tax for individual coverage and between $2 and $10 for family coverage. MedCost will continue to be the health plan administrator for 2011 and Change Your Voluntary Retirement Plan Contributions or Allocations Anytime You may change the amount of your 403(b) Voluntary Retirement Plan contributions at any time throughout the year by using Peoplesoft self-service. Also, you may change your investment fund allocations for both the 401(a) and 403(b) plans throughout the year by contacting your fund sponsors. 2

3 Your Choices at Annual Enrollment A Note About Your Eligible Dependents You can enroll your eligible dependents for certain coverages. These dependents include your spouse and same sex domestic partner for health, dental, vision and dependent life coverages and your children under age 26. Children who are mentally or physically handicapped may remain covered beyond the normal age limits if they have not been married, cannot support themselves and rely on you for primary support and care. Enroll Online at Work You can enroll from any computer that has access to the Wake Forest University Baptist Medical Center (WFUBMC) Intranet page. For your added convenience there are computers set up in the Carpenter Library, the Allegacy Cyber Cafe, or in the HR Office on the 4th floor of Piedmont Plaza, Building 1 from November Keep in mind that you can review your elections anytime during the enrollment period and make any necessary changes. You should print a confirmation of your changes after you have submitted your election. Enroll Online from Home You can enroll from your home computer by going to > About Us > Employee Portal. After you log into self-service and select Open Enrollment, you ll see the benefit options based on your job status. Making a Change During the Year After November 13, 2010, you may not make changes in your benefit elections until the next annual enrollment period unless you have an IRS-qualified family or employment status change. Because of the way certain benefits are deducted from your salary before being taxed, the Internal Revenue Service only allows changes after enrollment for family status changes such as divorce, marriage, the birth of a child, adoption, a child s aging-out of your coverage or death. If you have a status change, you may be allowed to change your benefit choices within 31 days of the change. Any change in your elections must be consistent with your family status change. After you have completed this process, your new elections will remain in effect until the following annual enrollment period or until you make another family status change request, whichever comes first. Need Help Enrolling Online? We have enrollment assistants ready to guide you through the process: Where: Piedmont Plaza, Building 1, Human Resources on the 4th floor When: Monday Friday, November 1 13, 2010 Hours: 8 am to 5 pm The enrollment assistants can answer your benefit questions and quickly get you enrolled and on your way. If you are not making benefit changes for 2011, it s still a good time to go online to verify your personal information (address, dependent information, etc.) and make any necessary corrections. The Medical Center provides a variety of benefit coverages and options so you can create a personal benefit program that will meet your needs. Keep reading for an overview of the benefit options available to you. For more detailed information about each benefit area, refer to your summary plan descriptions (SPDs) online at the Medical Center infinet or call the Benefits Office in Human Resources at The Health Plan is an open access preferred provider organization (PPO) that is administered by MedCost Benefit Services. 3

4 Health Plan Highlights Deductibles Plan Benefits Network Out of Network Value Network Benefits Only Individual $300 $1,000 $1,000 Family $750 $2,500 $2,000 Annual Out-Of-Pocket Maximum Plan Benefits Network Out of Network Value Network Benefits Only Individual $1,000 $3,000 $2,000 Family $2,500 $6,875 $6,250 includes deductibles and and excludes co-pays Physician Office Visits Co-Pay Plan Benefits Primary Care Physician WFUBMC/CP/LexMed Other PCP s Specialist WFUBMC/CP/LexMed Other Specialist General Pediatrician WFUBMC/CP/LexMed Other Pediatricians Maternity Physician The expectant mother is responsible for one co-pay at the initial OB/GYN visit Network $0 $30 $20 $60 $0 $15 Out of Network after deductible after deductible Value Network Benefits Only $0 $30 $60 $60 after deductible $15 $20 $60 $20 Maternity Hospital charges if enrolled in Smart Starts prenatal program in the first trimester. 10% 30% Maternity Hospital charges 30% Mental Health & Substance Abuse You must call for coverage Inpatient 10% Outpatient: Medcost PCP Co-pay applies No coverage 70% after deductible 4

