Saint Louis University Employee Benefits SAINT LOUIS UNIVERSITY 2012 Annual Enrollment.

S a i n t L o u i s U n i v e r s i t y

Employee BenefitsSAINT LOUIS UNIVERSITY

2012 Annual Enrollment

Saint LouisUniversity

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Benefits Overview—Coverages Offered

Medical/Pharmacy

Voluntary Dental

Flexible Spending Accounts

Employee Term Life and Accidental Death & Dismemberment (AD&D)

Voluntary Term Life

Voluntary AD&D

Long Term Disability

Business Travel Accident

Please hold all questions until the conclusion of this presentation. We will take time to address questions at

the end.

Medical/Pharmacy Benefits

Annual Enrollment 2012



The Vitality™ Wellness Program Save $30 per month on

premium and earn rewards! Health screenings are needed to

participate in the Vitality program

Medical changes Primary Plan eliminated New qualified High Deductible

Health Plan (HDHP) New optional Health Savings

Account (HSA) for the HDHP

No dental plan design changes

Express Scripts Walgreens update New copays for Plus Plan New 4th tier copay for Plus Plan

for self injectables “Preventive” medications under

HDHP covered at 100%

John Hancock – Long Term Care Exiting marketplace for new

apps Will service existing

policyholders Applications up until 12/31/11

Highlights Effective January 1, 2012



2012 Medical Plan Options

Plus Plan HSA Plan

SLUCare In-Network Out-of-Network SLUCare In-Network Out-of-Network

DeductibleNon-Embedded: (One member can satisfy entire family deductible)

Individual $0 $250 $750 $1,500 $1,500 $3,000

Family $0 $500 $1,500 $3,000 $3,000 $6,000

Coinsurance 0% 10% 40% 0% 10% 40%

Out-of-Pocket Maximum (includes deductibles)Non-Embedded: (One member can satisfy entire family OOP Max)

Individual $0 $1,250 $4,750 $1,500 $3,000 $6,000

Family $0 $2,500 $9,500 $3,000 $6,000 $12,000

Physician Office Visits

Primary Care $10 copay10% after ded. 40% after ded. 0% after ded. 10% after ded. 40% after ded.

Specialist Care $20 copay

Preventive Care 100% 100% 100% 100% 100% 100%

Inpatient Hospital

10% after ded. 40% after ded. 10% after ded. 40% after ded.

Emergency Room

$100 copay $100 copay 10% after ded. 40% after ded.

Urgent Care Center

$50 copay $50 copay 10% after ded. 40% after ded.



2012 Pharmacy Plan Options

Plus Plan HSA Plan

Express Scripts

Retail

(34-day supply)

Express Scripts

Mail Order

(90-day supply)

Express Scripts

Retail

(34-day supply)

Express Scripts

Mail Order

(90-day supply)

Tier 1 $8 $16 Medical Deductible and Coinsurance



Tier 4 20% to $150 Medical Deductible and Coinsurance

Preventive Medications

Priced according to the tier in which they fall

Covered at 100%, no copay or deductible

NEW! Under the proposed HSA plan, certain preventive, or “maintenance,” medications would be covered at 100%...

NO copay or deductible would need to be satisfied by you or your family!

For a list of these drugs go to www.slu.edu



What is an HSA?

Health Savings Accounts (HSAs) are designed to help you save and pay for your health care



Putting Money INTO an HSA

#1 Important Lesson: Rules when you can put money IN; no rules to pull money OUT

#2 Important Lesson: Need $0.00 in your healthcare FSA before opening an HSA



HSA Eligibility

You are eligible to open and contribute to an HSA if you:

Are covered by an eligible high deductible health plan

Are not covered by a healthcare FSA

Are not claimed as a dependent on someone else’s tax return

Have not received VA benefits within the past 3 months

Are not enrolled in Medicare, Medicaid, or TRICARE

Are not covered by any other health plan that is not a high deductible plan




How Much, and When? $3,100 for an individual; SLU will contribute $250

$6,250 for a family; SLU will contribute $500

You must aggregate the employer and employee contributions: SLU’s Seed Money ($250 or $500)+ Your contribution= $3,100 or $6,250

55+ can fund an additional $1,000/year “catch-up” contribution

Employee and spouse get one bite at the maximum contribution apple each year…they may allocate the maximum between their HSAs




Must be considered an “Eligible Individual”

Employee has single coverage under HDHP, but is also covered under spouse’s non-HDHP plan

Employee has single coverage under HDHP, but spouse has a traditional FSA

Employee has family coverage under HDHP, spouse has employee-only non-HDHP coverage

Employee has single coverage under HDHP, spouse has employee + children coverage under non-HDHP



HSA Qualified Medical Expenses

Any money you take out of your HSA for qualified medical expenses is income-tax free

