BeBenefits Open Enrollment Guide. For full-time, regular staff and faculty

Transcription

1 2014 BeBenefits Open Enrollment Guide For full-time, regular staff and faculty 1

2 INDEX FYI Key Highlights Open Enrollment Dates & General Information Eligibility DOMA Medical Insurance, Open Access Plan & High Deductible Health Plan Health Savings Account Flexible Spending Account Dental Insurance Vision Insurance Group Term Life Insurance & AD&D Supplemental Life Insurance & AD&D Short-term and Long-term Disability Retirement Plan 403(b) Plan Wellbeing Employee Assistance Program (EAP) On-line Enrollment, Meeting Dates & Help Sessions

3 FYI As many of you are aware, January 1 st is the beginning of our new benefit year. Your benefits package is an important component of your overall compensation package and we encourage you to review this Open Enrollment Guide carefully. We continually review our benefits to provide you with an array of meaningful benefits at a reasonable cost. We are launching our annual open enrollment period which is November 1 st through November 17 th. This is the only time of year that you may make changes to your medical, dental, vision and FSA s without an IRS change in status event. Key changes and highlights in our benefits for 2014 are summarized below: Wellbeing: This year, we received the Governors Worksite Wellness Gold Award. We will continue to strengthen our wellbeing initiatives through community, financial, physical, career and emotional programs. We have in-house programs such as Body Resolution and the Edge s Strength & Tone. We will also be launching several Lunch & Learns in And let s not forget about our 10,000 Step Challenge currently underway of which 188 of you are participating. In November be on the lookout for the launch of our Wellbeing website where regular updates, communications, links, can be found. We encourage you to look on the DARE U website for communications on other courses and offerings related to personal and professional development Medical Plans: For the past few years we have been fortunate in experiencing lower medical claim costs, which unfortunately came to an end during the past 12 months and you will see the impact that the 36% increase in claims has on our medical premiums. In addition, we are also seeing for the first time the impact on Champlain College due to the Affordable Care Act. Our overall health insurance premiums are increasing between 16% - 23%. As an employer, Champlain College will be absorbing 43% of that increase. The Open Access Plan (OAP) experienced significantly higher claims utilization and you will see a significant cost impact in the premiums on this plan. This plan will no longer be offered to new hires as of December 2, Current employees will continue to be eligible for this plan at this time. The College will continue to fund the Health Savings Account (HSA) attached to the High Deductible 3

4 Health Plan (HDHP) at 60% of the. There are no plan design changes in either the OAP or the HDHP, of which both plans cover the same services and providers. Dental Plan: We will continue with Northeast Delta Dental and will see a small increase in premiums. The plan design and limits are not changing. Vision Plan (VSP): While there are no changes in the plan design, you will see a slight decrease in the premiums for This product is a pooled group program and we have experienced better than expected utilization which has positively impacted the premiums. Basic Life Insurance (GTL): The College provides you with life insurance equal to two and one half times your base salary up to $700,000, at no cost to you. However, the IRS requires that we tax the value of this benefit over $50,000. Currently we have been taxing the value of this benefit on the FICA level of 7.65%. New in 2014, we will be taxing you on the federal and state tax levels on a per pay basis as this is a taxable benefit for you per IRS regulations. You may choose to reduce the value of the benefit (and therefore the taxes of the benefit) to a flat coverage amount of $50,000. However, in most cases the tax you pay on the value of the benefit over $50,000 is much less than the cost of obtaining this amount of life insurance on your own. If you choose to reduce your College provided life insurance to $50,000 you must Jackie Greer at jgreer@champlain.edu or Debra Dayman at dayman@champlain.edu before the end of the open enrollment period, November 17, (b) Plan: In January, Champlain College will be adding a Roth option to the 403(b) Plan. We will have special meetings in January to assist you in learning more about this Roth option to determine if it is beneficial to your personal situation. Additional information will be communicated in December and January. Defense of Marriage Act (DOMA): The U.S. Supreme Court ruling in June on same-sex couples allows couples who are married under state law to be treated as married for the purpose of many federal laws that have previously only been interpreted to apply to opposite-sex couples. Changes that impact benefits at Champlain include the value of the medical and dental benefits for same sex spouses and dependents that Champlain paid as part of the premium. Pre-tax premiums will also now apply for same-sex spouses and dependents. Champlain College adjusted these premiums as of July 1 st. 4

5 Timeline: Open enrollment will open on Friday, November 1 st and close on Sunday, November 17 th. Enrollment will be done through Workday. You will receive a notice in your Workday Workfeed that you have an action to complete Open Enrollment. You may go in at any time during the open enrollment period to change or update your benefits. In the event that you do not enroll during this time period, your current benefit enrollments will automatically rollover to 2014, except for any enrollment in the Flexible Spending Accounts (FSA) or Health Savings Account (HSA). You must reenroll in these accounts each year per IRS regulations. A listing of seminars and help sessions can be found in this Open Enrollment Guide on page 24. Please contact Debra Dayman at dayman@champlain.edu or or Jackie Greer at jgreer@champlain.edu or with questions. 5