5 Health Plan Highlights (continued) Hospital and Surgical Fees Plan Benefits Network Out of Network Value Network Benefits Only Inpatient Hospital Care NCBH Only Other Facilities Outpatient Hospital Care NCBH Only Other Facilities Surgeon/Physician Fees WFUP Surgeon/Physician Fees Non-WFUP Emergency Room Co-Pay 10% 30% 10% 30% 10% 30% 30% 30% 30% If not admitted $130 $130 $130 If admitted $0 $0 $0 Urgent Care Center $45 $45 $45 Please Note: Out of Network Pediatricians For all Primary Pediatric visits, your co-pay is $15 unless you utilize a WFUP/ Community Physicians/LexMed pediatricians then you have no co-pay. There is no co-pay for well baby checkups up to age 16 under the and Value Plans. Pediatric Specialists Co-pays for visits to pediatric specialists are the same as the specialist copay: $20 for WFUP and Community Physicians, and $60 for non-wfup. OB/GYN Physicians For routine care (such as PAP smears), the plan pays 100%. For non-routine care, OB/GYN physicians are considered specialists and have a $20 or $60 co-pay. Pregnancy is considered a specialist visit and one co-pay is charged with no co-pays on repeat visits. Inpatient care requires pre-certification Infertility Services $15,000 Lifetime Maximum Dollar limit applies to Medical and Rx combined. Member pays 20% of contracted price of prescriptions, which must be filled at NCBH pharmacy. Covered as other medical conditions except for dollar limits. Services must be through the Wake Forest University Baptist Medical Center Program. Must have 3 years of continuous service at the Medical Center and the patient must be insured by this health insurance plan for 3 continuous years. 5

6 Health Plan Costs If You Are Paid Bi-Weekly, Your Payment Is: If You Are Paid Monthly, Your Payment Is: Full-Time Staff Part-Time Staff Full-Time Staff Full-Time Faculty Part-Time Staff Full-Time Limited Faculty Plan You only $52.15 $ $ $ You plus child(ren) $ $ $ $ You plus spouse/qualified same sex domestic partner $ $ $ $ You plus family $ $ $ $1, Value Plan You only $42.00 $ $91.00 $ You plus child(ren) $80.77 $ $ $ You plus spouse/qualified same sex domestic partner $ $ $ $ You plus family $ $ $ $ Smart Starts Prenatal Program If you or your spouse/same sex domestic partner are pregnant, you probably have many questions and need sound medical advice. MedCost offers a special program for patients who are pregnant by answering difficult questions. This program can also help prevent complications by teaching patients healthy habits and providing practical tips. Registered nurses with a wealth of experience work to identify an expectant mother s risk factors and minimize those risks through follow-up calls during pregnancy and after the baby is born. Only 9.3% of babies born to Smart Starts participants are considered premature versus the national average of 12.3%. And, only 7.1% of Smart Starts babies have low birth weights as compared to the national average of 8.2%. If the mother-to-be enrolls in the Smart Starts Prenatal Program during the first trimester of pregnancy, plan benefits are as follows: Under the Plan You pay 10% coinsurance for maternity services received from any MedCost network provider after you meet the deductible. If you do not enroll in Smart Starts, you pay 30% for network maternity services after deductible. Under the Value Plan You pay 30% coinsurance for maternity services received from any MedCost network provider after you meet the deductible. If you do not enroll in Smart Starts, you pay for network maternity services after deductible. For more information about the Smart Starts Prenatal Program, call

7 Dental Plan The Medical Center offers two dental coverage options: Dental High Option or Dental Low Option. Both options cover services up to the reasonable and customary (R&C) charge. Plan Feature High Option Low Option Annual Deductible (does not apply to preventive care or orthodontia) $50 Individual; $150 Family $50 Individual; $150 Family Annual Maximum (does not include orthodontia) $1,750 $750 Orthodontia Lifetime Maximum $2,000 Not covered Preventive Care (includes: oral exams [2 per year], prophylaxis [2 per year], topical fluoride up to age 15 [2 per year], emergency treatment of pain, bitewing x-rays [1 per year], full mouth services [once every 3 years], sealants, space maintainers) Restorative and Surgical Services (includes: anesthesia, office visits, pulp cap, root