Medical plan deductibles and

coinsurance

Medical, dental and vision care and

services

Use HSA dollars to pay for medical

expenses for your spouse or

dependents



Taking Money OUT of an HSA

Issues in Distributions Reimbursement of expenses for employee, opposite-sex spouse and Tax

Code “dependents” are tax free…if the expense was incurred on or after the date the HSA was established

“Medical expenses” include: SAVE YOUR RECEIPTS!!! Section 213 expenses (OTC Rx with prescriptions) COBRA premiums Medicare premiums Qualified long-term care premiums Retiree health insurance after age 65, but not Medigap/Supplement plans

Other withdrawals are taxable Income tax, plus… Subject to 20% excise tax if withdrawn prior to age 65 Withdrawal by HSA account holder, who is not yet 65, to pay Medicare premiums

for spouse, who is at least age 65, are taxable and subject to excise tax



How an HSA Helps You Save

Steve

Steve puts his money into his HSA pre-tax

1

The amount not spent during this year carries over for use in future years.

4

Any money Steve withdraws from his HSA to pay for qualified medical expenses is withdrawn income tax-free.

2

Steve may earn interest on his account, and it is not taxable.

3



How You Can Make the Most of Your Coverage

Health Care Consumerism

Make informed choices

Look for ways to lower health care costs

Own your health care decisions

Understand your medical coverage

Maintain a healthy lifestyle

Use your preventive care coverage to catch health

issues early



Paying for Non-Qualified Expenses

Any funds used for purposes other than to pay for qualified medical

expenses are:

Taxable as income

20% tax penalty

The tax penalty does not apply to account holders age 65 and

older, those who become disabled or enroll in Medicare.



Making Deposits

Payroll Deduction

Arrange a regular automatic payroll deduction.

Mail a Check

Mail a deposit at any time to deposit additional dollars into your account.

e-Contribute

Arrange a regular electronic transfer from an account at another financial institution.



Access Your HSA Funds

Use your UnitedHealthcare Health Savings Account Debit

MasterCard®

Use HSA checks

Pay with personal funds and reimburse yourself

from your HSA

Sign up for automatic bill pay and online

banking



Treatment cost estimator

Check statements

Check interest rates

Pay bills to health care providers

Download forms

Update personal information

Arrange for deposits

Manage investment activities

Learn about HDHPs and HSAs

HSA calculators

Managing Your HSA with myuhc.com

Investments are not FDIC insured, are not guaranteed by OptumHealth Bank and may

lose value.



2012 Cost Sharing

If you enroll in the HSA Qualified Plan for 2012, SLU will contribute funds to help you build your balance:

$250 for Single Enrollees $500 for Enrollees with Family Members

Wellness Incentive increased from $20 to $30 for 2012

Plus PlanMonthly Payroll Deductions With Wellness Incentive Without Wellness Incentive

Single $94.34 $124.34Employee and Spouse $313.79 $343.79 Employee and Child(ren) $283.90 $313.90Family $448.26 $478.26

HSA Qualified PlanMonthly Payroll Deductions With Wellness Incentive Without Wellness Incentive

Single $29.81 $59.81Employee and Spouse $178.28 $208.28 Employee and Child(ren) $161.30 $191.30Family $254.68 $284.68



2012 Cost Sharing – Biweekly Rates

Wellness Incentive increased from $9.23 to $13.85 per biweekly payperiod for 2012

Plus PlanBiweekly Payroll Deductions With Wellness Incentive Without Wellness Incentive

Single $43.54 $57.39Employee and Spouse $144.83 $158.67Employee and Child(ren) $131.03 $144.88Family $206.89 $220.74

HSA Qualified PlanBiweekly Payroll Deductions With Wellness Incentive Without Wellness Incentive

Single $13.76 $27.60Employee and Spouse $82.28 $96.13Employee and Child(ren) $74.45 $88.29Family $117.54 $131.39



2012 Cost SharingAnnual Contribution Difference vs. 2011 Plus Plan

If you enroll in the HSA Qualified Plan for 2012, SLU will contribute funds to help you build your balance:

$250 for Single Enrollees $500 for Enrollees with Family Members

Plus PlanAnnual Difference in Payroll Deductions With Wellness Incentive

Single $304.44Employee and Spouse $181.92Employee and Child(ren) $164.52Family $259.80

HSA Qualified Plan

Annual Difference in Payroll Deductions With Wellness Incentive

Single ($469.92)Employee and Spouse ($1,444.20)Employee and Child(ren) ($1,306.68)Family ($2,063.16)



Dependent Eligibility Audit

• SLU has a responsibility to: Administer the plan as stated in the plan document Administer the plan consistently for all employees Monitor the costs of the plan

• SLU will complete a Dependent Eligibility Audit in early 2012 Employees will be asked to provide verification for enrolled

dependents Ineligible dependent will be removed from the plan Claims paid for ineligible dependents may be recovered and

the expenses would become the responsibility of the employee



Eligible Dependents

Definition of an Eligible Dependent:

