SPEEA / IFPTE Local 2001 Version 1.2

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1 SPEEA / IFPTE Local 2001 Version 1.2

2 BOEING PROVIDES EXCELLENT RESOURCES TO ASSIST YOU WITH ANNUAL OPEN ENROLLMENT.

3 Discussion Topics / Agenda Dates and Details Medical & Dental Plan Changes & Choices Voluntary Benefit Plans Disability Plan Changes Flexible Spending Account (FSA) Health Assessment Questions

4 AOE Packets mailed out on/around October 30 Annual Open Enrollment: From November 7 to November 28 Changes Become Effective January 1, 2018 Confirmation Of Election (COE) Letter mailed out. 20 days from date on COE to correct a mistake OPEN YOUR MAIL and SEE HOW YOU ARE COVERED CORRECT MISTAKES within in the timeline

5 All Medical Plans Changing Time to revisit if you are in the correct plan Redesigned Advantage+ likely the best option if HSA eligible Mental Health & Substance Use Disorders Beacon Health (formerly Value Options) replaced with Blue Cross Blue Shield of Illinois (BCBSIL) Health Assessment $20/$40 Penalty for non-compliance Long Term Disability Changing From 60% employee paid to 50% company paid Voluntary 10% buy-up available to return to 60% New Global Health Plan & Medical Benefits Abroad

6 Medical Plans & Premiums 1. Traditional Medical Plan (PPO) 5% Premium Contribution 2. Select Network (EPO) & Selections Plus 12% Premium Contribution Required 3. Kaiser Permanente and other HMOs 12% Premium Contribution Required 4. Advantage+ (HSAQ-HDHP) Negative Premium Contributions (Boeing Pays You) Lower Deductibles & Higher HSA Contributions

7 90.0% 2017 Puget Sound Medical Plan Enrollment Medical Enrollment by Plan 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% Traditional Medical Plan Select Network Plan Group Health Cooperative HMO Advantage+ health plan

8 Projected Enrollment In Advantage+ plan increases dramatically 90.0% 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% Traditional Medical Plan Select Network Plan Group Health Cooperative HMO Advantage+ health plan

9 Traditional, Advantage+ and Select Network Boeing pays claims with cash on hand Smoke-free campus & Health Screenings Since the self-funded plans are being modified, they are losing grandfathered status under the Affordable Care Act (a good thing). Accordingly, some of the benefits are improved: Increased preventative care USPSTF A&B w/ AAP Recommendations Naturopaths & LMT s are recognized providers on Traditional New protections for worst case scenario situations And others 9

10 Deductible Coinsurance Out-of-Pocket Maximum See the FAQ in the November SPEEA Spotlite Magazine in Paper, Online PDF and New SPEEA Mobile App

11 SPEEA Network Non-Network Effective Network Non-Network Premium Contribution 0% for Puget Sound, 12% others 5% Contribution, All Locations Deductible Greater of $225 or 0.225% Salary $300 $600 Family Deductible Greater of $675 or 0.675% Salary $900 $1,800 OOP Max Individual $2,000 plus Ded $2,000 Incl Ded OOP Max Family $4,000 plus Ded $4,500 Incl Ded Primary Care $15 copay 40% after Ded 10% after Ded 40% after Ded Specialty Care $15 copay 40% after Ded 10% after Ded 40% after Ded Emergency Room $50 then Deductible 10% after Ded Hospital (inpt & outpt) Ded then 0% Ded then 40% 10% after Ded Ded then 40% Tests Ded then 0% Ded then 40% 10% after Ded Ded then 40% Generic 10% ($5 - $25) 10% ($5 - $25) Brand Name 20% ($15 - $75) 20% ($15 - $75) Non-Formulary Brand 30% ($30 - no max) 30% ($35 - no max) Mail Order (G / B / NFB) 2x Min Not Covered $10 / $40 / $70 Not Covered Rx OOP Ind. Max n/a n/a $4,000 n/a Rx OOP Fam Max n/a n/a $8,000 n/a 11

