Custom Benefit Program Enrollment Guide

Transcription

1 Hertz Custom Benefit Program Enrollment Guide for New Hires If you are covered by a collective bargaining agreement that has not provided for participation in all or some of the benefits provided as part of the Custom Benefit Program, certain portions of the enclosed Enrollment Guides will not apply to you. Please refer to your labor agreement or contact your Human Resource Business Partner for further information about the benefits available to you and any limitations or restrictions on eligibility. 1

2 Choose Your Benefits. Enroll by Your Deadline. Four Steps for a Hassle-free Enrollment. Welcome to Hertz! We re excited to have you on board. Hertz is proud to offer you a wide range of coverage choices and resources to help you choose well and live well. In this guide, you ll find the information you need to make informed choices about your benefits. For additional resources and coverage details, visit Explore your options and choose the benefits that work best for you. The benefits you choose now will be in effect through June 30, KNOW YOUR DEADLINE You ll find everything you need to enroll, including your personalized rates and enrollment deadlines, on BenefitsPlus your one-stop spot for benefits information. This is your only chance to enroll in benefits until the next Open Enrollment period unless you experience a qualifying life event, such as marriage, birth/ adoption, or a change in employment status. Enrolling a New Dependent If you enroll a new dependent(s), you may be asked to provide documentation to verify dependent eligibility. When Will Your Benefits Become Effective? Your benefits become effective on the first day of the month following 60 days of continuous employment. For example: If you are hired June 15, your benefits become effective September 1. If you are hired August 1, your benefits become effective October 1. 2 The benefits you choose now will be in effect through June 30, KNOW WHO IS ELIGIBLE You, if you work at least 30 hours per week. Your child(ren) (including any legal stepchild, adopted child, or foster child) up to age 26. Your legal spouse/domestic partner for all plans except medical. Important: You can only enroll your spouse/domestic partner in medical coverage if they do not have access to minimum value health coverage through their employer. 2 3

3 Four Steps for a Hassle-free Enrollment. 3 CHOOSE WISELY Communication Preferences When you log on to enroll or change your benefit elections, you ll be asked how you prefer to receive future benefits communication: print/mail or . Make your choice and receive benefits communication the way it is most convenient for you. You can go to BenefitsPlus at any time to change your preference. Understand your options. Review the benefit plans so you can make informed decisions. Take the time to compare your medical plan options. Before you enroll, take time to compare the Hertz medical plan options and see how the costs stack up. Visit the BenefitsPlus website at to see how much you can expect to pay for each medical plan option. The UnitedHealthcare Plan Cost Estimator at will also help you compare costs for the plans based on your expected health care needs. Try it out! 4 ENROLL ONLINE Go to Log on. On your first visit to BenefitsPlus, you ll be prompted to enter your Employee ID as your user ID and the month and year of your birth (six digits: MMYYYY) as your password. You can find your Employee ID on your pay stub. Then, you will create a new password of your choice using the standards below: Must be 8 20 characters long Must contain three of the following four types of characters: numbers, uppercase letters, lowercase letters, characters such #, $ No Enrollment = No Coverage If you don t enroll during your new hire enrollment period, the only coverage you will have for the plan year is Employee Life Insurance at one times your base annual pay. This is your only opportunity to enroll in benefits for the plan year unless you experience a qualified life event (such as marriage, birth/ adoption, or a change in employment status). Take the time to get the benefits you need for you and your family. Click on the New Hire Enrollment task in the worklist to get started. Print the confirmation of your benefit elections for your records once you have completed your enrollment. Remember: You must click Submit or your elections will not be saved! IMPORTANT! Confirm your benefit selections. After you enroll, be sure to print the confirmation page for your records. Review it carefully to make sure your benefit elections are listed correctly. If you see any errors, you may log back in to BenefitsPlus to make changes or corrections up until your enrollment window closes. 4 5

