2017 Total Rewards Guide | UM System

University of Missouri System

Insurance Benefits GuideMedical · Dental · Vision · HSA · FSA · Life · AD&D · LTD

2018Benefits

Enrollment

University of Missouri SystemC O L U M B I A | K A N S A S C I T Y | R O L L A | S T. L O U I S

2018

Discrimination is against the law

The Curators of the University of Missouri complies with applicable Federal civil rights laws and does not discriminate on the basis of race, color, national origin, age, disability or sex. The Curators of the University of Missouri does not exclude people or treat them differently because of race, color, national origin, age, disability or sex.

The Curators of the University of Missouri: ▪ Provides free aids and services to people with disabilities to communicate effectively with us, such as:

▪ Qualified sign language interpreters. ▪ Written information in other formats (large print, audio, accessible electronic formats, other formats).

▪ Provides free language services to people whose primary language is not English, such as: ▪ Qualified interpreters. ▪ Information written in other languages.

If you need these services, contact Carol Wilson, Associate Director, Health & Benefits.

If you believe that the Curators of the University of Missouri has failed to provide these services or discriminated in another way on the basis of race, color, national origin, age, disability or sex, you can file a grievance with:

Carol Wilson, Associate Director, Health & Benefits1000 W. Nifong, Bldg. 7, Suite 210, Columbia, MO 65211Phone: 573-882-2406 Fax: 573-882-9155Email: [email protected]

You can file a grievance in person or by mail, fax, or email. If you need help filing a grievance, Carol Wilson, Associate Director, Health & Benefits, is available to help you. You can also file a civil rights complaint with the U.S. Department of Health and Human Services, Office for Civil Rights, electronically through the Office for Civil Rights Complaint Portal, available at https://ocrportal.hhs.gov/ocr/portal/lobby.jsf, or by mail or phone at:

U.S. Department of Health and Human Services200 Independence Avenue, SWRoom 509F, HHH BuildingWashington, D.C. 20201 1-800-368-1019, 800-537-7697 (TDD)

Complaint forms are available at http://www.hhs.gov/ocr/office/file/index.html.

ATENCIÓN: si habla español, tiene a su disposición servicios gratuitos de asistencia lingüística. Llame al 1-844-634-1237.注意：如果您使用繁體中文，您可以免費獲得語言援助服務。請致電 1-844-634-1237。CHÚ Ý: Nếu bạn nói Tiếng Việt, có các dịch vụ hỗ trợ ngôn ngữ miễn phí dành cho bạn. Gọi số 1-844-634-1237. OBAVJEŠTENJE: Ako govorite srpsko-hrvatski, usluge jezičke pomoći dostupne su vam besplatno. Nazovite 1-844-634-1237.ACHTUNG: Wenn Sie Deutsch sprechen, stehen Ihnen kostenlos sprachliche Hilfsdienstleistungen zur Verfügung. Rufnummer: 1-844-634-1237.

مقرب لصتا .ناجملاب كل رفاوتت ةيوغللا ةدعاسملا تامدخ نإف ،ةغللا ركذا ثدحتت تنك اذإ :ةظوحلم 1237-634-844-1ВНИМАНИЕ: Если вы говорите на русском языке, то вам доступны бесплатные услуги перевода. Звоните 1-844-634-1237.주의: 한국어를 사용하시는 경우, 언어 지원 서비스를 무료로 이용하실 수 있습니다. 1-844-634-1237. 번으로 전화해 주십시오.ATTENTION : Si vous parlez français, des services d’aide linguistique vous sont proposés gratuitement. Appelez le 1-844-634-1237.PAUNAWA: Kung nagsasalita ka ng Tagalog, maaari kang gumamit ng mga serbisyo ng tulong sa wika nang walang bayad. Tumawag sa 1-844-634-1237 Wann du [Deitsch (Pennsylvania German / Dutch)] schwetzscht, kannscht du mitaus Koschte ebber gricke, ass dihr helft mit die englisch Schprooch. Ruf selli Nummer uff: Call 1-844-634-1237.

.دیریگب سامت 1237-634-844-1 اب .دشاب یم مھارف امش یارب ناگیار تروصب ینابز تالیھست ،دینک یم وگتفگ یسراف نابز ھب رگا :ھجوتATENÇÃO: Se fal a português, encontram-se disponíveis serviços linguísticos, grátis. Ligue para 1-844-634-1237.ማስታወሻ: የሚናገሩት ቋንቋ ኣማርኛ ከሆነ የትርጉም እርዳታ ድርጅቶች፣ በነጻ ሊያግዝዎት ተዘጋጀተዋል፡ ወደ ሚከተለው ቁጥር ይደውሉ 1-844-634-1237.

Welcome to your guideWelcome to your insurance benefits guide, a document specifically designed to help you choose your insurance plans and enroll in your 2018 insurance benefits. The University appreciates you, and the role you play in our community. Because health care needs are personal and important, we want to support you in finding a plan that works for your situation. To do so, you may want to compare premiums, out-of-pocket expenses and provider networks so you can thoughtfully choose the plan that is best for you. Each plan has a dedicated page so you can get important information while weighing your options. Please note:

▪ Every medical plan covers 100% of qualified in-network preventive care. ▪ UnitedHealthcare administers all medical plans, with prescription drug benefits managed by Express Scripts. ▪ In the Columbia area, you may fill prescriptions at a Mizzou pharmacy for the same cost as mail-order prescriptions. ▪ The Custom Network Plan in Columbia and St. Louis is available to both those who work or live in eligible counties. ▪ Those who work for the University of Missouri-Kansas City have a new feature for the PPO Plan (called the Tiered PPO Plan in this guide). ▪ You’ll receive a $50/month discount on medical insurance premiums if you certify you and your covered dependents are tobacco free or in a

cessation program. Learn more at http://umurl.us/tobacco. ▪ You’re not done with the enrollment process until you click the “submit” button in myHR (https://myhr.umsystem.edu). ▪ If you are adding dependents to your benefit plans, you will need to provide Proof of Relationship. Learn more at http://umurl.us/proof.

You must submit a medical insurance choice during your enrollment period. If you fail to take action, you will default to the Healthy Savings Plan, pay taxes on your premiums and be ineligible for the tobacco-free premium discount.

Plans available in a specific region or to a specific campus are marked with a corresponding badge, while unmarked pages are available to eligible faculty and staff at any location.

This guide provides a summary of various plans included in the University of Missouri System benefit program effective January 1, 2018. Summary Plan Descriptions (SPDs) for each plan described herein can be found on the Total Rewards website. The full plan document is available upon request. In the event of a discrepancy between this guide and the plan document, the plan document will govern in every instance. The University of Missouri System reserves the right to change or terminate the benefits program, individual plans or provisions at any time.

Table of ContentsTiered PPO Plan-Kansas City 1Custom Network Plan-Columbia and St. Louis 3PPO Plan 5Flexible Spending Account 6Healthy Savings Plan 7Health Savings Account 8Comparison Chart 9Premiums 11Dental 13Vision 14Life and Accidental Death and Dismemberment 15 Long Term Disability 16Enroll in myHR 17After you enroll 18Take advantage of other benefits 192018 Wellness Incentive 20

Facts and tips

Healthy SavingsHSA

FSACom

parisonsPrem

iums

DentalVision

Enroll

Tiered PPO Plan-Kansas City

Employees who work for the University of Missouri-Kansas City (UMKC) and enroll in the PPO Plan have a tiered plan feature in 2018. The Tiered PPO Plan utilizes the same broad network as the traditional PPO Plan. However, the Tiered PPO Plan is designed to provide you with additional cost savings when you use providers who have been recognized as offering high-quality and cost-effective care.

About the plan ▪ The Tiered PPO Plan includes two tiers of providers within UHC’s Choice Plus Network. ▪ Once you meet your annual out-of-pocket limit, the plan will pay 100% of expenses for the remainder of the

calendar year. ▪ Optionally, you can enroll in two types of Flexible Spending Account(s) (FSA): Health Care FSA and

Dependent Care FSA.

In-network providersMaximize your benefits and save money by using non-hospital-affiliated, freestanding facilities or outpatient surgical centers instead of hospitals for services such as labs, x-rays, scans and outpatient surgeries.