6 This guide will help you make some of the most important decisions you ll make this year choosing your benefits. Please take the time to review this carefully and write down any questions you may have. OPEN ENROLLMENT DATES: November 1 November 17, 2013 BENEFITS EFFECTIVE DATES: January 1 December 31, 2013 Eligibility for Benefits Includes: Full-time Faculty & Staff who are scheduled to work 37.5 hours per week Your legal spouse which includes opposite and same sex legally married couples Your dependent children up to the age of 26 Defense of Marriage Act (DOMA): In June of 2013 the U.S. Supreme Court ruled the Defense of Marriage Act of 1996 unconstitutional. The change means that same-sex couples who are married under state law are to be treated as married for the purpose of many federal laws that have previously only been interpreted to apply to opposite-sex couples. The impact to benefits is: Champlain College benefits: o Medical, dental and vision no longer taxed on value of benefit for same-sex spouse and dependents. (Champlain made these changes effective 7/1/13) o Premium for same-sex spouse and dependent are taken as a pre-tax deduction (effective 7/1/13) o Family Medical Leave Act Champlain always recognized same-sex spouse and dependents as family members. o Tuition for same-sex spouse and dependents, Champlain will treat the same as opposite sex spouse and dependents. However, we advise you to consult a tax accountant. Additional changes impacted by the ruling: o Access to use HSA dollars for same-sex spouse and dependents. You may now use your HSA dollars to pay for qualified medical expenses for your same-sex spouse and dependents. o Beneficiaries for certain retirement benefits such as annuities in the frozen pension and 403(b) Plan can now be your same-sex spouse. o Flexible Spending Accounts with respect to qualified services for same-sex spouse and dependents are now eligible for reimbursement o Tax filings current and retro (you may be able to refile previous years taxes) o States that fully recognized same-sex marriages (as of October 2013): California, Connecticut, Delaware, Iowa, Maine, Maryland, Massachusetts, Minnesota, New Hampshire, New York, Rhode Island, Vermont, Washington state, plus Washington, D.C o Note The DOMA ruling does not include Civil Union Partnership. 6

7 Medical Insurance You have the choice to enroll in either the Open Access Plan (OAP) or the High Deductible Health Plan (HDHP). Both plans are CIGNA Plans and provide the same coverage and access to the same providers; the difference between the plans is how and when the coverage is paid. Beginning in January 2014, the Open Access Plan (OAP) is closed to new entrants. Tasks to consider before you enroll: Consider your typical use and expected expenses If you are a current CIGNA enrollee, go to to look up past expenses incurred and to determine costs of benefits. Use Plan Cost Calculator Before you sign up for benefits, compare your options! Log on to use this calculator tool to help determine which plan is best for you based on your health care usage. Employee Premiums (Champlain College s portion of the total premium is between 65% 76%) Low Deductible - OAP (CIGNA Open Access Plan) High Deductible Plan - HDHP (CIGNA Open Access Plan) In-network Deductible Single: $200 2-person/family $400 Single: $2,500 2-person/family $5,000 Coinsurance 80%/20% 90%/10% In-network out-of pocket maximum Single: $800 2-person/family $1,600 Single: $3,000 2-person/family $6,000 OAP Employees Monthly Premiums OAP Employees Bi-Weekly Premiums HDHP Employees Monthly Premiums HDHP Employees Bi-Weekly Premiums Single $ $76.15 $90.00 $41.54 Two-person $ $ $ $ Family $ $ $ $ It is important to note that the HDHP is based on the level of coverage you choose. The full must be reached before the plan pays. For example, if you select the HDHP employee + spouse coverage, the total of $5,000 innetwork/$10,000 out-of-network must be met, either individually or in conjunction with your spouse, before coverage begins. 7

8 Paying for the Difference in Deductibles (see page 11 for more details) 1. There is a $2,300 ($2,500 - $200) difference in the single person between the Low Deductible and High Deductible plans, how will you cover that amount? Champlain College will contribute 60% of the to your Health Savings Account (HSA). If you contribute your premium savings to your HSA, you will have almost enough money in your account to cover the difference between the plans s. Contributions will be added to current HSA balances. $1,500 + $900 = $2,400 College contribution to your account (annualized) Your annual premium savings ($165-$90 = $75 per month, times 12 months = $900) 2. There is a $4,600 ($5,000 - $400) difference in the two-person between the Low Deductible and High Deductible plans, how will you cover that amount? Champlain College will contribute 60% of the to your Health Savings Account (HSA). If you contribute your premium savings to your HSA, you will have almost enough money in your account to cover the difference between the plans s. Contributions will be added to current HSA balances. $3,000 + $2,280 = $5,280 College contribution to your account (annualized) Your annual premium savings ($432-$242 = $190 per month, times 12 months = $2,280) 3. There is a $4,600 ($5,000 - $400) difference in the family between the Low Deductible and High Deductible plans, how will you cover that amount? Champlain College will contribute 60% of the to your Health Savings Account (HSA). If you contribute your premium savings to your HSA, you will have more than enough money in your account to cover the difference between the plans s. Contributions will be added to current HSA balances. $3,000 + $3,384 = $6,384 College contribution to your account (annualized) Your annual premium savings ($644-$362 = $282 per month, times 12 months = $3,384) 8