12 SPEEA SPEEA Premium Contribution ($750) ($1250) ($1,750) EE ES/EC ESC EE All Others % Deductible % Deductible Deductible $1,500 $2,625 $3,750 $1,350* $2,700* OOP Max In Network (incl. Deductible, Medical and Rx) OOP Max Non-Network (incl. Deductible Medical and Rx) $3,100 $5,425 $7,750 $2,700 (2x Ded) $5,400 (2x Ded) $4,700 $8,225 $11,750 $4,050 (3x Ded) $8,100 (3x Ded) In-Network Coinsurance 5% 10% Non-Network Coinsurance 40% 40% Provider Visits Coinsurance after deductible Coinsurance after deductible Emergency Room Coinsurance after deductible Coinsurance after deductible Hospital (Inpt & Outpt) Coinsurance after deductible Coinsurance after deductible Tests Coinsurance after deductible Coinsurance after deductible Generic 10% After Deductible** 10% After Deductible** Brand Name 20% After Deductible 20% After Deductible Non-Formulary Brand 30% After Deductible 30% After Deductible *Lowest allowed by law, increases possible each year **Certain Preventative Drugs are not subject to the deductible 12

13 SPEEA (In Network only) Effective (In Network only) Premium Contribution 12% 12% Deductible n/a n/a Family Deductible n/a n/a OOP Max Individual n/a $6,850 Medical & Rx OOP Max Family n/a $13,700 Medical & Rx Coinsurance 0% 0% Primary Care $10 Co-Pay $20 Co-Pay Specialty Care $10 Co-pay $25 Co-pay Emergency Room $50 Co-pay $75 Co-Pay Hospital (inpt & outpt) 0% $250 If admitted Tests 0% 0% Retail Generic $5 $5 Retail Brand Name $15 $25 Retail Non-Formulary Brand $30 $40 Mail Order (G / B / NFB) 2x Min $10 / $40 / $70 * Due to state laws, Potential for some HMO co-pays may be lower 13

14 1) Charged $25,000 2) Negotiated Discount $10,000 3) Allowed Amount (#1 - #2) $15,000 4) Deductible $300 5) Remaining Allowable (#3 - #4) $14,700 6) In-Network Coinsurance (#5 x 10%) $1,470 7) Plan Paid Provider (#5 - #6) $13,230 8) Member Paid Provider (#4 + #6) $1,770 9) Provider write-off (#2) $10,000 #7 + #8 + #9 = #1 Healthcare Costs = Simple Math 14

15 1) Charged $25,000 2) Disallowed Member Responsibility* $12,000 3) Maximum Allowable Amount** $13,000 4) Deductible $600 5) Remaining Allowable (#3 - #4) $12,400 6) Out-of-Network Coinsurance (#5 x 40% $1,400) $1,400 7) Plan Paid Provider (#5 - #6) $11,000 8) Member Paid Provider (#4 + #6 + #2) $14,000 9) Provider Write-off $0 #7 + #8 + #9 = #1 Healthcare Costs = Simple Math *For non-network claims, the amounts above the maximum allowable amount are paid by the member and do not accrue to any out of pocket limits. **The non-network maximum allowable amount is often less than the typical negotiated discounted amount 15

16 HSA Concept Be your own insurance company Buy a special catastrophic medical plan (Advantage+) Establish and fund a reserve account (HSA) Pull funds out of reserve account when you need to pay claims A Health Savings Account (reserve account) is a special tax-advantaged savings account similar to a traditional IRA. Personal relationship between you and the IRS Learn about Health Savings Accounts Download the guide & watch the videos Find out if you are eligible for an HSA

17 Payroll contributions to the HSA are tax advantaged: For the Employee: Free from Federal & State Income Tax (~25%), Medicare Tax (1.45%) and Social Security Tax (6.2%) For Boeing: Free from Medicare Tax (1.45%) and Social Security Tax (6.2%) 2018 Individual Maximum = $3, Family Maximum = $6,900 Qualified Withdrawals from the HSA are Income tax free Tax-free if for eligible medical expenses for you or any IRS dependant. IRS Publication 502 lists eligible expense (Glasses, contacts, dentures, braces, reading glasses, mileage to/from providers, etc..) & Medicare part B & D premiums upon retirement The funds in an HSA can be used for other, non-medical expenses, but the dollars are subject to ordinary tax plus a 20 percent penalty if the individual is under age 65. Tracking claims and EOBs can be a hassle Like most Bank accounts, fees happen

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19 Other Voluntary Benefit Programs for all selffunded medical plans Carena Web-based provider visits, where available Home visits available in metro areas Centers of Excellence 100% coverage after applicable deductible on Advantage+ Cardiac, spine, knee & hip replacement Travel assistance available Coordinate with Total Access 19