The Tiered PPO Plan makes available two tiers of providers within the Choice Plus network: ▪ Tier 1 includes Premium Care Physicians. These providers are recognized by UHC as having a rating of two

hearts (♥♥) because of their high-quality, cost-effective care. Utilizing this tier of providers may help you pay lower costs for services.

▪ Tier 2 (or non-designated) includes certain types of specialists; Quality Care Physicians, or providers recognized by UHC as having a rating of one heart (♥); and providers who are unrated or do not meet the criteria for a designation.

Consider...Participants who sign up for the

Tiered PPO Plan enjoy savings when they use Tier 1 providers, but will always

have access to a broad network through Tier 2.

In-network cost (per visit/service)

Care Tier 1 Tier 2

Preventive $0 $0

Primary $5 copay $15 copay

Specialist $20 copay $25 copay

Urgent care $50 copay

Services atfree-standing facility,

ambulatory surgical center or physician’s office

(designated network)

Services at outpatient hospital facility

(network)

Lab and x-ray

Designated network Network

0% after deductible

10% after deductible

Outpatient care

$0 copay after

deductible

$100 copay after deductible

Inpatient care


Durable medical

equipment$0 after deductible

Emergency room


Ambulance $100 copay after deductible

Prescription drug: RetailGreater of (after Rx deductible): ▪ Formulary generic: $7/copay or 20%

coinsurance ▪ Formulary brand: $15/copay or 25%

coinsurance ▪ Non-formulary brand: $30 copay or

50% coinsurance

Prescription drug: Mail**Greater of (after Rx deductible): ▪ Formulary generic: $15/copay or

20% coinsurance ▪ Formulary brand: $30/copay or 25%

coinsurance ▪ Non-formulary brand: $60/copay or

50% coinsurance

Available in

Kansas City

1 2

Tiered PPO Plan-Kansas City

Tiered PPO Plan Employee premiums (tobacco-free discount)Self Self and spouse Self and child(ren) Self, spouse and child(ren)$163/month $376/month $315/month $551/monthDeductibles and out-of-pocket limits

In-network Out-of-network**Medical deductible $350/self; $1,050/family $700/self; $2,100/family*Prescription deductible Retail: $75/person; Mail: $0 Retail: $75/person; Mail: $0

Designated Network NetworkCoinsurance 0% after deductible 10% after deductible 20% after deductibleMedical out-of-pocket limit $3,500/self;

$7,000/family*$10,500/self;

$21,000/family*Prescription out-of-pocket limit $3,650/self; $7,300/family** “Self” amounts must be satisfied for all individuals covered until the family deductible is met. ** Please refer to the Summary Plan Document (SPD) for additional details on allowable/eligible expenses when using an out-of-network provider.

2

Facts and tips

Healthy SavingsHSA

FSACom

parisonsPrem

iums

DentalVision

Enroll

Custom Network PlanIf you live or work in the eligible regions around Columbia or St. Louis, the Custom Network Plan is available to you. This insurance plan gives you a focused network of providers who are working to improve the quality of your care and share savings and efficiencies with you when you stay in-network.

What’s the same in Columbia and St. Louis? ▪ Once you meet your annual out-of-pocket limit, the plan will pay 100% of eligible coinsurance and

copayment expenses for the rest of the calendar year. ▪ There’s no deductible for in-network services. There is a small deductible for prescription medication. ▪ Optionally, you can enroll in two types of Flexible Spending Account(s) (FSA): Health Care FSA and

Dependent Care FSA.

Columbia ▪ Your focused network consists primarily of providers affiliated with University of Missouri Health Care

(MUHC), allowing you to take advantage of MUHC’s special services such as: ▪ Mizzou Doc Fast Pass. To establish care with an in-network primary care physician or specialist, or schedule same-day or next-day primary care appointments, call (573) 884-0432 or (855) 895-7752 toll-free, 7:30 a.m. to 5:00 p.m., Monday through Friday.

▪ Mizzou Quick Care. Visit a clinic for a low $5 in-network cost. Learn more at https://www.muhealth.org/conditions-treatments/mizzou-quick-care.

▪ MU Health-e, a patient portal that connects you to MUHC’s providers and medical services. Access the portal at https://www.muhealth.org/patient-login.

▪ Mizzou pharmacy is the preferred network pharmacy for retail and 90-day prescriptions, but members continue to have access to the Express Scripts nationwide network.

St. Louis ▪ Your focused network consists primarily of providers affiliated with Mercy Health System, allowing you to

take advantage of Mercy’s special services such as: ▪ Mercy Care Management. Every provider and case manager is connected to the same electronic medical record, allowing for in-the-moment collaboration to ensure the right care at the right time.

▪ Nurse-On-Call. Obtain nurse advice and guidance 24 hours a day, seven days a week for assistance in making informed decisions regarding your health needs.

▪ Pharmacy coverage is provided by Express Scripts with access to pharmacies nationwide and mail order services.

Custom Network PlanEmployee premiums (tobacco-free discount)Self Self and spouse Self and child(ren) Self, spouse and child(ren)$78/month $206/month $169/month $311/monthDeductibles and out-of-pocket limits

In-network Out-of-network**Medical deductible $0 $500/self; $1,500/family*Prescription deductible Retail: $50/person; Mail: $0 Retail: $50/person; Mail: $0Coinsurance 0% 30% after deductibleMedical out-of-pocket limit $3,500/self; $7,000/family* $10,500/self; $21,000/family*Prescription out-of-pocket limit $3,650/self; $7,300/family** “Self” amounts must be satisfied for all individuals covered until the family deductible is met. ** Please refer to the Summary Plan Document (SPD) for additional details on allowable/eligible expenses when using an out-of-network provider.

In-network services costCare Cost

Preventive care $0

Primary care $5 copay/visitSpecialist

care $25 copay/visit

Urgent care $50 copay/visit

Lab and x-ray $0

Outpatient care $100 copay/visit

Inpatient care$300 copay/visit

($0 copay for maternity delivery)

Durable medical

equipment$0

Emergency room $250 copay/visit

Ambulance $100 copay/occurence




50% coinsurance Prescription drug: Mail*Greater of (after Rx deductible): ▪ Formulary generic: $15/copay or


coinsurance ▪ Non-formulary brand: $60/copay or a

50% coinsurance

Available in

St. Louis

Columbia

3 4

Custom Network Plan

Counties with a custom networkColumbia-area plan:

■ Audrain (MO) ■ Cole (MO) ■ Moniteau (MO) ■ Boone (MO) ■ Cooper (MO) ■ Osage (MO) ■ Callaway (MO) ■ Howard (MO) ■ Randolph (MO)

St. Louis-area plan: ■ Franklin (MO) ■ St. Louis (MO) ■ Jersey (IL) ■ Gasconade (MO) ■ St. Louis City (MO) ■ Macoupin (IL) ■ Jefferson (MO) ■ Ste. Genevieve (MO) ■ Madison (IL) ■ Lincoln (MO) ■ Warren (MO) ■ Monroe (IL) ■ Montgomery (MO) ■ Washington (MO) ■ Montgomery (IL) ■ Pike (MO) ■ Bond (IL) ■ Pike (IL) ■ St. Charles (MO) ■ Calhoun (IL) ■ Randolph (IL) ■ St. Francois (MO) ■ Clinton (IL) ■ St. Clair (IL)

It’s possible you may be eligible for both the Custom Network Plan-Columbia and the Custom Network Plan-St. Louis (i.e., you work in an eligible county near Columbia but live in an eligible county in St. Louis, or vice versa). In this case, you have the option to enroll in either of the two insurance plans. Please note, these plans have access to different networks of medical care providers. You will only have in-network access to providers associated with the particular plan in which you choose to enroll.

4

Facts and tips

PPO PlanEmployees who work in Columbia, Rolla and St. Louis have the option of enrolling in the PPO Plan. The PPO Plan is a traditionally structured medical insurance plan with a broad network of providers. You pay deductibles for medical expenses and prescription drugs, even if you use in-network services. This means, for most covered expenses, you’ll pay for medical and prescription expenses until you reach the annual deductible.