4 Medical Coverage Hertz offers three medical plans to fit your life and your pocketbook. All of the plans are administered by UnitedHealthcare. They all cover the same services but each plan pays for care a little differently. WHICH MEDICAL PLAN SHOULD I CHOOSE? Choosing the right medical plan may seem overwhelming at first but it all comes down to one question: How do you prefer to pay for care? Some people prefer to pay more upfront in per-paycheck contributions and less at the doctor s office. Others would rather keep their perpaycheck expenses low, understanding that they may pay more when they seek care. Everyone s budget and medical needs are different. It all depends on what matters most to you. WHAT S MOST IMPORTANT: Low Per-paycheck Costs I m on a budget and want my paycheck contributions as low as possible. For example: Hayley is a healthy young woman in her 20s who wants to pay as little for care as possible. Generally, she only goes to the doctor for preventive care and just needs basic health coverage. CONSIDER: Economy Plan * You will pay the lowest contributions from your paycheck but will have the highest deductible and out-of-pocket maximum. Remember: This plan pays for care at in-network providers only. In-network preventive care is paid at 100%, with no deductible. WHAT S MOST IMPORTANT: Health Reimbursement Account with Money from Hertz I want to use Hertz contributions to help pay for medical care. For example: Samantha has a chronic illness and goes to the doctor about once a month. She knows that medical bills can add up quickly and likes the idea of a Health Reimbursement Account (HRA) with contributions from Hertz. CONSIDER: Consumer Health Account (CHA) Plans 1 and 2 You will pay moderate contributions from your paycheck then pay for medical care only after you have used all of the Hertz HRA contribution and have not yet met your deductible, or if you have prescription drug costs. Your HRA cannot be used to pay for prescription drugs. What s the difference? You will pay more per paycheck in the CHA Plan 1 than in CHA Plan 2 but will have a lower deductible and out-of-pocket maximum in CHA Plan 1. WANT HELP CHOOSING A MEDICAL PLAN? Check out the UnitedHealthcare Plan Cost Estimator at For 24/7 access to a doctor... Use Virtual Visits, a telemedicine service. You can talk to a doctor by phone or video chat for a $30 copay. Go to to get started. 6 * This plan is not available in Massachusetts. 7

5 Health Reimbursement Account (HRA) AFTER THAT... Once you ve used all of the funds in your HRA, you must pay the full cost of care until you meet the remainder of your deductible. The Consumer Health Account (CHA1 and CHA2) Plans offer an HRA funded with money from Hertz. This money automatically pays for out-of-pocket medical expenses. Here s how it works. FIRST... Hertz adds money to your HRA when you enroll in a Consumer Health Account plan. How much? That depends on your coverage level and when you join the company. See pages for details. AND THEN... When you have met your deductible, the plan will start to pay for part of your eligible medical expenses. The plan will pay 80% of the cost for eligible in-network medical care, or 60% if you use an out-of-network provider, and you will pay the remaining amount. You and the plan will continue to share costs until you meet the out-of-pocket maximum. (Your deductible, prescription costs, and your share of medical care costs all count toward meeting this maximum.) NEXT... When you file a medical claim, your HRA is automatically used first to pay for eligible medical expenses. Expenses paid from your HRA also count toward FINALLY... If you meet your out-of-pocket maximum, the plan will pay 100% of your eligible expenses for the rest of the plan year, including prescription drugs. meeting your deductible. You won t have to pay any eligible medical expenses until you have used all of the funds in your HRA. However, you cannot use your HRA for prescription drug costs. You will need to pay for those out-of-pocket or use your Flexible Spending Account funds. Fun Facts In-network preventive care is 100% covered. It won t use up your HRA funds. If you don t have a lot of medical expenses during the plan year, you might not use all of the funds in your HRA. Unused HRA funds automatically carry over to the next plan year. 8 9