9 CIGNA Plan Comparison Preventive Care* Low Deductible - OAP (CIGNA Open Access Plan) Office visit co-pay is $10 for a Primary Care Physician and $20 for a Specialist. The plan pays 100% after the co-pay with an in-network provider. High Deductible Plan - HDHP (CIGNA Open Access Plan) 100 % coverage with in-network providers for well-care/preventive visits. * Please refer to CIGNA definitions of preventive care. Details regarding what preventive care is covered is provided on the web site as well as on the internal HR web site. CIGNA Plan Comparison Prescriptions There is no change in 2014 for prescription co-pays in either plan. The cost for a 90-day supply continues to be 3 times the monthly cost. Low Deductible - OAP (CIGNA Open Access Plan) High Deductible Plan - HDHP (CIGNA Open Access Plan) In-Network Retail (30-day supply) Home Delivery (90-day supply) Retail (30-day supply) Home Delivery (90-day supply) Preventive* Generic & Brand Medications Non-preventive Generics Medications Non-preventive Brand Medications Non-preventive Non-preferred Brand Medications Covered at 100% (not subject to co-pay or ) Covered at 100% (not subject to co-pay or ) You pay $10 You pay $30 No charge after No charge after You pay $25 You pay $75 No charge after No charge after You pay $45 You pay $135 No charge after No charge after Out-of-network Retail You pay 50% of charges Covered innetwork only Covered in-network only Covered in-network only * Preventative prescriptions may include drugs to control high blood pressure, diabetes, high cholesterol, asthma, etc. Please refer to CIGNA definitions of preventive prescriptions. Details regarding which prescriptions are considered preventive is covered on the web site. 9

10 CIGNA Plan Comparison Behavioral Health Care Low Deductible - OAP (CIGNA Open Access Plan) High Deductible Plan - HDHP (CIGNA Open Access Plan) In-Network Out-of-Network In-Network Out-of-Network Inpatient Facility You pay 20% of Unlimited days maximum per year You pay 30% of Unlimited days maximum per year You pay 10% of Unlimited days maximum per year You pay 30% of Unlimited days maximum per year Outpatient Facility You pay $10 or $20 co-pay per visit Unlimited visits maximum per year You pay 30% of Unlimited visits maximum per year You pay 10% of Unlimited visits maximum per year You pay 30% of Unlimited visits maximum per year Group Therapy You pay $10 or $20 copay per visit Unlimited You pay 30% of Unlimited You pay 10% of Unlimited You pay 30% of Unlimited Intensive Outpatient You pay $20 per program co-pay and 20% of charge Unlimited You pay 30% of Unlimited You pay 10% of Unlimited You pay 30% of Unlimited Other Options: There may be other coverage options for you and your family. As part of the new health care law you may be able to buy coverage through the Health Insurance Marketplace. In the Marketplace, you could be eligible for a new kind of tax credit that lowers your monthly premiums, and you can see what your premium, s, and out-of-pocket costs will be before you make a decision to enroll. Additional information can be found at VT State Health Insurance Exchange: If you are eligible for Champlain College benefits and you chose to enroll in a plan through the State Health Insurance Exchange you should be aware of the following: You will not receive a Champlain College contribution toward your premiums. Your premium payments cannot be made on a pre-tax basis. Champlain College offers you a plan that is affordable and meets the minimum required value, therefore, you may not qualify for any federal subsidy money regardless of your household income. 10