About the Plan ▪ There are separate deductibles for in-network services and retail prescription drugs. ▪ Once you meet your annual out-of-pocket limit, the plan will pay 100% of expenses (including coinsurance

and copayments) for the remainder of the calendar year. ▪ The premiums are high, but the deductible is in a middle-range for health insurance plans. ▪ Optionally, you can enroll in two types of Flexible Spending Account(s) (FSA): Health Care FSA and

Dependent Care FSA. These accounts can help you pay for medical or child care using pre-tax dollars; eligible expenses differ between the two types.

▪ For those located in the Columbia area, 90-day fills and refills are available at Mizzou pharmacies at the same cost as mail-order.

PPO PlanEmployee premiums (tobacco-free discount)Self Self and spouse Self and child(ren) Self, spouse and child(ren)$163/month $376/month $315/month $551/monthDeductibles and out-of-pocket limits

In-network Out-of-network**

Medical deductible

Rolla: $350/self coverage; $1,050/family coverage*

Columbia and St. Louis: $500/self; $1,500/family coverage*

Rolla: $700/self coverage; $2,100/family

coverage*

Columbia and St. Louis: $1,000/self; $3,000/family coverage*

Prescription deductible Retail: $75/person; Mail: $0 Retail: $75/person; Mail: $0

Coinsurance**

Rolla: 0% coinsurance after deductible

Columbia and St. Louis: 10% coinsurance after deductible

20% coinsurance after deductible

Medical out-of-pocket limit $3,500/self; $7,000/family* $10,500/self; $21,000/family*

Prescription out-of-pocket limit

$3,650/self; $7,300/family*

* “Self” amounts must be satisfied for all individuals covered until the family deductible is met. ** Please refer to the Summary Plan Document (SPD) for additional details on allowable/eligible expenses when using an out-of-network provider.

In-network service costsCare Cost

Preventive care $0

Primary care $15 copay/visitSpecialist

care $25 copay/visit

Urgent care $50 copay/visit

Lab and x-rayApplicable

coinsurance** after deductible

Outpatient care

$100 copay/visit after deductible

Inpatient care $300 copay/confinement

Durable medical

equipment

Applicable coinsurance** after

deductibleEmergency

room$250 copay/visit after deductible

Ambulance $100 copay/occurence




50% coinsurance

Prescription drug: Mail*Greater of (after Rx deductible): ▪ Formulary generic: $15/copay or



50% coinsurance

Available in

Rolla

Columbia

St. Louis

5 6

Facts and tipsBoth a Health Care Flexible Spending Account (FSA) and a Dependent Care FSA may be available to you depending on your medical enrollment choices, regardless of your location. You do not need to enroll in a medical plan to be eligible for a Health Care FSA; however, you cannot enroll if you (and/or your spouse) have a Health Savings Account (HSA). Any benefit-eligible employee can enroll in the Dependent Care FSA regardless of medical plan enrollment. ASIFlex administers both kinds of FSA.

Getting funds into the account ▪ You must enroll each year you wish to have an FSA (elections do not carry over from year to year). ▪ Funds in the Health Care FSA can be used toward eligible medical, prescription drug, dental and vision

expenses. Access the ASIFlex website (http://asiflex.com/) to see what qualifies as an eligible expense. ▪ Funds in a Dependent Care FSA can be used toward eligible care expenses for a child or dependent adult.

Eligible expenses can include day care, general purpose day camps and pre-K expenses.

Spending funds from the account ▪ Health Care FSA enrollees will receive a welcome packet which provides instructions for applying for an

ASIFlex debit card to pay for eligible expenses. Additional cards for other family members can be requested. You will still be able to submit claims for reimbursement online, by fax or mail.

▪ Manage your FSA online and instantly track expenses and account balances through the ASIFlex website. Flexminder, a feature on the website, connects your Health Care FSA to your insurance accounts and finds reimbursable expenses for you, which you can submit with a single click.

▪ If you do not use all your contributions within the plan year, you forfeit any money left in your account at the end of the year (no rollover). However, the Health Care FSA has a 2.5-month grace period which allows you additional time to spend your funds.

▪ If you leave your employer, you are no longer eligible for the FSA, and remaining funds in your account can only be used for eligible expenses incurred prior to the day you left.

Flexible Spending Account

Did you know?A Dependent Care FSA covers out-

of-pocket childcare expenses, as well as elder dependent expenses. A few eligible

expenses include day care, general-purpose day camps and pre-K expenses.

Contribution limitsYou have the option of adding your own pre-tax money to your FSA account automatically by using salary reduction. You may choose to set aside up to $2,600 per year in Health Care FSA contributions and up to $5,000 per household for Dependent Care FSA contributions.

6

Facts and tips

Healthy Savings PlanThe Healthy Savings Plan is available regardless of location. The plan is coupled with a Health Savings Account (HSA). Your employer makes an annual contribution to help increase your savings for qualified health care expenses.

About the Plan ▪ You pay the full cost of medical services and prescription drugs until you reach your annual deductible. ▪ The price of in-network medical services and prescription drugs are discounted. You pay the total of that

discounted price until the deductible is met. ▪ After you meet the deductible, you’ll pay 10% of the cost of covered in-network medical services and

prescription drugs until you reach the out-of-pocket limit (which is comprised of deductibles, coinsurance and prescription drug charges). Once the annual out-of-pocket limit is met, the plan will pay 100% of covered services and prescription drugs for the rest of the year.

▪ The deductible for the Healthy Savings Plan combines medical services and prescription drug expenses, rather than having one deductible for each. Similarly, the out-of-pocket limit combines medical and prescription expenses.

▪ You may be eligible for a Dependent Care Flexible Spending Account (FSA), but not a Health Care FSA since you have access to an HSA.

▪ For those located in the Columbia area, 90-day fills and refills are available at Mizzou pharmacies at the same cost as mail-order.

Healthy Savings PlanEmployee premiums (tobacco-free discount)Self Self and spouse Self and child(ren) Self, spouse and child(ren)$38/month $126/month $100/month $198/monthDeductibles and out-of-pocket limits

In-network Out-of-network**Combined medical and prescription deductible

$1,500/self$3,000/family*


Combined medical and prescription out-of-pocket limit


$6,000/self$12,000/family*

* Only the individual or family amount must be satisfied, based on whether you choose self or family coverage. ** Please refer to the Summary Plan Document (SPD) for additional details on allowable/eligible expenses when using an out-of-network provider.

In-network services costCare Cost

Preventive care $0

Primary care 10% after deductible

Specialist care


Urgent care 10% after deductible

Lab and x-ray 10% after deductible

Outpatient care


Inpatient care 10% after deductible

Durable medical

equipment


Emergency room


Ambulance 10% after deductible

Prescription drug: retail


Prescription drug: mail**


Available in

Rolla

Columbia

St. Louis

Kansas City

7 8

Facts and tips

Healthy Savings Plan Health Savings Account

Employer contribution* (by coverage level) ▪ Self - $400 ▪ Self and spouse - $800 ▪ Self and child(ren) - $800 ▪ Self, spouse and child(ren)

- $1,200

* The amount your employer contributes to your account depends on the time of year you enroll. Your contributions will be prorated for enrollment after the first quarter. Visit http://umurl.us/hsa.

Did you know?Once your balance is high enough,

you can invest your HSA money into select mutual funds. All earnings will be tax-free as long as they’re used for eligible expenses. Many people use HSAs to save extra money to cover

their health care in retirement.

If you enroll in the Healthy Savings Plan, you may be eligible to sign up for a Health Savings Account (HSA) through Optum Bank to help cover your health care expenses. To be eligible: ▪ You may not be covered by another health plan (including Medicare). ▪ You may not be claimed as a dependent on someone else’s tax return. ▪ You or your spouse may not be enrolled in a general purpose Health Care Flexible Spending Account.