6 Medical Plans Take a closer look at how the three medical plan options stack up. Consumer Health Account (CHA) Plan 1 Consumer Health Account (CHA) Plan 2 Economy Plan 1 In-network Out-of-network 2 In-network Out-of-network 2 In-network Only WHAT YOU PAY Deductible 3,4 Your costs for care must total this amount before you and the plan share costs. Employee Only $1,400 - $600* = $800 $2,800 - $600* = $2,200 $2,200 - $600* = $1,600 $4,400 - $600* = $3,800 *Hertz makes a $600 contribution to your account to help offset costs. 5 $2,700 Employee + 1 Dependent (Either spouse/domestic partner OR one child) $2,125 - $900* = $1,225 $4,250 - $900* = $3,350 $3,325 - $900* = $2,425 $6,650 - $900* = $5,750 *Hertz makes a $900 contribution to your account to help offset costs. 5 $4,050 Employee + 2 or More Dependents $2,850 - $1,200* = $1,650 $5,700 - $1,200* = $4,500 $4,450 - $1,200* = $3,250 $8,900 - $1,200* = $7,700 *Hertz makes a $1,200 contribution to your account to help offset costs. 5 $5,400 Out-of-pocket Maximum 6 When your costs reach this amount, the plan pays for 100% of your eligible expenses for the rest of the plan year. Employee Only $4,600 $9,200 $6,400 $12,800 $6,850 Employee + 1 Dependent (Either spouse/domestic partner OR one child) $6,900 $13,800 $9,600 $19,200 $10,275 Employee + 2 or More Dependents $9,200 $18,400 $12,800 $25,600 $13,700 WHAT THE PLAN PAYS Preventive Care In-network checkups and recommended vaccines and screenings are free. 100% 60% 100% 60% 100% 24/7 Telemedicine Services 100% after your $30 copay N/A 100% after your $30 copay N/A 100% after your $30 copay Doctor s Office Visit 80% 60% 80% 60% 70% Hospital Care Emergency Room 80% after your $200 copay 7 80% after your $200 copay 7 70% after your $200 copay 7 Outpatient Surgical or Inpatient Hospital Services 80% 60% 80% 60% 70% X-Rays and Lab Services 80% 60% 80% 60% 70% 1 This plan is not available in Massachusetts. 2 If you use an out-of-network provider, you are responsible for any amount that exceeds the eligible expense as determined by UnitedHealthcare. 3 Out-of-network deductibles do not count toward satisfying in-network deductibles and in-network deductibles do not count toward satisfying out-of-network deductibles. 4 All covered family members contribute to the family deductible until it is satisfied but no single family member satisfies more than the individual deductible. 5 Your HRA contribution is prorated based on when your Hertz medical coverage becomes effective. For example, if you join the company November 1, your coverage will take effect January 1 and you ll receive half (six months worth) of the annual contribution amount listed here. 6 All covered family members contribute until the family out-of-pocket maximum is satisfied but no single family member satisfies more than the individual out-of-pocket maximum. 7 The copay is waived if you are admitted to the hospital and the deductible/coinsurance will apply

7 Medical Plan Glossary Pharmacy Benefits Copay: A flat dollar amount or percentage you pay the provider at the time you receive a service. Deductible: The amount you pay for care before you and the plan begin to share costs. The deductible may not apply to all services, such as preventive care. In-network: An in-network provider is a doctor, hospital, or other health care provider that has contracted with a medical plan to provide care to its members at pre-negotiated rates. The Economy Plan only covers in-network care. With the CHA Plans, you can use providers outside of the network but you ll pay more for your care. Out-of-network: An out-of-network provider is a doctor, hospital, or other health care provider that has not contracted with a medical plan to provide care to its members at pre-negotiated rates. If you choose the Economy Plan, you will be responsible for 100% of the cost of using an out-of-network provider. With the CHA Plans, you ll pay more to use an out-of-network provider than you would with an in-network provider. Out-of-pocket Maximum: The maximum amount you pay out of your own pocket for covered expenses in a year. Once you reach the out-of-pocket maximum, the medical plan pays for all covered services for the rest of the year. The out-of-pocket maximum does not include premiums or services the plan does not cover. OptumRx manages the pharmacy benefit for all three medical plan options. Here s what you will pay when you use a network pharmacy. Retail Pharmacy 30-Day Supply Generic 20% copay $10 minimum/ $100 maximum Brand Formulary Non-formulary 25% copay $30 minimum/ $160 maximum 30% copay $75 minimum/ $225 maximum Mail Order or Preferred Retail Pharmacy (Walgreens, Walmart, and Kroger are the preferred retail pharmacies.) 90-Day Supply (For maintenance medications) Generic Brand Formulary Non-formulary 20% copay $20 minimum/ $200 maximum 25% copay $60 minimum/ $320 maximum 30% copay $150 minimum/ $450 maximum Note: You will pay a penalty if you order maintenance medications that are NOT filled via mail or at a preferred pharmacy

8 Dental Plans You can choose from three dental plans, all administered by Cigna. Dental Plans B and C use Cigna s Total DPPO network. Cigna Dental CDC HMO Plan B Full dental PPO Plan C Preventive care only In-network Only In-network Out-of-network 1 In-network or Out-of-network 1 WHAT YOU PAY Deductible 2 $0 $75 $150 $0 WHAT THE PLAN PAYS Diagnostic & Preventive Care 1 (Exams, cleanings, and X-rays; Maximum 2 visits per plan year) 100% 100% 100% 100% Basic Restorative Care (Fillings, extractions, and root canals) 80% 70% Major Restorative Care (Crowns, bridges, and dentures) To see your copay, check the Patient Charge Schedule on BenefitsPlus. 50% 40% Not covered Orthodontia 3 50% 40% Annual Maximum Benefit None $1,500 $1,500 1 If you use an out-of-network provider, you are responsible for any amount that exceeds the eligible expense as determined by Cigna Dental. 2 Out-of-network deductibles do not count toward satisfying in-network deductibles and in-network deductibles do not count toward satisfying out-of-network deductibles. 3 For the Hertz Dental Plan B, orthodontia is limited to dependent children up to age 19. The lifetime maximum benefit is $1,500. Note: This chart is only a summary of your dental benefits. For complete details, refer to the Hertz Dental Plan brochure or the Summary Plan Description (SPD) on BenefitsPlus