11 Health Savings Accounts (HSA) A Health Savings Account/HSA is a tax-free savings account combined with a High Deductible Health Plan (HDHP). HSA s allow anyone not enrolled in Medicare, who enrolls in a compatible high health plan (HDHP), to make tax-free contributions to a savings account. Contributions to the HSA may be made by the employee, the employee s family and Champlain College. HSA balances are owned by the employee and may be spent or saved by the employee based on his/her preferences. HSA distributions are tax-free if they are used to pay for qualified medical expenses, such as: Medical plan costs such as the plan and the out-of-pocket maximum, amounts paid for the diagnosis, cure, treatment or prevention of disease. Prescription drugs. Qualified long-term care services and long-term care insurance, limited depending on your age Health Continuation coverage required by Federal Law (i.e., COBRA). Health insurance for the unemployed. Medicare Expenses (but not Medigap). Retiree Health expenses for individuals age 65 and older. Other HSA distributions for other qualified expenses may be tax-free as well. Expenses such as: Vision & dental expenses. Family member s medical/dental/vision expenses, even if they are not covered under your HDHP, however, they must be considered a dependent per IRS regulations. Distributions made for any non-qualified medical expense are subject to income tax and 20% penalty. The 20% penalty is waived in the case of death or disability or once the individual reaches age 65. Advantages of a Health Savings Account (HSA) Control You can use the HSA to pay for any qualified medical expenses as defined by the IRS. There s no need for preauthorization of services, unless explicitly stated by the plan. Savings and Investments Unlike premiums, unused HSA dollars remain in the HSA for future use. Flexibility Healthcare dollars can pay for items identified by the health insurance plan, but also a much broader definition as defined by the IRS which includes dental, vision and orthodontia. These may be things individuals are currently paying for using post-tax dollars. Portability If you leave Champlain College, you take your HSA (the account) with you. You have a financial stake, because HSA dollars not spent on health care now can be used for eligible medical, dental or vision care expenses, COBRA premiums, long-term care premiums, or carry over into retirement. Tax Savings Your contributions to the HSA are made with pre-tax dollars which results in lower income taxes. An HSA does not require third party substantiation for transactions; however, you should keep records of these transactions in the event of an IRS audit. 11

12 No Use-it-or-lose-it Unlike a Flexible Spending Account, balances roll from year to year and can be used for future medical expenses. Health Advocate Health Equity, who administers our HSA, offers a Health Advocate service to assist you in understanding your health benefits, locate providers and may assist in claim and billing issues. Information can be found on the Health Equity website, Funding Your Health Savings Account 2014 HSA Contribution Maximums (based on IRS regulations) The IRS allows you to fund your HSA up to the amount below without taxation, this includes any contribution made by you or the College: Single coverage: $3,300 Families and 2-person (w/spouse): $6,550* In addition, catch-up contributions of $1,000 per person 55 years of age and older may be made to the account in Champlain College will contribute to your HSA: Champlain College has committed to help fund your Health Savings Account. Champlain College will fund your HSA with contributions as follows: 2014 Contributions: Single: 60% of ($1, annualized) Two-person: 60% of ($3, annualized) Family: 60% of ($3, annualized) The College s HSA contribution is deposited into your HSA each pay period. For example those who are paid monthly will receive $125 for single coverage and $250 for 2-Person or Family coverage. Should you meet your early in the year you do have the option to request that the College fully fund their contribution for the year. This request should be made directly to Debra Dayman, Benefits Director. You may contribute to your HSA You may also contribute funds to your HSA, either on a pre-tax basis or a post-tax basis. * If you are a partner in a Civil Union and are covered under the Two-person or Family HDHP, you are an eligible individual under federal guidelines and would be eligible to establish your own HSA account. Your 2014 HSA contribution maximum would be $6,550 since you are eligible and enrolled in the Two-person or Family HDHP. (Same-sex marriage spouses are not subject to this differentiation as they are considered a spouse by federal and state law and are eligible for spousal benefits.) 12

13 Flexible Spending Accounts (FSA) What is a FSA? A FSA is a flexible spending account, which is authorized by the IRS and available through your employer. This type of account allows you to set aside money for non-reimbursed healthcare and/or dependent day care expenses on a pre-tax basis. Healthcare - A healthcare Flexible Spending Account reimburses you for out-of-pocket medical, dental, vision, hearing and pharmaceutical expenses such as, co-pays, co-insurance, eligible over-the-counter medications, eyeglasses, contacts, eye care solutions and even laser-vision correction. The maximum you may contribute is $2,500 per calendar year per family. Dependent Care - The Dependent Care Flexible Spending Account reimburses you for dependent day care expenses incurred that enable you and your spouse to work. These dependent day care expenses include day care, before-and-after school programs, nursery school or preschool, summer day camp and even adult day care. The maximum amount you can contribute is $5,000 per calendar year per family. What happens to the funds left in my account at the end of the plan year? Any funds left in your account at the end of the year are forfeited. However, because Champlain College does offer a grace period, you will be allowed an additional 2 ½ months after the end of your plan year to use your FSA funds. You can avoid forfeitures if you plan carefully by reviewing your prior year s out-of-pocket expenses to estimate what you will spend in the next year, and make sure to be conservative in planning only for predictable expenses. Limited Purpose Flexible Spending Account (HDHP participants only) If you are enrolled in the CIGNA high plan, you may enroll in a Limited Purpose FSA. You would use these monies to pay for eligible dental and vision expenses, thereby preserving your HSA funds. Money contributed to this account is still subject to the same use-it-or-lose-it-rule as with other FSA accounts. However, you may also use your HSA funds for qualified dental or vision expenses and there is not a use-it-or-lose-it-rule tied to your HSA. More information on the IRS guidelines for health care and dependent care can be found by accessing the IRS website and publication 502 and 503 at 13