Getting funds into the accountYour employer’s annual contribution appears as a lump sum within 45 days of enrollment in most cases. These funds count toward the IRS annual maximum savings allowed for your coverage level. ▪ If you are switching from a Health Care Flexible Spending Account (FSA) in 2017 to an HSA in 2018, your

2017 FSA must have a zero balance by December 31, 2017, or it will delay contributions to your HSA until April 1, 2018.

▪ You can contribute your own pre-tax money to the account up to the IRS maximum, although this is not required to receive your employer’s contribution. You can choose to change your contributions at any time.

▪ The IRS contribution limits are $3,450/self and $6,900/family.

Spending funds from the account ▪ You’ll receive a debit card for your HSA that you can use when paying for eligible

expenses, and you can request additional cards for family members. ▪ You can manage your HSA online to track and pay expenses. ▪ If you don’t use the entire HSA balance during the calendar year, the money will roll

over for use in future years. ▪ If you switch health plans in future years, or leave your job, all of the HSA money

goes with you as yours to keep, including the contributions by your employer (but you may need to pay a monthly fee on the account).

8

Comparison ChartWhat you pay for covered expenses in 2018

HEALTHY SAVINGS PLAN CUSTOM NETWORK PLAN TIERED PPO PLAN (UMKC only) PPO PLAN

In-network Out-of-network1 In-network Out-of-network1 In-network Out-of-network1 In-network Out-of-network1

Dedu

ctible

s Medical deductible $1,500/self coverage

$3,000/family2 coverage (combined)

$3,000/self coverage$6,000/family2 coverage

(combined)

$0 $500/self coverage$1,500/family2 coverage

$350/self coverage;$1,050/family2 coverage


Rolla$350/self coverage;

$1,050/family2 coverageColumbia and St. Louis

$500/self coverage$1,500/family2 coverage


$2,100/family2 coverageColumbia and St. Louis$1,000/self coverage

$3,000/family2 coverage

Prescription deductible

Retail: $50/personMail order: $0/person


Retail: $75/personMail-order: $0/person




Tier 1 (♥♥) Tier 2 (♥)

Servi

ces

Preventive care $0 30% after deductible $0 30% after deductible $0 $0 20% after deductible $0 20% after deductible

Primary care 10% after deductible 30% after deductible $5 copay/visit 30% after deductible $5 copay/visit $15 copay/visit 20% after deductible $15 copay/visit 20% after deductible

Specialist care 10% after deductible 30% after deductible $25 copay/visit 30% after deductible $20 copay/visit $25 copay/visit 20% after deductible $25 copay/visit 20% after deductible

Urgent care 10% after deductible 30% after deductible $50 copay/visit $50 copay/visit $50 copay/visit 20% after deductible $50 copay/visit 20% after deductible

Services at free-standing facility, ambulatory surgical center or physician’s office



(network)

Lab and x-ray 10% after deductible 30% after deductible $0 30% after deductible 0% after deductible 10% after deductible 20% after deductible Applicable coinsurance after deductible3 20% after deductible

Outpatient care 10% after deductible 30% after deductible $100 copay/visit 30% after deductible $0 copay/visit after deductible $100 copay/visit after deductible 20% after deductible $100 copay/visit after deductible 20% after deductible

Inpatient care 10% after deductible 30% after deductible $300 copay/confinement ($0 copay for maternity delivery) 30% after deductible $300 copay/confinement after deductible 20% after deductible $300 copay/confinement after

deductible 20% after deductible

Durable medical equipment 10% after deductible 30% after deductible $0 30% after deductible 0% after deductible 20% after deductible Applicable coinsurance after

deductible3 20 r deductible

Emergency room care 10% after deductible 10% after deductible $250 copay/visit $250 copay/visit $250 copay/visit after deductible $250 copay/visit after

deductible $250 copay/visit after deductible $250 copay/visit after deductible

Ambulance 10% after deductible 10% after deductible $100 copay/occurence $100 copay/occurence $100 copay/occurence after deductible $100 copay/occurence after deductible

$100 copay/occurence after deductible


Rx

Prescription drug: Retail ▪ Formulary

generic ▪ Formulary brand ▪ Non-formulary

brand

10% after deductible 30% after deductible

Greater of (after Rx deductible): ▪ $7 copay or 20% coinsurance

▪ $15 copay or 25% coinsurance ▪ $30 copay or 50% coinsurance

Greater of (after Rx deductible):

▪ $30 copay or 50% network costs after annual

deductible5



Gre ater of (after Rx deductible): ▪ $30 copay or 50%

network costs after annual deductible5

Greater of (after Rx deductible): ▪ $7 copay or 20%

coinsurance ▪ $15 copay or 25%


coinsurance



Prescription drug: Mail4 ▪ Formulary


brand


Greater of: ▪ $15 copay or 20% coinsurance ▪ $30 copay or 25% coinsurance ▪ $60 copay or 50% coinsurance

Greater of: ▪ $30 copay or 50%


Greater of: ▪ $15 copay or 20% coinsurance ▪ $30 copay or 25% coinsurance ▪ $60 copay or 50% conusnrance






coinsurance



OOP

Medical plan out-of-pocket limit $3,000/self coverage

$6,000/family2 coverage(combined)


(combined)







Prescription drug out-of-pocket limit




9 10

Facts and tips1: Please refer to the Summary Plan Document (SPD) for additional details on allowable/eligible expenses when using an out-of-network provider.

2: Considerations for “self” and “family” are different for the Healthy Savings Plan than for the Custom Network Plan, the PPO Plan and the Tiered PPO Plan. See the glossary (https://umurl.us/glossary) for details.

3: RollaIn-network

� 0% coinsuranceOut-of-network1

� 20% coinsuranceColumbia and St. Louis:In-network

� 10% coinsuranceOut-of-network1

� 20% coinsurance

4: 90-day fill/refill at Mizzou pharmacies at same cost as mail-order.

****Note: Member will pay difference between the non-participating and participating pharmacy charge.

What you pay for covered expenses in 2018

HEALTHY SAVINGS PLAN CUSTOM NETWORK PLAN TIERED PPO PLAN (UMKC only) PPO PLAN

In-network Out-of-network1 In-network Out-of-network1 In-network Out-of-network1 In-network Out-of-network1

Dedu

ctible

s Medical deductible $1,500/self coverage

$3,000/family2 coverage (combined)


(combined)

$0 $500/self coverage$1,500/family2 coverage




$1,050/family2 coverageColumbia and St. Louis

$500/self coverage$1,500/family2 coverage


$2,100/family2 coverageColumbia and St. Louis$1,000/self coverage

$3,000/family2 coverage

Prescription deductible







Tier 1 (♥♥) Tier 2 (♥)

Servi

ces

Preventive care $0 30% after deductible $0 30% after deductible $0 $0 20% after deductible $0 20% after deductible

Primary care 10% after deductible 30% after deductible $5 copay/visit 30% after deductible $5 copay/visit $15 copay/visit 20% after deductible $15 copay/visit 20% after deductible

Specialist care 10% after deductible 30% after deductible $25 copay/visit 30% after deductible $20 copay/visit $25 copay/visit 20% after deductible $25 copay/visit 20% after deductible

Urgent care 10% after deductible 30% after deductible $50 copay/visit $50 copay/visit $50 copay/visit 20% after deductible $50 copay/visit 20% after deductible

Services at free-standing facility, ambulatory surgical center or physician’s office



(network)

Lab and x-ray 10% after deductible 30% after deductible $0 30% after deductible 0% after deductible 10% after deductible 20% after deductible Applicable coinsurance after deductible3 20% after deductible

Outpatient care 10% after deductible 30% after deductible $100 copay/visit 30% after deductible $0 copay/visit after deductible $100 copay/visit after deductible 20% after deductible $100 copay/visit after deductible 20% after deductible

Inpatient care 10% after deductible 30% after deductible $300 copay/confinement ($0 copay for maternity delivery) 30% after deductible $300 copay/confinement after deductible 20% after deductible $300 copay/confinement after

deductible 20% after deductible

Durable medical equipment 10% after deductible 30% after deductible $0 30% after deductible 0% after deductible 20% after deductible Applicable coinsurance after

deductible3 20 r deductible

Emergency room care 10% after deductible 10% after deductible $250 copay/visit $250 copay/visit $250 copay/visit after deductible $250 copay/visit after

deductible $250 copay/visit after deductible $250 copay/visit after deductible

Ambulance 10% after deductible 10% after deductible $100 copay/occurence $100 copay/occurence $100 copay/occurence after deductible $100 copay/occurence after deductible