canal, periodontal scaling, replantation, oral surgery) Prosthetics (includes: bridges, dentures, partials, inlays, onlays, crowns) Orthodontia and Dental Implants (includes: treatment plan, retention appliance, full-banded orthodontia, and fixed or removable appliance for tooth guidance) 100%, no deductible 100%, no deductible 80% after deductible 80% after deductible after deductible Not covered, no deductible Not covered Dental Plan Costs Option A Dental High Option Option B Dental Low Option Full-Time Staff Full-Time Faculty Part-Time Staff Full-Time Limited Faculty Full-Time Staff Full-Time Faculty Part-Time Staff Full-Time Limited Faculty Biweekly Deductions You only $7.38 $20.77 $4.38 $11.54 You plus children $13.85 $42.46 $7.38 $22.15 You plus spouse/qualified same sex domestic partner $14.31 $42.92 $7.85 $23.54 You plus your family $18.00 $55.38 $9.69 $29.54 Monthly Deductions You only $16.00 $45.00 $9.50 $25.00 You plus children $30.00 $92.00 $16.00 $48.00 You plus spouse/qualified same sex domestic partner $31.00 $93.00 $17.00 $51.00 You plus your family $39.00 $ $21.00 $

8 Vision Plans An annual eye exam is provided to all faculty and staff and dependents enrolled in either the or Value medical plans with a $15 co-pay at a Superior Vision network provider. Use your Superior Vision Card when you seek services at a Superior Vision network provider. If you are not enrolled in either health plan, you are still eligible to enroll in the Vision plan, which will provide you with an annual eye exam and the same eye wear benefit for glasses and contact lenses. Please see the benefits website for pricing and more information about this benefit. Finding Providers For a list of providers in your area, visit Superior Vision s web site at Spending Accounts WFUHS offers three spending accounts that let you pay for certain out-of-pocket health care and dependent care expenses with tax-free dollars. Effective 1/1/2011 over the counter drugs will no longer be an IRSapproved health care expense for flexible spending. Health Care Spending Account covers any IRS-approved health care expenses not paid by any other health care plans, such as deductibles, co-pays, eye glasses and hearing aids. You can contribute up to $8,000 annually. Dependent Care Spending Account covers child or elder dependent care expenses incurred so that you (and your spouse, if you are married) can work or attend school full-time. This includes care for your children under age 13 (or an elderly parent) in your home, an individual s home, or a licensed day care center. You can contribute up to $5,000 a year (or up to $2,500 if you are married and file separate tax returns). Children s Choice Learning Center Spending Account (available to full-time faculty and staff) lets you pay for child care at Children s Choice Learning Center on a before-tax basis. You can contribute up to $5,000 a year (or $2,500 if you are married and file separate tax returns). To participate in a spending account, you must enroll each year during annual enrollment. Spending account elections do not roll over to the next plan year. A direct deposit option is available for the flexible spending accounts. Note: If you contribute to both the Dependent Care Spending Account and the Children s Choice Learning Center Spending Account, your combined contributions are limited to $5,000. Health Care Flex Spending Debit Card If you participate in the Health Care Flex Spending Account in 2011, you automatically will receive a Benefits Debit Card that lets you pay eligible health care expenses with a simple swipe of the card. If you currently have a debit card please do not discard. Your 2011 election will be automatically added to your existing card. Life and AD&D As WFUHS faculty and staff, you automatically receive basic life insurance and accidental death and dismemberment (AD&D) coverage at no cost to you equal to one times your annual salary, rounded up to the next $1,000 (up to $200,000). Supplemental Life Insurance If you think you need more coverage than the basic coverage provides, you may buy supplemental life and AD&D insurance equal to one, two, three, or four times your basic annual salary, rounded up to the next $1,000, subject to approval by Standard Life. Dependent Life Insurance You also may purchase life insurance for your spouse/ same sex domestic partner and your eligible children in the amount of: $10,000 or $25,000 spouse or child/ children, subject to approval by Standard Life. 8