14 Flexible Spending Accounts (FSA) Access You may access your FSA balances on-line as well as submit claim information on-line. Our FSA program is administered by Future Planning Associates. As a participant in the Flexible Spending Account Plan allows you access to the website, a password protected website where you can keep up with various benefit news, including your year-to-date claims and payments. You will also have access to online claims. To log in to myrsc for the first time, follow the steps below: 1. Go to 2. Click Register under the First time logging in? paragraph. 3. Click the myrsc Temporary Login ID and Employer Code link in red. 4. Enter your SSN (no dashes or spaces) in the Login ID field and click CONTINUE. 5. Enter in the Employer Code field and click CONTINUE. 6. Enter a login ID of your choice that is at least 6 but not more than 100 characters in length. Note: Since Social Security Numbers are no longer used as the login ID, the login ID you create may not be 9 characters in length. 7. Select an existing address or enter a new one to be used to forgotten passwords. 8. Enter a secret question or use a predefined secret question to prompt your memory of your password. 9. Enter the answer to the secret question. 10. Click SUBMIT. 11. Enter a new password in the New Password field. 12. Re-enter the password in the Confirm New Password field. 13. Click CONFIRM PASSWORD. 14. You are now logged into myrsc. You also have the option of submitting On Line Claims. Follow each step carefully to submit your claim. When you go to print your claim, the print may not show due to your security settings. If you click on the screen where it says internet explorer blocked this site and allow the program to run you will be able to see the print. With this summary and a copy of your receipts, you will fax the claim to the following toll free fax number: (877) If you have any questions, please call Linda Hurley at (802) or linda@futureplanningassoc.com 14

15 Dental Insurance Our dental plan carrier is Northeast Delta Dental and we utilize the Northeast Delta Dental network of providers. The annual benefit is $2,000 per person and the orthodontia lifetime limit is $2,000. Employee Monthly Employee Bi-weekly Premium Cost Premium Cost Single $15.00 $6.92 Two-person $22.00 $10.15 Family $44.00 $20.31 Deductibles Individual: $25 Family: $75 Annual Maximum Benefit The annual maximum benefit is $2,000 per person. The orthodontia lifetime maximum benefit for an individual is $2,000 Preventive Care - (Annual is not applied to these services.) Routine Exam and Cleaning Benefits: 100% of regular and customary fees. (You can have up to four oral cleaning per plan year). Routine X-ray Benefits: plan pays 100% of regular and customary fees. Minor Restorative Care and Oral Surgery (All services subject to the annual.) Major Care - (All services subject to the annual.) Orthodontia - (All services subject to a lifetime limit and annual.) Sealants are covered at 100% of regular and customary fees. Sealants are a covered benefit for dependent children under age 14. Fillings: Plan pays 80% of cost after the annual. Endodontic (Root Canal): Plan pays 80% of cost after annual Periodontal (Gum Work): Plan pays 80% of cost after annual. Oral Surgery: Plan pays 80% of cost after annual. Bridges, Crowns, Implants, Dentures and Removable Appliances.: Covered at 50% after Orthodontia: For Children & Adults: Covered at 50% after. The lifetime maximum for orthodontia benefits per individual is $2,000. For those currently in a treatment plan and coming onto the College plan in January, payment will be pro- rated up to the new limit. Refer to the Summary Plan Description for further details. A list of participating providers as well as other helpful information can be found at Requesting a Pre-determination of Benefits is an excellent way to determine what your final cost may be for a specific procedure before the procedure begins. 15

16 Vision Insurance You have a choice between two vision plans, both provided by Vision Service Plan (VSP). Plan B is a basic plan and Plan C has enhanced benefits. Review the plans and chose which works best for you. PLAN B -- Basic Plan VSP Network Providers Out-of-Network Routine eye exam Prescription glasses, contacts, frames Extra Discounts and Savings Exam paid in full every calendar year after a $20 co-pay. Lenses, including progressives are covered in full every calendar year after a $20 co-pay. Frames covered in full every other calendar year up to $130. Plus, 20% off any out-of-pocket costs. For contacts instead of glasses, cost reimbursement is up to $130; Up to $60 co-pay for a contacts and contact lens exam (fitting and evaluations). Average 30% savings on lens options. 20% off additional glasses and sunglasses; including lens options. Average 15% off laser vision correction (or 5% off promotional price) from contracted facilities. 15% off contact lens exam (fitting and evaluation). Exam paid up to $50 every calendar year. Lenses are covered every calendar year as follows: Single vision up to $50 Lined bifocal up to $75 Lined trifocal up to $100 Frames covered every other calendar year up to $70. For contacts instead of glasses, cost reimbursement is up to $105; allowance applied to cost of contacts and contact lens exams (fitting and evaluations). Employee Premiums - Monthly Employee Premiums Bi-weekly Employee only $11.54 $ 5.33 Employee plus one $18.47 $ 8.52 Employee plus children $18.86 $ 8.70 Employee plus family $30.40 $14.03 Go to for more details and a list of participating vision providers. 16