Rx

Prescription drug: Retail ▪ Formulary


brand




Greater of (after Rx deductible):

▪ $30 copay or 50% network costs after annual

deductible5



Gre ater of (after Rx deductible): ▪ $30 copay or 50%





coinsurance



Prescription drug: Mail4 ▪ Formulary


brand


Greater of: ▪ $15 copay or 20% coinsurance ▪ $30 copay or 25% coinsurance ▪ $60 copay or 50% coinsurance



Greater of: ▪ $15 copay or 20% coinsurance ▪ $30 copay or 25% coinsurance ▪ $60 copay or 50% conusnrance






coinsurance



OOP

Medical plan out-of-pocket limit $3,000/self coverage

$6,000/family2 coverage(combined)


(combined)







Prescription drug out-of-pocket limit




10

Premiums

Healthy Savings PlanCoverage level Employee cost (tobacco-free discount/no discount) UM cost (tobacco-free discount/no discount) TotalSelf only $38 $88 $380 $330 $418Self and spouse $126 $176 $710 $660 $836Self and child(ren) $100 $150 $616 $566 $716Self, spouse, and children $198 $248 $981 $931 $1,179

DentalCoverage level Employee cost UM cost TotalSelf only $14.76 $14.76 $29.52Self and spouse $29.52 $29.52 $59.04Self and child(ren) $35.82 $35.82 $71.64Self, spouse, and children $50.58 $50.58 $101.16

VisionCoverage level Employee cost UM cost TotalSelf only $5.59 $0 $5.59Self and spouse $11.15 $0 $11.15Self and child(ren) $12.17 $0 $12.17Self, spouse, and children $19.26 $0 $19.26

PPO Plan (including Tiered PPO Plan-Kansas City)Coverage level Employee cost (tobacco-free discount/no discount) UM cost (tobacco-free discount/no discount) TotalSelf only $163 $213 $626 $576 $789Self and spouse $376 $426 $1,202 $1,152 $1,578Self and child(ren) $315 $365 $1,036 $986 $1,351Self, spouse, and children $551 $601 $1,674 $1,624 $2,225

Custom Network Plan (Columbia and St. Louis)Coverage level Employee cost (tobacco-free discount/no discount) UM cost (tobacco-free discount/no discount) TotalSelf only $78 $128 $456 $406 $534Self and spouse $206 $256 $862 $812 $1,068Self and child(ren) $169 $219 $745 $695 $914Self, spouse, and children $311 $361 $1,195 $1,145 $1,506

11 12

Facts and tips

Accidental Death and Dismemberment (per amount listed)

Coverage amount

Self Self and dependents

$25,000 $0.53 $0.73$50,000 $1.05 $1.45$75,000 $1.58 $2.18$100,000 $2.10 $2.90$125,000 $2.63 $3.63$150,000 $3.15 $4.35

Basic Life (per $1,000 of coverage)Plan type Employee

costUM cost Total

Option A $0 $0.06 $0.06Option B $0.03 $0.06 $0.09

Long Term Disability (per $100 of covered monthly salary)

Plan type Employee cost

UM cost Total

Core Plan (Option A) $0 $0.17 $0.17

Buy-up Plan (Option B) $0.18 $0.17 $0.35

Dependent Life Insurance - Child (per amount listed)**Coverage amount**$5,000 $0.35

$10,000 $0.70

$15,000 $1.05

$20,000 $1.40

$25,000 $1.75

Supplemental Life Insurance (per $1,000 of coverage)Age as of January 1 Amount< 25 $0.0525 – 29 $0.0630 – 34 $0.0835 – 39 $0.0940 – 44 $0.1045 – 49 $0.1550 – 54 $0.2355 – 59 $0.4360 – 64 $0.6665 – 69 $1.2770 – 74 $2.06 - $2.7675 – 79 $3.04 - $4.3580 – 84 $4.74 - $6.8785 – 89 $7.53 - $10.4390 – 94 $11.24 - $16.02

Note: Monthly premiums are deducted during the month of coverage. Employees who are paid bi-weekly will have half the monthly premium deducted from their first two bi-weekly paychecks of the month.

**Note: Evidence of insurability may be required. Visit https://umurl.us/life for details and the appropriate forms.

Dependent Life Insurance - Spouse/ Sponsored Adult Dependent (per $1,000 of coverage)Age as of January 1 Amount

< 30 $0.0730 – 34 $0.0835 – 39 $0.1140 – 44 $0.1745 – 49 $0.2550 – 54 $0.3855 – 59 $0.5960 – 64 $0.9265 – 69 $1.4570 – 74 $2.3275 – 79 $3.7980 – 84 $5.8985 – 89 $9.2390 – 94 $14.26Coverage amounts**: $10,000, $20,000, $30,000, $40,000, $50,000

12

Facts and tips

DentalDental insurance is administered by Delta Dental, and is available to you regardless of your location. Coverage is offered for three classes of reasonable and customary expenses: preventive, basic and major services. Dental coverage has a maximum annual benefit of $1,500 for each individual enrolled in the plan. This cap is for preventive, basic and major care combined.

DentalEmployee premiumsSelf Self and spouse Self and child(ren) Self, spouse and child(ren)$14.76/month $29.52/month $35.82/month $50.58/monthDeductible by coverage

Self: $100; Self, spouse and/or child(ren): $300Services and coverageClass A servicesPreventive care for routine oral exams, cleanings, x-rays, sealants and fluoride 100%, no deductible

Class B servicesBasic care for treatments such as fillings, oral surgery and extractions 80% after annual deductible

Class C servicesMajor treatment such as bridgework, dentures and crowns 50% after annual deductible

NoteServices listed here describe eligible dental expenses; orthodontics are not an eligible expense. Reimbursements are limited to fees determined to be reasonable and customary.

About the NetworkThe University dental plan utilizes a passive network, which means you have the ability to receive services from network or non-network providers. No matter your provider, your deductible and coinsurance remain the same, as long as charges are reasonable and customary. However, using either of Delta Dental’s two networks, PPO or Premier, may help you achieve more affordable services. The Delta Dental PPO Network offers the lowest negotiated services, often resulting in the greatest savings.

13 14

Facts and tips

Dental Vision

Vision insurance is administered by EyeMed Vision Care (EyeMed). The plan provides a discounted group rate and is available at all locations.

The vision plan offers coverage for a number of eye-care expenses, some of which are outlined in the table below. It does not have an annual deductible, and charges on amounts over the indicated limits or on optional features are discounted.

VisionEmployee premiums (100% paid by you)Self Self and spouse Self and child(ren) Self, spouse and child(ren)$5.59/month $11.15/month $12.17/month $19.26/monthServices and coverageEye exam (with dilation as necessary) $10 copay

Frames (any available at provider location) $0 copay; $140 allowance, 20% off balance over $140

Contact lens fitting and follow-up Standard: Up to $40 maximum; Premium: 10% off retail

Contact lensesAllowance includes materials only

▪ Conventional: $0 copay, $140 allowance, 15% off balance over $140 ▪ Disposable: $0 copay, $140 allowance, plus balance over $140 ▪ Medically necessary: $0 copay, paid-in-full

Standard plastic lenses

▪ Single vision: $25 copay ▪ Bifocal: $25 copay ▪ Trifocal: $25 copay ▪ Lenticular: $25 copay ▪ Standard progressive: $80 copay ▪ Premium progressive tier 1: $100 copay ▪ Premium progressive tier 2: $110 copay ▪ Premium progressive tier 3: $125 copay ▪ Premium progressive tier 4: $80 copay, 20% off retail less $120 allowance

Covered lens optionsStandard polycarbonate - under age 19 $0 copay

Deductible ▪ The vision plan does not have an

annual deductible.

Frequency ▪ Examination: Once every 12 months ▪ Lenses (in lieu of contact lenses):

Once every 12 months ▪ Contact lenses (in lieu of lenses):

Once every 12 months ▪ Frames: Once every 24 months

Did you know?EyeMed offers discounts to those not enrolled in the plan who want to take care of their eye health. Learn more

at https://umurl.us/healthtool. urance coverage.