9 Vision Plan EyeMed is our vision plan provider. In-network Only Out-of-network 1 Figures are amounts you will be reimbursed.. Get the Most from Your Vision Benefits WHAT YOU PAY Annual Exam $20 copay $30 WHAT THE PLAN PAYS Frames (Every 2 years; resets every other July) Eyeglass Lenses (In lieu of contacts; resets in July of each year) Contact Lenses (Allowance includes materials only; every year in lieu of eyeglass lenses; resets in July of each year) Laser Vision Correction (LASIK or PRK) Up to $140, then a 20% discount on remaining balance The full cost after your copay Single vision, bifocal, trifocal: $25 Standard progressive: $90 Adult polycarbonate: $40 Children s polycarbonate 2 : $25 Conventional: $105 allowance, 15% off balance over $105 Disposable: $105 allowance Medically necessary: Paid in full Discount of 15% off retail cost or 5% off promotional prices from U.S. Laser Network $70 Single vision: $20 Bifocal: $30 Trifocal: $40 Standard progressive: $30 Children s polycarbonate 2 : $8 Conventional and Disposable: $105 Medically necessary: $210 N/A You ll pay less when you use an EyeMed network provider. The network includes independent providers and national retailers, such as Target Optical, LensCrafters, and many Pearle Vision locations. Your vision benefits reset at the beginning of each plan year (July 1). Note: This chart is only a summary of your vision benefits. For complete details, refer to the Vision Plan Highlights brochure or the Summary Plan Description (SPD) on BenefitsPlus. 1 You pay for services upfront and file for reimbursement. 2 For dependent children up to age

10 Flexible Spending Accounts (FSAs) FSAs let you set aside pre-tax money from your paycheck to help pay for out-of-pocket health care and/or dependent day care expenses. You decide how much to contribute tax-free to your FSA for the plan year (July 1 through June 30). Then, you use the money in your account to reimburse yourself for eligible expenses. Who Can Enroll How Much You Can Contribute for the Plan Year Common Eligible Expenses HEALTH CARE FSA Any eligible employee, regardless of medical plan enrollment DEPENDENT CARE FSA (Daycare and After-school Care Programs) Employees with eligible dependents (children up to age 13, or disabled/elderly tax dependents) $2,600 $5,000 (or $2,500 if married and filing separately) Out-of-pocket health care expenses, Daycare or after-school care programs for such as deductibles, copays, coinsurance, dependent children up to age 13, prescription drugs, dental, and vision expenses or for disabled or elderly dependents, so you for you and your eligible dependents and your spouse can work or go to school Note: This chart is only a summary of your FSA benefits. For more details and a list of some reimbursable expenses, refer to the Summary Plan Description (SPD) on BenefitsPlus. What Happens to Money You Don t Use You must incur expenses by September 15, 2018, and file claims by December 31, Under IRS rules, you forfeit any money left in your account after the plan deadlines. You must incur expenses by September 15, 2018, and file claims by December 31, Under IRS rules, you forfeit any money left in your account after the plan deadlines