Legal spouse or dependent child under 26 years of age of the employee or the employee's spouse. The term child includes any of the following:

Natural child Stepchild Legally adopted child Child placed for adoption Child for whom legal guardianship has been awarded

Vitality




Vitality Check

Where do I go? SLU provides the opportunity on campus by calling 977-3500 or you can

visit your physician in November

What’s in it for me? To get the $30 monthly reduction in your medical premiums, you must get a

Vitality Check and complete the health risk assessment (HRA) in November



Other Activities

Review and activate your personal health goals

Update or confirm your email contact information

Complete an online Course to learn about a health topic

Complete a Vitality Check™ biometric screening with a Vitality partner

Schedule a preventive screening

Schedule a Healthy Habit

Donate blood

Complete a Fitness Assessment with a Vitality partner

Track your workouts using a Vitality-approved fitness device

Sign up at a Partner Health Club

Sign up for an Athletic Event

Complete online health tool calculators

Get CPR or first aid certified

Please note: This list does not cover the program in its entirety. Please refer to the web site for complete program activities, rules and details.

Voluntary Dental Benefits




Voluntary Dental Benefits

Coverage will continue through Delta Dental

Choose among three dental plan options

Benefits will remain the same for 2012

Contributions increasing 3.2%



Voluntary Dental Plan—Delta Dental

Flex Option Basic Plus Basic

In-Network Out-of-Network

In-Network Only

In-Network Only

Deductible

Individual $50 $50 $25 $25

Family $150 $50 $75 $75

Calendar Year Maximum

Per person $1,000 $1,000 $1,000 $750

Preventive Care

0% no deductible 0% no deductible0% no

deductible0% no

deductible

Basic Restorative Care

10% after deductible




Major Restorative Services




Not covered

Orthodontia

Lifetime maximum (per person) $1,000 $1,000 $1,000 Not covered

Orthodontia 50%

For adults and children

60% For adults and

children

50%For children

onlyNot covered



Dental Payroll Deductions

Flex Basic Plus BasicMonthly

Single $32.00 $20.89 $14.91

Two-person $62.64 $39.46 $28.98

Family $107.24 $67.45 $51.84

Bi-Weekly

Single $14.77 $9.64 $6.88

Two-person $28.91 $18.21 $13.38

Family $49.50 $31.13 $23.93

Flexible Spending Accounts




Flexible Spending and Dependent Care Accounts

Administration will remain with ConnectYourCare

You must make a new election for the 2012 Plan Year; current elections cannot be carried forward

Can be used at authorized vendors (medical facilities, hospitals, pharmacies, etc.)

Debit card allows direct payment at time of service Cards are good for three years – don’t throw yours away!

Remember if you are electing the HSA plan option, the IRS requires your current healthcare balance to be $0.00 before opening the HSA



Flexible Spending and Dependent Care Accounts

Annual maximum for the health care FSA will remain at $5,000

Annual maximum for the Dependent Care Account Contribution will remain at $5,000 ($2,500 if married and filing separate returns)

For the health care FSA, your total election amount less previous reimbursements is available at the time of transaction

For the Dependent Care FSA, only the cash balance in your account is available at the time of transaction

You cannot roll over unused balances from one year to the next; carefully estimate your expenses for the next plan year



Eligible Traditional Medical FSA Expenses

Copays, co-insurance and deductibles for medical, prescription and dental plans

Eye exams, contacts and eyeglasses

Laser eye surgeries

Hearing aids

Over-the-counter medical supplies (but not medications) Bandages, splints, contact lens solution, etc.

Insulin

Some expenses not covered by your health care plan



Advantages of FSAs—Tax Savings Example

Without FSA Pretax Savings

With FSA Pretax Savings

Annual Base Pay $25,000 $25,000

Health Care Account Expenses -$0 -$1,000

Dependent Care Account Expenses -$0 -$2,000

Annual Taxable Income $25,000 $22,000

Estimated Federal Income Taxes -$3,750 -$3,300

After-tax Cost of Expenses -$3,000 -$0

Annual Net Pay $18,250 $18,700

Tax Savings $450

Assumes individual filer w/federal income tax rate of 15%; example does not include state, city, or other taxes


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Elections Are Binding For The Plan Year Unless There Is A Life Status Change

Marriage

Birth/adoption

Divorce

Death

Change in employment status

Change in dependent status

Life status change allows you to make benefit election changes and adjust your FSA elections

Benefits department must be notified within 31 days of life change



Final Words

Enrollment season is November 1st through 30th

All employees must enroll or make changes through Banner Self-Service

Update beneficiary information if necessary

All materials to benefits office no later than Wednesday, November 30, 2011



Contact Information

Please email questions or comments to:[email protected] [email protected]

Your feedback is important!!!

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Saint Louis University Employee Benefits SAINT LOUIS UNIVERSITY 2012 Annual Enrollment.

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