14

Facts and tips

Life and Accidental Death and Dismemberment

Employees at all locations have several options for life insurance to help give peace of mind. The basic life plan is available at no cost to you. Additional options—100% paid by you—are offered at a reduced cost because a lower group rate has been negotiated to help you look out for what matters most.

LifeMinnesota Life is the administrator of your life insurance plans. ▪ Basic Life. You are automatically enrolled in Option A of the Basic Life Plan because it is 100% employer

paid. You may opt out of this coverage if you wish. Option A covers 1x your base salary. Option B covers 2x your base salary. With both options, coverage amount begins to decrease once you reach age 55. Evidence of insurability is required to increase your coverage level after 31 days of initial eligibility. In addition, you must be actively at work on the effective date of coverage. Otherwise, coverage will begin when you return to active work.

▪ Supplemental Life. Supplemental Life insurance is 100% paid by you. You may purchase coverage at one, two or three times your annual base salary to a maximum of $1,000,000, and a minimum of $20,000 (even if you earn less). Evidence of insurability is required. Like basic life, you must be actively at work on the effective date of coverage. Otherwise, coverage will begin when you return to work.

▪ Dependent Life. Dependent Life insurance is 100% paid by you. For Spouse/Sponsored Adult Dependent Life insurance, coverage is available in increments of $10,000 up to a maximum of $50,000. For Dependent Child Life insurance, coverage is available in increments of $5,000 up to a maximum of $25,000. Evidence of insurability is required for amounts above $20,000 for spouse/sponsored adult dependent and $5,000 for children, and any amount when a new election or change is made after 31 days of initial eligibility.

Accidental Death and DismembermentAccidental Death and Dismemberment insurance is available through Minnesota Life. You may also purchase coverage for your family as a percentage of your own coverage. The plan is 100% paid by you, and coverage is available in increments of $25,000 up to a maximum of $150,000.

Employee premiums ▪ Premiums for supplemental and

spouse/sponsored adult dependent life coverage vary by age.

▪ Premiums for Accidental Death and Dismemberment coverage vary by coverage amount and coverage level.

▪ Review premiums specific to your situation by accessing the premiums chart in this guide.

Access more information on life insurance (http://umurl.us/life) or accidental death and dismemberment insurance (http://umurl.us/add).

15 16

Facts and tips

Life and Accidental Death and Dismemberment

Employees at all locations have access to Long Term Disability insurance. MetLife is the administrator of the Long Term Disability Insurance plans. The administrator of the Supplemental Individual Disability plan is Unum.

Plan Options ▪ Core Plan (Option A) - The Long Term Disability (LTD) Core Plan (Option A) is 100% paid by your employer,

and you are automatically enrolled. The Core Plan (Option A) covers up to 60% of eligible earnings. The maximum annual base salary covered is $150,000. If you wish to opt out of this coverage, you must contact your HR representative to complete a separate form.

▪ Buy-up Plan (Option B) - The Buy-up Plan (Option B) covers up to 66.67% of your eligible earnings for a small premium (per $100 of monthly income). The maximum annual base salary covered is $150,000.

▪ In addition, some employees are eligible for Supplemental Individual Disability. If you are eligible, Unum, the administrator for the Supplemental Individual Disability Insurance (IDI) plan, will contact you directly during a separate enrollment period each year; you will not enroll in this plan during the regular annual enrollment period. IDI is a completely voluntary plan offered to highly compensated faculty and staff. It can help replace up to 75% of your income if you have a covered disabling illness or injury.

Long Term Disability

Employee premiumsPremiums for Long Term Disability vary. Review premiums specific to your situation by accessing the premiums chart in this guide.

Did you know?If you are newly benefit eligible, you will have the opportunity to enroll in Long Term Disability without providing evidence of insurability or otherwise going through underwriting. Evidence of insurability is required if you choose to enroll in either the Core Plan (Option A) or the Buy-up Plan (Option B) after 31 days of initially becoming eligible. You must be actively at work on the effective date of coverage. Otherwise, coverage will begin when you return to active work.

Learn more about Long Term Disability coverage (http://umurl.us/ltd).

Did you know?The Core Plan (Option A) is entirely

employer paid, so it is available at no cost to you. This option covers up to 60% of eligible

earnings, up to $150,000.

16

Once you have decided which insurance plans are best for you, enroll through myHR. You must take action even if your decision is to waive coverage for one or all of the plans offered; click the “submit” button in myHR before the end of your enrollment period. If you fail to do so, you will default to the Healthy Savings Plan, pay taxes on your premiums and be ineligible for the tobacco-free discount.

Get Ready ▪ Prepare to enroll your dependents.

▪ Dependents—In myHR, you will need to specify any spouse, sponsored adult dependent or child you want to cover in each plan. You’ll need names, dates of birth and Social Security numbers, so have that information ready when you go to enroll.

▪ Proof of Relationship—Proof of Relationship (POR) is required in order to enroll dependents. Once your plan choices are submitted, don’t forget to submit POR supporting documentation to the HR Service Center or your campus HR Generalist. Learn more at http://umurl.us/proof.

▪ Select pre-tax vs. after-tax elections. Where pre-tax is an option, you’ll need to know whether you want to enroll in a plan on a pre-tax or after-tax basis. Premiums are deducted from your paycheck automatically, and selecting pre-tax or after-tax determines the order in which taxes and premiums are deducted. Learn more or access a video on the difference between pre-tax and after-tax elections at http://umurl.us/research.

Submit your choicesYou are not done with enrollment until you click the “submit” button and see a confirmation screen. You can make plan changes only during your enrollment period, so make sure you have completed the submission process by the end of the period. 1. Open your internet browser and navigate to https://myhr.umsystem.edu (Firefox or Chrome recommended). Log in with your network username and

password. Click “Sign In.”2. Click the Benefits tile. Then, to access the self-service application, select “Benefits Enrollment” under the myTotal Rewards menu on the left side of

the screen. 3. Follow the instructions on your screen to select and submit your plan choices or waive coverage.4. You will see a confirmation screen when your enrollment has been submitted successfully. Print this screen for your records.

Get help from the prosAs you’re reviewing the plans available to you, use these tools to compare your options: ▪ UnitedHealthcare’s 2018 comparison website offers tools to compare medical insurance plans and costs. Access this and other research resources

at http://universitymissouri.welcometouhc.com/. ▪ One-on-one appointments are available with your campus HR Generalist, so you can get personalized assistance for all your insurance and

enrollment questions. ▪ For additional assistance, contact the HR Service Center or your campus HR Generalist. More information is available at https://umurl.us/cbr.

Don’t default! Enroll in myHR.

Contact the HR Service CenterPhone: (573) 882-2146Toll-free: (800) 488-5288Email: [email protected]

17 18

Facts and tipsWatch the mail for important documents ▪ New ID cards. Make sure you show your provider your new card(s) at the time of service; benefits are

effective even if you haven’t received your cards yet. ▪ Medical/Prescription: You will receive a single ID card if you are newly enrolled or have changed plans. ▪ Dental: You will receive an ID card in the subscriber’s name only if you’re newly enrolled. ▪ Vision: You will receive an ID card in the subscriber’s name only.

▪ HSA paperwork. If you enroll in the Healthy Savings Plan and chose to open a Health Savings Account, Optum Bank will send a welcome packet to your home address. In some cases, you may be required to submit additional information to establish your HSA.

Make the most of your health insurance with preventive care servicesWe want our community to be healthy, dedicated and high-performing. Do your part by making the most of what your health insurance offers you.

Preventive services let you take charge of your health and stop problems before they start. If you enroll in medical insurance, in-network preventive care is covered at 100%. Preventive care includes annual physical exams, immunizations and well-child care that is unrelated to a medical diagnosis. There is a list of what is considered preventive under Health Care Reform/ACA, and what will be covered at 100%, on healthcare.gov or www.uhcpreventivecare.com.

With vision insurance, annual eye exams are offered with a small copay.