17 Vision Insurance, cont PLAN C Enhanced Plan VSP Network Providers Out-of-Network Routine eye exam Prescription glasses, contacts, frames Extra Discounts and Savings Exam paid in full every calendar year after a $20 co-pay. Lenses, including progressives are covered in full every calendar year after a $20 co-pay. Frames covered in full every calendar year up to $150. Plus, 20% off any out-of-pocket costs. For contacts instead of glasses, cost reimbursement is up to $150; Up to $60 co-pay for a contacts and contact lens exam (fitting and evaluations). Average 30% savings on lens options. 20% off additional glasses and sunglasses; including lens options. Average 15% off laser vision correction (or 5% off promotional price) from contracted facilities. 15% off contact lens exam (fitting and evaluation). Exam paid up to $50 every calendar year. Lenses are covered every calendar year as follows: Single vision up to $50 Lined bifocal up to $75 Lined trifocal up to $100 Frames covered every calendar year up to $70. For contacts instead of glasses, cost reimbursement is up to $105; allowance applied to cost of contacts and contact lens exams (fitting and evaluations). Employee Premiums - Monthly Employee Premiums Bi-weekly Employee only $15.63 $ 7.21 Employee plus one $25.01 $11.54 Employee plus children $25.53 $11.78 Employee plus family $41.15 $18.99 Go to for more details and a list of participating vision providers.. 17

18 Group Term Life and AD&D Insurance Champlain College provides full-time employees with basic group term life insurance as well as accidental death and dismemberment (AD&D) insurance at no cost to employees. The basic life insurance benefit is two and a half (2.5) times your base annual earnings to a maximum of $700,000; this is also referred to as principal sum. Benefit amounts for accidental death or dismemberment are a percentage of the "Principal Sum" amount. Please see the Summary Plan Description for Plan details. The Group Term Life and AD&D benefit premiums are paid for by Champlain College, however, the benefit is a taxable benefit under federal law. FICA taxes based on the value of the benefit are currently deducted from each paycheck. Beginning in 2014 federal and state taxes will also be deducted from the value of the benefit. You may choose to reduce the value of the benefit (and therefore the taxes of the benefit) to a flat coverage amount ( principal sum ) of $50,000. However, in most cases the tax you pay on the benefit is much less than it would cost you to purchase the insurance on your own. Supplemental Life and AD&D Insurance - In addition to the College-provided benefits summarized above, you may purchase additional or Supplemental Life and Accidental Death and Dismemberment Insurance for yourself and your spouse or civil union partner. You pay the full cost of any Voluntary Insurance plan coverage, which is deducted from your paycheck on an after-tax basis. Rates are determined by your age and the amount of coverage you elect. The following rates are your cost per $1,000 of life coverage: Age Band Employee Rates Spouse/Civil Union Partners Rates Under 24 $0.061 $ $0.069 $ $0.086 $ $0.122 $ $0.174 $ $0.278 $ $0.442 $ $0.679 $ $1.060 $ $1.840 $ $3.284 $ $6.435 $8.719 The above costs are for life insurance only. Voluntary Accidental Death and Dismemberment (AD&D) insurance premiums are as follows: Employee only = $0.029 per $1,000 of coverage. Spouse = $0.031 per $1,000 of coverage. Again, the costs will be deducted from your paycheck on an after-tax basis. Note: Rates for Life and AD&D insurance will increase as you move to the next age band. Approval of coverage may be subject to Evidence of Insurability. 18

19 DISABILITY INSURANCE Short-term Disability: Short-Term Disability (STD) provides you with income when you are unable to work due to an illness, injury or maternity. This coverage is provided to you by the College at no cost to you. UNUM administers all claims, (they are also the provider for our Life and Long-term disability coverage). Should you be out on a short-term disability claim, you will be paid 66.67% of your basic earnings. (There is a grandfathered group of people who were hired before July 1, 2009 who receive the benefit granted before July 1, 2009.) Payments are made through the Champlain College payroll, which means your normal benefit deductions will still occur. Short-Term Disability benefits will begin once: o an individual has been out for10 consecutive days, o the appropriate paperwork has been filed with UNUM, o UNUM has certified the illness or injury is a disability. UNUM will determine your disability benefit based upon your disability and the physician s diagnosis. STD may last up to 26 weeks, including the first 10 days you were absent. STD runs in conjunction with Family Medical Leave (FMLA). Long-term Disability: Long-Term Disability (LTD) provides you with income when you are unable to work due to a disability. This coverage is provided to you by the College at no cost to you. All claims are administered by UNUM. LTD payments are 66.67% of your basic monthly earnings up to $15,000 per month. Payments are made directly to you by UNUM. Long-Term Disability will begin once: o The elimination period of 180 days (length of STD) has been met. o The appropriate paperwork has been completed and submitted to UNUM. o UNUM has determined and approved the disability request. o UNUM will determine your disability benefits based upon the disability and the Physician s diagnosis. At the time STD benefits end your employment with Champlain College will cease. You will be eligible to COBRA your medical, dental and vision benefits. Once you are able to return to work you may apply for any open positions where you meet the qualifications. 19