9 Disability Disability coverage pays a benefit if you are sick or injured and unable to work. Short Term Disability (STD) pays a weekly benefit of 60% of your pay. Benefits begin after 31 or 61 consecutive days of hospitalization, sickness, or injury and continues (as long as you are disabled) for up to 26 weeks. STD benefits will end on the date LTD benefits become payable to you. Short term disability is an employee-paid option. Long Term Disability (LTD) benefits begin after you have been disabled for more than 180 days. The coverage ensures that you will receive 60% of your pay for the duration of your disability until age 65 (or older, if your disability begins on or after age 62) or until other plan limitations have been met. LTD coverage is a WFUHS-paid benefit for full-time and eligible part-time faculty and staff. Annual Influenza Inoculation Influenza vaccination is a proven way to protect our patients, and we are pleased to be at the forefront of inoculation compliance among health care workers. Wake Forest Baptist now requires annual influenza inoculation for all faculty, staff, students, volunteers, trainees and anyone else entitled to wear the Medical Center s identification badge. Please check infinet for more details. A Final Word About Health Care Coverage The Health Insurance Portability and Accountability Act of 1996, also known as HIPAA, requires employers who offer group health coverage to provide certain rights for employees, as described below. Health Certificates If your health coverage under the NCBH Benefit Program ends, you and your covered dependents will receive a certificate that shows your period of health coverage. You may need to furnish the certificate to another employer if you become eligible for another group health plan that excludes coverage for certain medical conditions that you have before you enroll (called pre-existing conditions). You also may need the certificate to buy an insurance policy for yourself or your family that does not exclude coverage for pre-existing conditions. You and your dependents may also request a certificate within 24 months of losing medical coverage through MedCost by calling , option 3. Mastectomy Breast Reconstruction The Women s Health and Cancer Rights Act of 1998 guarantees coverage to any health plan member who is receiving benefits in connection with a mastectomy and who elects breast reconstruction in connection with that surgery. Patients are entitled to coverage for: Reconstruction of the breast on which the mastectomy has been performed; Surgery and reconstruction of the other breast to produce symmetrical appearance; and Prostheses and treatment of physical complications in all stages of the mastectomy, including lymphedemas (swelling associated with the removal of the lymph nodes). These services will be provided in a manner determined in consultation with the attending physician and the patient. Coverage for these services is subject to applicable deductibles, coinsurance or copays. Newborn Mothers Health Protection Act Under federal law, WFUHS may not restrict health plan benefits for the mother or newborn child to less than: 48 hours for any childbirth-related hospital stay following a vaginal delivery 96 hours following a delivery by caesarian section. However, the mother s or newborn s attending physician may discharge the mother or newborn earlier than 48 hours (or 96 hours as applicable) after consulting with the mother. (continued) 9

10 A Final Word About Health Care Coverage (continued) Also, under federal law, WFUHS may not set the level of benefits or out-ofpocket costs so that any later portion of the 48-hour (or 96-hour) stay is treated less favorably for the mother or newborn than any earlier portion of the stay. In addition, WFUHS may not, under federal law, require that a physician or other health care provider obtain authorization to prescribe a length of stay of up to 48 hours (or 96 hours). However, to use certain providers or facilities, or to reduce your out-ofpocket costs, you may be required to obtain precertification. Qualified Medical Child Support Orders If qualified medical child support court order (QMCSO) issued in a divorce or legal separation proceeding requires you to provide health coverage to a child who is not in your custody, you may do so. To be considered qualified, a medical child support order must include: name and last known address of the parent who is covered under this plan; name and last known address of each child to be covered under this plan; type of coverage to be provided to each child; and period of time the coverage is to be provided. QMCSOs should be sent to the plan administrator. Upon receipt, the plan administrator will