20 Global Health plan temporary assignment of less than >180 & <730 days Business Travel plan Temporary assignment of less than <180 days Coverage while in the U.S. is CIGNA Different benefits & different provider networks for families of International Travelers remaining in US Most benefits outside the U.S. are paid at 100%. Cigna replaces all prior coverage Medical, pharmacy, vision, dental - with one global health plan; one insurance card (few exceptions). questions to globalhealthplan@boeing.com 20

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30 Monthly Premium Contributions EE ES EC ESC Traditional Plan $31.80 $63.60 $63.60 $95.40 Select Network $80.65 $ $ $ Kaiser WA $85.61 $ $ $ Advantage+ ($84.38) ($168.75) ($168.75) ($168.75) Annual Premium Contributions EE ES EC ESC Traditional Plan $ $ $ $1, Select Network $ $1, $1, $2, Kaiser WA $1, $2, $2, $3, Advantage+ ($1,013.00) ($2,025.00) ($2,025.00) ($2,025.00)

31 After premiums and deductibles the medical benefits are similar Advantage+ and Traditional have 10% coinsurance after deductible $20 co-pay for Select Network & HMO = 10% of a $200 primary care visit $25 Co-pay for Select Network & HMO = 10% of a $250 specialist visit Family Premiums Family Deductible Total Traditional Medical Plan $1, $ $2, Select Network $2, $0.00 $2, Kaiser (WA) $3, $0.00 $3, Advantage+ ($2,025.00) $2, $ Smart Idea: Choose the Advantage+ plan and contribute the money you would have spent to stay in your current plan into your HSA.

32 After premiums and deductibles the medical benefits are similar Advantage+ and Traditional have 10% coinsurance after deductible $20 co-pay for Select Network & HMO = 10% of a $200 primary care visit $25 Co-pay for Select Network & HMO = 10% of a $250 specialist visit Individual Premiums Individual Deductible Total Traditional Medical Plan $ $300 $ Select Network $ $0.00 $ Kaiser (WA) $1, $0.00 $1, Advantage+ ($1,013) $1,350 $ Smart Idea: Choose the Advantage+ plan and contribute the money you would have spent to stay in your current plan into your HSA.

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41 More Affordable: Lower paycheck contributions for the Traditional Medical Plan and Select Network Plan (-$30 / -$60 / -$90) Increased company HSA contributions for the Advantage+ health plan 2018 = 100% Deductible ($1,350** / $2,700**) = 80% Deductible ($1,120**/ $2,240**) No office visit copayments for seeing a primary care provider* No cost for generic drugs* Enhanced Service: Enhanced access to primary care, specialists and after-hours care Increased opportunities for electronic communications More personalized, coordinated care, especially for people with complex medical conditions *For Advantage+ health plan, must first satisfy the deductible, if applicable **2019 Deductibles are unknown at this time, but company contribution is fixed percentage of applicable deductible 41

42 Not for everyone: Tremendously reduces the in-network provider list Not for employees with children in college out of state However, savings to be had if: If willing to be restricted to UW ACO If currently seeing UW doctors & hospitals 42

43 Annual Paycheck & HSA Contributions Employee Only Employee & Child(ren) Employee & Spouse Employee, Spouse & Child(ren) Traditional Medical Plan (Standard Network) $ $ $ $1, Traditional Medical Plan (Preferred Partnership) $21.60 $43.20 $43.20 $64.80 Select Network (Standard Network) $ $1, $1, $2, Select Network (Preferred Partnership) $ $1, $1, $1, Kaiser (WA) $1, $2, $2, $3, Advantage+ (Standard Network) ($1,013.00) ($2,025.00) ($2,025.00) ($2,025.00) Advantage+ (Preferred Partnership) ($1,350.00) ($2,700.00) ($2,700.00) ($2,700.00) Preferred partnership option costs less from your paycheck, but will likely cost more if you use non-network providers!