11 Financial Security We ve got you covered. Financial security benefits offer you peace of mind. You can relax knowing that your family will be protected in the event of a death, serious illness, or accident. LIFE INSURANCE Pays a benefit to your beneficiary if you die. COMPANY-PAID: Basic Life equal to one times your base annual pay 1 up to $1.5 million without proof of good health. YOU CAN ELECT: Supplemental Life up to six times your base annual pay. When you enroll during your initial enrollment period, you will not need proof of good health for any coverage amount up to the lesser of five times your base annual pay or $300,000. There is a maximum coverage amount of $3 million (combined Basic and Supplemental Life). See to learn more. DEPENDENT LIFE INSURANCE Pays you a benefit upon the death of a covered spouse/ domestic partner or child. YOU CAN ELECT: Coverage options ranging from $10,000 to $100,000 for a spouse/domestic partner. Spouse/domestic partner coverage up to $50,000 is guaranteed; beyond that, you must prove their good health to Aetna. You can elect coverage for your child(ren) from $5,000 to $15,000 without any proof of good health. LONG-TERM DISABILITY (LTD) Provides a monthly benefit that replaces a portion of your income after 26 weeks of total disability. YOU CAN ELECT: One of two options: Coverage equal to 50% of your monthly base pay (up to $13,000 per month) or 60% of your monthly base pay (up to $16,000 per month). With either option, you can pay premiums with pre-tax paycheck contributions, which would make your benefit taxable, or with after-tax paycheck contributions, which would make the benefit tax-free. If you waive or end coverage, you will have to prove your good health to the insurance company if you enroll or re-enroll in the future. ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) Pays a benefit if you or a covered dependent dies or suffers a covered injury in a covered accident. You can cover yourself and your family. YOU CAN ELECT: Coverage options up to 10 times your annual base pay or $750,000, whichever is less. You pay premiums with pre-tax paycheck contributions. SHORT-TERM DISABILITY 2 (STD) (non-exempt employees only) Non-exempt employees automatically receive 50% of their weekly base pay, up to $150 per week, when on an approved STD leave. YOU CAN ELECT: Supplemental STD coverage, which increases the benefit paid to 50% of your weekly base pay, up to a maximum of $500 per week. 1 Base annual pay means annual pay excluding overtime, incentive pay, bonuses, and any other forms of special compensation. For 2 Not available to employees in California, Hawaii, New Jersey, or Rhode Island, or to exempt employees nationwide. 20 commission salespeople with more than one year of service, base pay equals 80% of the prior year s annualized Hertz W-2 earnings. 21

12 Contacts & Resources Mobile Apps BENEFITSPLUS Enroll or make changes using BenefitsPlus. Visit the website often to get the facts about your benefits and answers to your questions. Manage your benefits anytime, anywhere with these easy-to-use apps. ASKHR For Hertz benefit questions, call AskHR from 8 a.m. to 6 p.m. Central Time, Monday through Friday. COMPARE COSTS Estimate your medical costs for each of the Hertz medical plans in three easy steps. MANAGE YOUR BENEFITS Visit Health Care Lane to see videos about wellness, saving money on health care costs, and using your medical plan. MEDICAL COVERAGE Make the most of your medical plan coverage. Review your claims, check your HRA and/ or FSA balances, find network providers, estimate your treatment costs, and other valuable health information. HEALTH4ME TM RALLY OPTUMRX MYCIGNA EYEMED Instant access to your UnitedHealthcare information. Personalized recommendations to live healthier and information about medical plan contribution incentives. Set reminders to take your medication or show your doctor exactly what you re taking. Organize and access your dental information on the go. Network providers, your ID card, prescription information, answers to your questions, and more. PRESCRIPTION DRUGS HEALTH ADVOCATE Cost comparisons and one-touch calling. Compare prices for prescriptions, track prescription history, refill mail-order prescriptions, and learn more about your medications. DENTAL COVERAGE Find in-network dental providers, learn exactly what s covered, and estimate your costs for care. VISION COVERAGE Find network vision providers and plan details, and review your claims. AETNA LIFE Contact Aetna for information about employee life and dependent life insurance claims. SUN LIFE FINANCIAL Contact Sun Life for information about short-term and long-term disability coverage. HEALTH ADVOCATE Your Health Advocate can help you understand your benefits, find the right provider, schedule appointments, and assist you with claims or billing problems for your family. Summary Health Information and Important Legal Notices Hertz provides key summaries of its benefits, as well as related legal notices, online. Go to to review or download them (you can also call AskHR at to request a paper copy). Here is what s available: Summaries of Benefits and Coverage (SBCs): Overviews of each medical plan Summary Plan Description (SPD): A detailed look at The Hertz Custom Benefit Program Health Insurance Marketplace Coverage Notice The Women s Health and Cancer Rights Act notice, HIPAA privacy notice, Medicare Part D creditable coverage notice, Notice of Special Enrollment Rights, and more 22 23

13 This brochure contains highlights of the Hertz benefit plans for the plan year and constitutes a Summary of Material Modifications (SMM) to your Summary Plan Description (SPD). Keep this brochure with your SPD for future reference. If there is any discrepancy between the information provided in this brochure and the official plan documents, the official plan documents, as interpreted by the plan administrator, will govern. The Hertz Corporation reserves the right and discretion to interpret the terms of its benefit plans and to amend or terminate the plans at any time. Feb18main-G 24