notify you and describe the plan s procedures for determining if the order is qualified. If the order is qualified, you may cover your children under the plan. As a beneficiary covered under the plan, your child will be entitled to information that the plan provides to other beneficiaries under ERISA s reporting and disclosure rules. Read This if You are Eligible for Medicare On January 1, 2006, a new Medicare prescription drug coverage was made available to those eligible for Medicare under the Medicare Part D coverage. If you are eligible for Medicare and plan, at retirement, to participate in the prescription drug coverage offered through the Wake Forest University Health Sciences Retiree Medical Plan, you should know that the WFUHS prescription drug coverage is considered creditable coverage, based on our determination. This means the Retiree Medical Plan expects to pay, on average for all plan participants covered by the plan, as much as or more than the standard Medicare prescription drug coverage. Because WFUHS Retiree Medical Plan participants have creditable coverage, they have an option of continuing existing prescription drug coverage or enrolling in the Medicare prescription drug coverage. However, because WFUHS Retiree prescription drug coverage is creditable coverage, retirees can choose to join a Medicare prescription drug plan later without having to pay a higher premium due to late enrollment. Retirees will have the opportunity to enroll in a Medicare prescription drug plan each year between November 15 and December 31. IMPORTANT: Retirees covered under the WFUHS Retiree Medical Plan who decide to enroll in a Medicare prescription drug coverage and drop WFUHS Retiree prescription drug coverage need to be aware that they may not be able to get this coverage back. Also, retirees who drop WFUHS Retiree prescription drug coverage and have a break in credible coverage of 63 days or more before enrolling in the Medicare prescription drug coverage may be subject to paying higher premiums for coverage. Contact Human Resources if you require further information about WFUHS Retiree Medical Plan coverage and/or Medicare Part D. Dependent Coverage to Age 26 A Provision of the Patient Protection and Affordable Care Act The Patient Protection and Affordable Care Act (Public Law ), which was passed on March 23, 2010, as part of Health Care Reform, contains a provision requiring health plans that offer dependent coverage to provide coverage for all children to age 26. The law is effective for plan years beginning on or after September 23, 2010 (six months following the date of enactment of the law). This notice is being furnished to you in compliance with the requirements of the law. Children under age 26 who were not eligible, or whose coverage ended due to an age limitation, are now eligible to enroll or re-enroll in the plan. A special enrollment period is being offered for this purpose; contact your Plan Administrator for the dates of the special enrollment period. Coverage begins on the first day of the plan year beginning thereafter. Children under age 26 are eligible for coverage without regard to student status, marital status, primary residence status, tax dependent status, or the amount of financial support from the parent. Coverage/premiums for children under age 26 will be the same as that offered to other dependent children. If the parent/employee is not enrolled in the plan but is otherwise eligible, and a child qualifies for this new enrollment opportunity, the parent may enroll along with the child. The child may enroll in any benefit package option that is offered under the plan, thereby allowing the parent to switch benefit package options. 10

11 If both parents of the eligible child have employer-sponsored coverage, the child may enroll in either plan. Neither plan can deny enrollment. A child who qualifies for this new enrollment opportunity and is currently covered under COBRA may terminate COBRA coverage and enroll as a dependent of an active employee. A child who enrolls under this provision will be required to provide proof of Creditable Coverage, and will be subject to the preexisting condition limitations of the plan if there has been a lapse in coverage of more than 63 days. Coverage will end on the child s 26th birthday, or until coverage otherwise terminates as defined by the plan (refer to the SPD). Optional: (Please delete before distribution if your plan is not a grandfathered plan.) Since this plan is considered a grandfathered plan under this law, adult children under age 26 who are eligible for other