20 Defined Contribution Retirement Savings Plan (403(b) Plan) This self-managed plan is an opportunity to set aside pre-tax income for retirement savings through direct payroll deductions. Employees can defer pre-tax income into the College s 403(b) Plan. Full and part time employees who are regularly scheduled to work 20 hours or more per week in the plan year qualify to participate on the first day of work. Champlain College s match begins the first of the month following the date of hire. Adjunct faculty and qualifying part time employees scheduled to work less than 20 hours per week are eligible to defer pre-tax income into the College's 403(b) Plan without a matching contribution from the College. New this year, Champlain College will be adding a Roth option to the 403(b). We will have special meetings in January to assist you in learning more about this Roth option to determine if it is beneficial to your personal situation. The IRS has not set new limits for 2014, the speculation is they will continue with the 2013 limits. Once the IRS has published their limits we will notify you. In 2013, the deferral limit was $17,500 (less any catch-up contributions ) of your compensation* on a pre-tax basis for the calendar year. Employees over 50 years of age before the end of the calendar year may elect to defer additional amounts (called catchup contributions ) to the Plan as of January 1 st of that year. The maximum catch-up contribution in 2013 was $5,500. Champlain College matches your eligible salary deferral at a rate of 200% or 2:1. Your eligible salary deferral is up to 5% of your payroll period compensation (less any catch-up contributions ). That means that for every dollar you contribute to the Plan (up to 5% of your compensation*), Champlain College will contribute two dollars (a 2:1 match). Other features include: This plan does accept rollovers from other "qualified" plans. Vesting in the plan is immediate. Employees are 100% vested in all contributions to the plan. If you would like to change your payroll contributions to the Plan (increase or decrease deferral amount), go into your account in Workday under the Benefits worklet and Change Retirement Savings. This change must be completed 10 days prior to the pay date to be effective. Please contact Debra Dayman, Benefits Director or Jackie Greer, Assistant Director, Payroll and Benefits with additional questions. Changes to your investments must be done on line at either or Beneficiary changes to your TIAA-CREF or Newport account must be done online at the TIAA-CREF and Newport site. *For the purpose of Champlain College s Defined Contribution Plan, compensation is defined as gross wages less severance pay, cell phone allowance, wellness incentive allowance and awards. 20

21 Wellbeing Champlain College recognizes the importance of health promotion with our employees. We are making a significant investment to support Wellbeing initiatives. The College and the Wellbeing Team are focused on assisting you in finding your Wellbeing. This is an individual journey and will be very different for everyone. We understand that Wellbeing is not a one-size fits all and we are focusing on offering a diverse array of options. The College provides several avenues for staff and faculty to focus on their individual wellbeing. These include free use of the gym and class participation in the IDX gym on campus. Reduced costs for participation in on-campus wellness initiatives such as Body Resolution, Strength & Tone classes and Personal Training. Full-time staff and faculty also have the option to obtain a membership at the Edge (all five locations) at a reduced rate. Full-time staff and faculty also have access to a $300 Wellbeing Account to use on structured physical fitness activities. Current in-house programs include: 10,000 Step Challenge Eight week challenge to walk Program runs from October 28 through December 22 Log your steps on line Body Resolution This class is offered four times a week offered around the lunch hour and early morning both on the Main Campus and at the Miller Building at Lakeside This is an activity/interval training class at all levels Classes are 50 minutes in length Your cost for this program is $15 per month Strength & Tone This class is offered three times a week at noon on campus and Tuesday at 5:15 p,m. and Friday at 7:15 a.m. at the Miller Building at Lakeside. This is a combination exercises to strengthen your muscles and stretches to relax your muscles. Classes are 50 minutes in length Your cost for this program is $10 per month To enroll in any of these programs please respond to the Wellness Committee at champwellness@champlain.edu. 21