Generally speaking, if you’re enrolling in the dental plan, routine oral exams are covered completely, but it’s always a good idea to check with your provider. Find in-network dentists in your area through Delta Dental. Contact information for all insurance administrators is available at https://umurl.us/benadmin.

Choose the right type of care Making an informed decision about your health care needs can save you time and money, but when you are ill or injured, assessing your condition and choosing the best place to go for treatment isn’t easy. You have four care options, but each is unique in the services it provides: ▪ Primary care physician - When you have a non-life threatening condition during regular hours of the work

week, or if you don’t need immediate attention. It’s always best to see your primary care physician, since they know you and your health history. Examples include persistent cough, sore throat or rash.

▪ Convenience care clinic - When you experience symptoms as noted above, but it’s after hours or on a weekend. Convenience care clinics are typically available in local retail or drug stores and usually have extended hours on weekdays and weekends.

▪ Urgent care clinic - When you have an unexpected illness or injury that requires immediate attention, but is not necessarily life-threatening. These clinics offer many resources to treat a wound or injury, and will often do so immediately. Examples include a cut that may need stitches or a sprained ankle.

▪ Emergency room - When an illness or injury is very serious or life-threatening. In most cases, you will know the condition is serious, sudden and/or requires immediate attention. If you are unable to get to an emergency room, call 9-1-1 for assistance. Examples include broken bones with deformed appearances, head trauma, drug or alcohol overdoses or severe cuts or burns.

After you enroll

NotemyNurseline is a UHC service designed to support you 24 hours a day, seven days a week. When you call or access myNurseline online, you’ll be paired with an experienced registered nurse who will work to understand your health concerns and provide you with personalized information. Nurses can help you with questions regarding medication, treatment options, chronic conditions and more.

To use myNurseline, call the Customer Care number on the back of your UHC ID card, or visit myUHC.com.

18

Facts and tips

Healthy SavingsHSA

FSACom

parisonsPrem

iums

DentalVision

Enroll

Take advantage of thebenefits available to you Being well is about more than just being physically healthy. That’s why the UM System offers benefits that extend beyond your insurance options. Get familiar with a few of our most-utilized programs below.

Educational assistance and tuition reduction Expand your educational horizons or support your spouse or other dependents with the educational assistance and tuition reduction programs. Choose from any of the universities within the UM System, including the University of Missouri-Columbia, University of Missouri-Kansas City, Missouri University of Science and Technology and University of Missouri-St. Louis. Learn more at http://umurl.us/tuition.

Solutions for CaregiversCaring for an elderly loved one requires love, but it also takes many other resources. Solutions for Caregivers is a free, web-based program that offers caregivers resources that include phone consultations and in-home assessments; discounts on caregiver-related products and services; task-management tools; and more. Visit http://www.uhcforcaregivers.com/welcome/uofmissouri for more information.

Employee Assistance ProgramEmployees and their immediate family members—regardless of eligibility for other benefits—have access to free, confidential help for personal or professional stressors through the Employee Assistance Program (EAP). The EAP offers resources for stress management, emotional distress, family concerns, work-life balance, alcoholism/substance abuse and financial or legal problems. You can access help through: ▪ Counseling services. The EAP provides brief therapy, including up to five counseling sessions. You

will receive a referral to a practitioner in your community should you need additional assistance. ▪ Occupational stress and organizational consulation programs. These programs increase

awareness of stress, enhance stress management skills, help manage interpersonal conflict, provide conflict resolution, create orgnizational problem-solving skills and more.

▪ Administrator services. Managers, supervisors or administrators can consult with the EAP to gain a better understanding of how to alleviate or better manage stressors and enhance employee wellbeing.

Did you know?A dedicated UHC Nurse Liaison is always available to help you and your dependents with health care questions. Our nurse liaison is a registered nurse with a broad range of healthcare experience, available to help you find in-network physicians; establish care with a Primary Care Physician; navigate UHC programs and resources; and more.

Visit the nurse liaison webpage at http://umurl.us/nurse for more information.

19

Compensation is bigger than just the salary you earn. Total compensation includes how much your employer subsidizes your insurance, what kinds of retirement savings plans are available to you, the number of paid time-off days you earn and more. You are rewarded in many ways for your hard work, and you should know its worth.

The University offers Careers and Culture resources that are focused on helping you develop professionally and acquire skills that will aid you as you advance in your career. Many offerings, tools and programs are in place related to your compensation and career development.

Offerings ▪ Pay and benefit subsidies. Pay includes your hourly wage or annual salary, but total compensation is much more than that; it also

includes the subsidized insurance you receive, the University’s contributions to your retirement savings, overtime pay, compensatory time off, shift differentials and other compensation. Visit the Total Compensation Calculator (https://umurl.us/calculator) to learn about the full range of rewards that accompany your pay. When added up, it’s easy to see how you’re rewarded for your hard work and how the University values your skills and expertise.

▪ Paid time off. The University pays employees for a number of types of leave—including holidays, vacation, personal days and sick days—to encourage a healthy work/life balance. You have the potential to earn up to 22 days off per year. More information on accrual rates and other topics is available at https://umurl.us/leave.

▪ Flexible work arrangements. These arrangements let you and your manager define a schedule that works for everyone. In the 21st century, many of us are able to work from home or at different hours of the day, so you can make time for family, exercise, hobbies and other activities that are important to your life. Visit https://umurl.us/flex to learn more.

Tools and programs ▪ Career management. This is an employee-driven process with support provided by managers and your employer. It helps you manage

a meaningful career and includes aspects of defining and pursuing your career as well as helping others grow. Career management is but one piece of a broader goal to recruit, retain and reward exemplary faculty and staff. Help is available at http://umurl.us/careermgmt.

▪ Job Code Detail. It’s difficult to advance in your career if you don’t know how your role fits with other pieces of the puzzle. The Job Code Detail website (https://umurl.us/jobcode) provides resources for you to understand your job duties. Plus, for staff positions, you can access an entire Staff Jobs Toolkit that explains where and how you may advance in your own career or branch off into a new path. Job titles and other documentation available from the site provide holistic job descriptions and define career trajectories.

▪ Leadership programs. The Leadership Development Program (LDP) affirms the vital role of faculty leaders and enhances effective leadership to create the conditions for high performance, high commitment and cultural competence in the academic setting. The Administrative Leadership Development Program (ALDP) is the counterpart for staff leaders. ALDP is respected as a proving ground where emerging and current leaders alike can expand and refine their leadership skills. Learn more at https://umurl.us/LDP and https://umurl.us/ALDP.

▪ myLearn. This online tool is part of an ongoing commitment to faculty and staff development. You can access and register for free courses to increase your skills and knowledge on a range of topics, and access many certification training programs. Log in at https://umsystem.skillport.com.

▪ myPerformance. This online performance management tool helps enrich your annual performance appraisal and keep track of your performance year-round. Learn more at https://umurl.us/myperf.

▪ Salary structures and pay ranges. Salary structures align positions of common value in the same salary grade, making it easy to understand how salaries are determined and creating paths for career development, equitable pay increases and promotions. Salary structures and pay ranges are continually evaluated by a team of professionals to ensure they are aligned competitively to the external market while also maintaining internal equity. Creating and maintaining a strong job classification system allows the University to ensure this alignment is in place currently and on an on-going basis. Visit https://umurl.us/paymatrix for more details.

Compensation and Careers and Culture

20

Healthy SavingsHSA

FSACom

parisonsPrem

iums

DentalVision

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Retirement The UM System has two core retirement plans, and the plan you're eligible for depends on when you were hired and, if you are a returning employee, your vesting status prior to termination.The Employee Retirement Investment Plan (ERIP) is the core retirement plan for benefit-eligible employees who are hired on or after 10/1/2012, and for returning, benefit-eligible employees who were 1.) not vested upon termination or 2.) vested upon termination and took a full retirement distribution plan. Alternatively, the Retirement, Disability and Death Benefit Plan (RDD) is the core retirement plan for returning benefit-eligible employees who were vested upon termination but did not take a retirement plan distribution. More information about both plans is available by visiting http://umurl.us/retplans.