employer-sponsored health coverage (even if not enrolled) are not eligible for coverage under this plan. An employee who wishes to enroll their adult child must sign an attestation form stating that the adult child is not eligible for other employersponsored health coverage. Lifetime Limit on Health Care Benefits No Longer Applies; Special Enrollment Opportunity is Available A Provision of the Patient Protection and Affordable Care Act The Patient Protection and Affordable Care Act (Public Law ), which was passed on March 23, 2010, as part of Health Care Reform, contains a provision requiring health plans to remove lifetime limits on health care benefits. The law is effective for plan years beginning on or after September 23, 2010 (six months following the date of enactment of the law). This notice is being furnished to you in compliance with the requirements of the law. The lifetime limit on the dollar value of benefits under the health plan offered by Wake Forest Health Sciences no longer applies. Individuals whose coverage ended by reason of reaching a lifetime limit under the plan, but who otherwise remain eligible for the plan, are now eligible to re-enroll in the plan. A special enrollment period is being offered for this purpose; contact your Plan Administrator for the dates of the special enrollment period. Individuals have 30 days from the date of this notice to request re-enrollment. Coverage begins on the first day of the plan year beginning after reenrollment. Individuals who were on COBRA at the time coverage ended by reason of reaching a lifetime limit under the plan are also eligible to re-enroll. Coverage will begin on the first day of the plan year beginning after enrollment. Coverage will continue until the remaining COBRA period is exhausted (for example, if the individual had 6 months of COBRA coverage remaining when coverage was lost, coverage under this provision will extend for 6 months only.) Coverage/premiums for individuals who enroll under this provision will be the same as those offered to other active plan participants or COBRA participants, whichever is applicable. Individuals who enroll under this provision will be required to provide proof of Creditable Coverage and will be subject to the preexisting condition limitations of the plan if there has been a lapse in coverage of more than 63 days. Grandfathered Plan Status A Provision of the Patient Protection and Affordable Care Act The Patient Protection and Affordable Care Act (PPACA), which was passed on March 23, 2010, as part of Health Care Reform, contains a provision that permits a health plan that was in effect on the date of passage to deem itself grandfathered and preserve certain basic health care coverage. This notice is being furnished to you in compliance with the requirements of the law. The group health plan offered by Wake Forest University believes it is a grandfathered health plan under PPACA. As permitted by PPACA, a grandfathered health plan can preserve certain basic health coverage that was already in effect when that law was enacted. Being a grandfathered health plan means that your plan may not include certain consumer protections of PPACA that apply to other plans; for example, the requirement for the provision of certain preventive health services without any cost sharing. Grandfathered health plans must, however, comply with certain other consumer protections in PPACA; for example, the elimination of lifetime limits on benefits. Questions regarding which protections apply and which protections do not apply to a grandfathered health plan, and what might cause a plan to change from grandfathered health plan status can be directed to your plan administrator. Contact the benefits department at The following website contains answers to frequently asked questions about grandfathered plan status: grandfathering.html. 11

12 Important Benefit Contacts If you have questions about enrollment or need help enrolling online, you can visit one of the on-site enrollment centers or contact the Benefits Department in Human Resources at Benefit Provider Contact Information Benefit Provider Telephone Web Address Health and Dental MedCost Customer Service Carolina Behavioral Health Spending Accounts MedCost Retirement Investment Sponsors TIAA-CREF Vanguard American Century Credit Unions Allegacy Federal Credit Union or Summit Credit Union or Forsyth County Child Care Referral Davidson County or Elder Care Choices Senior Services or Human Resources Medical Center Boulevard Winston Salem, NC Wake Forest University Health Sciences Enroll between November 1 13, 2010