22 Wellbeing, continued Bio-metric Screening and Heath Assessments We will be offering free Bio-metric and Health Assessments in January 2014 for full-time faculty and staff. Watch for sign-up s in early December. The Edge Full-time faculty & staff (must be benefit eligible ) are eligible to join The Edge at any of their locations. The current benefit level is the Active level which includes classes, pools and fitness. The Edge offers a 35% reduction on regular yearly rates for part-timer s & retiree s, and a 50% reduction on regular yearly rates for a Spouse. You will pay the Edge directly for these costs. Children age 18 and under are free as they are included in the employees membership. There will be a nominal monthly fee of $8 for your membership to the Edge, which will be payroll deducted each pay period. This means for the bi-weekly payroll which occurs 26 times a year, the per-pay deduction will be $3.69 ($8 x 12months = $96 / 26 pay periods = $3.69). Those paid on a monthly basis will see the deduction on the 21 st of the month. You can enroll through Workday. Wellbeing Account The Wellbeing Account allows full-time faculty and staff the ability to choose the structured physical fitness activities that will meet their need while pursuing their own unique Wellbeing. This account is available to all full-time faculty & staff (who are benefit eligible ). This is a reimbursement program for employees only; this does not include your family members. This program will run from July 1, 2013 through June 30, This account will be prorated for new hires. Each employee will have $300 for their use in structured fitness activities from the eligible list below. *Martial Arts *Jazzercise *Zumba *Personal Trainer *Greens fees * Marathon entry fees *Yoga *Court fees *Ski passes * Ice Time *Classes or lessons for dance, golf, tennis, swimming, skiing or climbing *Gym memberships for you, (excluding the Edge, as this is already a discounted rate). If your structured fitness activity is not listed above, please contact Future Planning, the group that processes the reimbursements, or Debra Dayman in Human Resources to determine if an activity is eligible. This account cannot be used to purchase any equipment, such as bikes, shoes, skates, racquets, etc. The account cannot be used to pay for current or future programs and/or events offered through the Champlain Wellbeing that are subsidized. Detailed information on the account and the reimbursement process can be found in the Wellbeing website. FIND YOUR WELLBEING! 22

23 Employee Assistance Program (EAP) Champlain College offers an Employee Assistance Program (EAP) to employees. The program is offered through the Wellness Corporation. The EAP offer several different types of assistance: Confidential Counseling: You are offered up to 4 session of confidential face to face counseling for yourself and your household members. Personal issues may include, stress and anxiety, anger or depression issues, substance abuse, relationship issues, parenting issues, grief and loss. Legal Consultations: Through the EAP you will be connected with an attorney for a free 30-minute consultation. Should your legal matter be more complex in nature, you will be referred to an attorney at a 25% discounted rate. Financial Resources: Financial issues leave you feeling stressed and confused. Having someone with whom you can discuss your options can help you feel more in control. The EAP s financial professionals are available to help you address issues including, budget and debt, estate planning, bankruptcy, credit card issues, tax advice and planning for retirement. Telephonic Health & Wellness Coaching: The health coaching program offers on-line resources and one-on-one coaching for health related issues. You will be offered assistance with walking/fitness programs, nutrition advice, chronic disease management, weight loss and smoking cessation. Work/Life Resources: The Work/Life program offers both informational resources and referral services. From becoming a new parent, to taking care of an aging relative and more. Specialists will provide you with resources on, new parent coaching, special needs programs, educational programs, child/elder care services, adoption assistance and summer camps. WellnessWorkLife Website and Contact Information: This website is a resource for information on a wide range of issues. Website: Company Registration Name: Champlain College (not case sensitive) Call 24 hours a day: Voice/TTY 23

24 Workday On-line Open Enrollment Enrollment in your benefit will be done through Workday. Workday Step by Step instructions can be found in Canvas, You will receive a notice in your Wordkay Workfeed that you have an action to complete Open Enrollment. Open enrollment opens on Friday, November 1 st and will close on Sunday, November 17 th. The action for open enrollment will remain in your Workfeed until open enrollment is closed. You many continue to go in and make changes to your 2014 benefits until the close of open enrollment. If you should not make any changes by November 17 th then your current benefit will roll over except your FSA s and HSA contributions which will stop per IRS regulations. You are required to reenroll in the FSA s and HSA benefits each year. We will be holding informational sessions with a drop in hour following the presentations. The schedule is as follows: Tuesday, November 5 th 10:00-1:00 Hauke Boardroom Thursday, November 7 th 1:00 3:00 Lakeside - room 101/102 Wednesday, November 13 th 10:00-11:30 Lakeside room 325 Thursday, November 14 th 10:30 12:30 Aiken - Morgan room There will be two sessions specifically to discuss HDHP and HSA s, how they work and to take away some of the uncertainty you may have. Those meetings are schedule for: Friday, November 8 th - 2:30 4:00 - Lakeside - room 101/102 Monday, November 11 th 11:30 1:00 - Hauke Boardroom Any questions about this process should be sent to Jackie Greer at jgreer@champlain.edu or or Debra Dayman at dayman@champlain.edu or The information in this Guide is a summary only. Always refer to the applicable plan documents, policies or guides before making final decisions. As such, the College reserves the right to alter, amend or suspend the terms of this document at its sole discretion; please refer to the plans and policies posted on the Human Resources intranet site for the most current version. This document does not constitute an employment contract 24