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45 Dental Plans (All Free From Premium Contributions) 1. DDWA Preferred / Network Dental (PPO) Group # DDWA Scheduled Dental (Scheduled Benefit Plan) Group # DDWA Pre-Paid Dental (Dental HMO) Group #

46 90.0% Puget Sound Dental Plan Enrollment Results Dental Enrollment By Plan 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% WDS Preferred/Network Dental PPO WDS Scheduled Dental WDS Prepaid Dental

47 1. DDWA Preferred Dental (PPO) Recommended for the vast majority of SPEEArepresented employees and their families. For the highest benefit, plan to use an in-network Delta Dental of WA (DDWA) PPO dentist. Nationwide in-network coverage available, using the National Delta Dental PPO networks. PPO Network and Premier Network dentists are prohibited from billing you the difference between the charged and the maximum allowable rate, known as balance billing. - Find a PPO dentist

48 2. DDWA Scheduled Dental Plan 1970 s Scheduled Payment Plan $25 deductible per person, Annual max benefit of $2000. List of dental codes and reimbursement amounts are in your contract and have not increased in 18+ years No network of dentists (can use any licensed dentist) Benefit of DDWA Premier network If you just so happen to seek treatment from a DDWA Premier network dentist, the dentist will have to write off any amount between allowed and the actual charges

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50 3. DDWA Prepaid Dental Dental HMO You have to prospectively select an in-network dentist The dentist you select receives monthly payments, whether or not you seek services (capitation). If you seek services from your dentist, they typically receive no additional compensation. SPEEA receives more complaints about Prepaid Dental than Preferred and Scheduled combined. Scheduling issues Covers all necessary care; Who defines necessary? Might be a good choice for a persistent individual with significant dental needs and a flexible schedule

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52 Currently, LTD is a 60% benefit & employee paid Approx 75% have chosen to pay for coverage Starting 1/1/2018, two benefits Base LTD Employer Paid 50% plan Supplemental 10% buy-up Employee paid much less than currently paying 52

53 Program Premiums Benefit Taxation SPEEA SPEEA 2018 Voluntary Approx. 2/3 rd covered. Paid by SPEEA employees, approx. $30 a month average 60% Pre-disability Earnings After 6 month waiting period Because employee paid, income tax free if disabled Automatic All employees covered Paid by Boeing 50% Pre-disability Earnings After 6 month waiting period Because paid by Boeing, taxable as income if disabled Minimum Benefit 20% Pre-disability Earnings 10% Pre-disability Earnings Optional Benefit None 10% employee paid optional available, income tax free benefits Pre-Existing 12 month Pre-ex for new entrants, 3 (three) month lookback 53

54 FSAs are funded annually on a pre-tax basis. For the Employee: Free from Federal & State Income Tax (~25%), Medicare Tax (1.45%) and Social Security Tax (6.2%) For Boeing: Free from Medicare Tax (1.45%) and Social Security Tax (6.2%) FSA funds can be used tax-free for eligible medical expenses For all IRS tax dependants, even if not enrolled in HDHP medical plan Your entire annual election is available immediately You do not have to repay if you quit/retire mid-year Use all the funds before retirement = you win From $10 to $500 of your unused amount can roll over to next year. Unused amounts under $10 and over $500 are forfeited.

55 The ultimate question How Much to elect? Add up the annual member responsibility for you and your family for all covered medical, dental and vision claims (Deductibles, co-pays, coinsurance, etc..) Add up all the non-covered costs of diagnosis, cure, mitigation, treatment, or prevention of disease Then add mileage to the doctor, mileage back home and the other items that are reimbursable in accordance with the SPD and the IRS Regulations.

56 If enrolled in Advantage+ Limited Flexible Spending Account: Before you meet your HDHP deductible: Your Limited Health Care FSA can be used to reimburse only a limited list of expenses (dental, vision, certain preventative prescriptions) After you meet your HDHP deductible: Your Limited Health Care FSA can be used to reimburse most, but not all, of the tax-deductible expenses in IRS Publication 502. If not enrolled in Advantage+ Flexible Spending Account: Most, but not all, of the tax-deductible expenses in IRS Publication 502 are reimbursable through your Health Care FSA.

57 Who Monthly Noncompliance charge Screenings Health Assessment Employee Only Employee and Spouse/Eligible Domestic Partner $20/$240 $40/$480 Health assessment data shall be collected by a third party, and such data shall remain subject to HIPAA privacy laws at all times. Individual employee assessment results shall not be disclosed to Boeing employees. Boeing may receive deidentified aggregate assessment data for the purpose of administering the Boeing health and Well Being programs. 57

58 SPEEA / IFPTE Local 2001 benefits@speea.org

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