Many decisions you make during your working years have significant implications for your retirement; it is never too early or too late to take positive action and plan for retirement. We encourage you to invest some of what you earn today so you can achieve the tomorrow you imagine. Here are a few important tips to remember when considering your saving strategies: ▪ Name beneficiaries. It is important to name beneficiaries for all of your retirement plans. Beneficiaries are those people you intend to inherit

your retirement savings in the event of your death. If you haven’t already named beneficiaries, visit https://umurl.us/retforms to download the Beneficiary Designation form for active employees and return it to the UM Office of Human Resources.

▪ Revise your savings plan, if necessary. In most cases, the contributions you choose to make to your defined contribution or voluntary retirement plans are made over time by deducting pretax money from each paycheck at the percentage rate you specify and depositing the money in your 457(b) or 403(b). For those in ERIP or enrolled in a Voluntary Retirement Plan (VRP), you can make changes to your contribution percentage and/or investment options^^^ at any time and as often as you wish. When you submit a change to the percent you are contributing, it may take at least two pay periods to reflect on a paycheck, or as soon as administratively possible. In fact, when you make changes to your 457(b) plan any time after your first date of employment, the U.S. Internal Revenue Service (IRS) requires that these changes take effect no sooner than the first day of the subsequent month unless you are stopping your deferral.

▪ Anyone can enroll in a voluntary retirement plan. All UM System faculty and staff, regardless of hours or benefit eligibility, have the ability to participate in the UM System 403(b) and 457(b) Voluntary Retirement Plans. The 403(b) and 457(b) plans are voluntary retirement programs that help employees reduce their take-home pay on a pre-tax basis. Amounts deposited into a 403(b) or 457(b) account and any earnings on those contributions are generally not taxed until the employee makes a withdrawal from the account following separation from service with the University. The 403(b) also has a Roth option so an employee can contribute on an after-tax basis by depositing a monthly contribution into an account that the employee sets up with a vendor. Those contributions are made on an after-tax basis and those contributions and earnings are generally not taxed upon withdrawal.

Enrolling in a VRP is easy!Contact Fidelity to begin enrollment in

a 403(b) or 457(b) plan, or TIAA to begin enrollment in a 403(b) plan. To learn more about available plans, visit our retirement plans page at https://umurl.us/retplans.

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To illustrate how retirement contributions can add up, let’s look at a few different contribution levels, using a hypothetical employee who is in ERIP and earns $50,000 annually.

Example VRP contributions (ERIP plan; $50,000 annual salary)Employee annual contribution to 457(b) account

Employer annual contribution to 401(a) (2% mandatory contribution + up to 3% matching, if applicable)

Total invested in your plan

$0 (0%) $1,000 (2%) $1,000 $500 (1%) $1,500 (3%) $2,000$1,000 (2%) $2,000 (4%) $3,000$1,500 (3%) $2,500 (5%) $4,000$5,000 (10%) $2,500 (5%) $7,500

^ You can determine what qualifies as eligible “compensation” by consulting the Voluntary Retirement Plan Summary Plan Document. (Available near the bottom of the webpage https://umurl.us/retplans.)^^ Consult the VRP Overview for a list of investment options. Access the overview at http://umurl.us/vrpsumm.

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Facts and tipsThe IRS sets maximum limits on the amounts of money that both employees and employers may contribute to retirement accounts. ▪ The employee limit is based

on age. ▪ The employer limit is based

on annual compensation.

The IRS may change these limits from year to year, announcing changes each fall. For more information go to https://umurl.us/VRPlimit.

Facts and tips

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WellnessSince 2012, the University has promoted a formal Culture of Health program to advocate for creating work environments that preserve the health of employees and promote their ability to excel at their jobs while honoring the importance of family and community. Wellness offers a variety of activities that will help you reach your goals. Check out our featured programs below.

Real AppealReal Appeal is a free, personalized online weightloss program available to employees and their dependents over age 18 who are enrolled in a UM-sponsored medical insurance plan, and who have a BMI of 23 or greater. Real Appeal gives you the tools, information and support you need to make smarter choices. Participants get individualized support, including professional coaching for a full year online or on their smart phone. The best part? Results! 82% of participants who completed the program lost weight. Visit the UM System Real Appeal website at http://umissouri.realappeal.com/ for more information.

Work space ergonomicsOffice ergonomics is about creating a work environment that minimizes your pain, discomfort and risk ofinjury on the job. Proper ergonomics will help you increase productivity and job satisfaction, as well as make your body feel great! The University offers online training and resources to help you work healthy. Visit https://umurl.us/ergonomics for more information.

Financial wellnessCultivating financial wellness can reduce stress and improve your overall health. Need help? The University offers many tools, educational resources and events to support you as you set financial goals, create a budget, pay down debt, and save for the future. Learn more at https://umurl.us/finwell.

Did you know?

A number of resources and discounts are available on all four university campuses, UM System central administration and University of Missouri Health Care. At rates that make it easy to take care of yourself, our resources and discounts support the five Culture of Health priorities: be active, eat well, work-life fit, work healthy and empower and appreciate.

To find a local health club that offers a discount or a deal on running shoes foryour regular jogs around your neighborhood, visit https://umurl.us/discounts for more information.

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Wellness AmbassadorsWellness Ambassadors promote a

culture of health and support colleagues in meeting their wellness goals. Learn more

at http://umurl.us/ambassador.

DOC#0200-HR-TRBEN-20171006

2018 Wellness Incentive Healthy for Life, the T. E. Atkins Wellness Program, is dedicated to improving the wellbeing of faculty, staff, retirees and their families. The program supports the University of Missouri System mission by building a culture of health where individuals can thrive. Healthy for Life focuses on promoting healthy workplace practices that encourage habits of wellbeing; inspire and empower individuals to take responsibility for their own health; and support a sense of community.

Wellness IncentiveYour wellbeing is about the quality of your relationships, emotional and physical health, feelings of belonging and security, personal and professional achievements and so much more. From November to next September, you may be eligible to participate in the 2018 Wellness Incentive and earn $450. The Wellness Incentive is a program designed to help you define what wellness means to you and achieve your own definition of wellbeing—with the support of your work colleagues and a wellness program grounded in healthy psychology and related research.

Every employee is welcome to participate in the 2018 Wellness Incentive’s activities. Eligible employees* may earn points that can be used toward the incentive,** as long as you are in active status during the months of November through April, when the kickoff period takes place. If you are not employed during this time frame, you cannot earn the incentive until the next incentive year starts.

As you enroll in your 2018 insurance benefits, you may be asked to indicate if you would like to receive notifications about the Wellness Incentive. Be sure to opt-in to receive timely reminders about upcoming events and Wellness Incentive-related deadlines.

For important details, including eligibility requirements, visit http://umurl.us/incentive.

Health information you provide as part of the incentive program is stored in a third-party data system maintained by Cerner Corporation and protected by the Health Insurance Portability and Accountability Act (HIPAA). Information is not shared with UnitedHealthcare, your medical administrator. Data is de-identified and accumulated to provide collective information that assists your employer in developing programs to address general health behaviors and prevalent health issues. Read the University of Missouri System Notice of Privacy Practices at https://umurl.us/notices for details.

We offer alternatives to any employee who has a health condition or disability that makes it unreasonably difficult (or medically inadvisable) to attempt to meet a standard in a wellness program. If you think you might be unable to meet a program standard due to your health status or disability, contact [email protected] to discuss how this applies and the alternatives available to you.

* Any University faculty or staff member may participate in Wellness Incentive activities, but only an employee who meets the following conditions at the time of payout can earn incentive money: (1) is in active primary status, (2) is at least .75 FTE, and (3) pays premiums for a University of Missouri System medical insurance plan (i.e., is the primary subscriber, rather than a spouse or partner being the primary subscriber). To earn the Tier 2 payout, an employee must have completed Tier 1 by April 30, 2018.

** Please note: Your incentive earnings are taxed just like other earnings. Voluntary retirement contributions, if you are making any, are deducted as well.

Participants in the 2018 Wellness Incentive can look for this icon throughout the year for information, resources and activities related to the Wellness Incentive! For additional information or help in getting started with the 2018 Wellness Incentive, visit http://umurl.us/incentive.

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