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Short Term Disability Plan Summary Plan Description Effective July 18, 2016
Short Term Disability Plan
Summary Plan DescriptionEffective July 18, 2016
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Introduction
Losing your ability to work can be devastating to you and your family’s emotional and financial well-being. If you become disabled from a covered injury or sickness that occurs on or off the job, the Short Term Disability (STD) plan provides income protection for you and your family by replacing part of your weekly wage for up to 25 weeks.
We hope that the information provided in this booklet answers most of the questions you have regarding your STD benefits. When you need assistance or have specific questions, contact the resources listed below.
Provisions of the STD plan are summarized in this booklet. This summary doesn’t state all of the plan’s terms and conditions. The information provided here doesn't cover every situation and isn't intended to replace the plan document — or to change its meaning. In all cases, the STD plan document — and not this summary — governs benefits paid under the plan.
Refer to the Glossary (p. 22) for definitions of terms used in this booklet that may be unfamiliar to you or that have unique meanings under the plan.
The benefits described in this booklet are available to eligible employees of McKesson Corporation. While the STD plan is expected to continue, McKesson reserves the right to amend, suspend, or terminate the plan at any time. The plan’s terms cannot be modified by written or oral statements to you from Human Resources representatives or other personnel. Where conflict exists, the terms as set forth in the STD plan document govern.
HR Support Center855.GO.MCKHR (855.466.2547)Your source for benefits information and gateway to an advocate. Press 1 for the McKesson Benefits Center for Health, Vitality and Pension questions. Benefit experts are available 7 a.m. - 6 p.m. Central time, M-F. Oprime 1 para asistencia en español a través del McKesson Benefits Center.
Matrix Absence Management (Matrix)Matrix eServices Mobile Appwww.matrixabsence.com866.254.8706
UPointdigital.alight.com/mckessonYour online source for benefits information.
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What’s Inside
Plan Highlights4 Quick Guide to Short Term Disability Coverage5 How to File a Disability Claim7 Frequently Asked Questions
Short Term Disability Benefits8 Short Term Disability Benefits
Circumstances That May Affect Benefits12 Other Income Benefits12 Subrogation13 Workers' Compensation
Exclusions14 Exclusions
Claim Information15 How to File a Claim16 Filing Appeals
Appendix19 Appendix A – Eligibility and Cost20 Appendix B – Termination of Coverage21 Appendix C – Administrative Information
Glossary of Terms
22 Glossary of Terms
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• Contact your supervisor or manager to report your absence as soon as you know you’re unable to work due to your disability.
• File a claim with Matrix Absence Management (Matrix) — McKesson's claims administrator — as soon as you think an absence for a disability may last longer than seven days. You may file claims for maternity and a planned surgery up to 30 days in advance, but remember to call Matrix on your last day of work to advise Matrix of your status.
File your claim by calling Matrix (the claims administrator) at 866.254.8706 or apply online at www.matrixabsence.com.
Plan Highlights
Quick Guide to Short Term Disability Coverage
Eligible employees are automatically enrolled in the McKesson-paid Short Term Disability (STD) plan on the first day of the calendar month following their date of hire. Benefits under this plan are payable if you’re ill or injured and unable to work for more than seven consecutive calendar days. Here is a quick guide on how to access STD benefits:
• Matrix requires you to submit proof of your claim and an authorization for your physician to release information about your medical condition. A delay in submitting requested documentation may delay the claim process.
• If you’re eligible, you:
– Receive benefits for the period beginning on the eighth day of your disability. Your benefit amount is equal to a percentage of your predisability earnings minus earnings from other income.
– Continue receiving benefits for up to 25 weeks as long as you continue to provide proof of your disability as requested by Matrix.
If you work in California, Hawaii, New Jersey, New York or Rhode Island, you may be eligible for state disability benefits even if you aren't eligible for benefits under this plan. You may need to apply directly to the applicable state for those benefits. Matrix assists you with this process.
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How to File a Disability Claim
Filing Your Short Term Disability Claim
Contact Matrix File your claim by contacting the Matrix Intake Center through the Matrix eServices Mobile App, online at www.matrixabsence.com or calling 866.254.8706 at the time of an unplanned absence or up to 30 days prior to a planned absence.
Be prepared to provide this information: Personal InformationName Address Telephone numberLast four digits of your Social Security Number
Job Information Job title Job description WorkplaceLocation address Work scheduleSupervisor’s name and telephone number Date of hire Last day worked
Illness/Injury Information Nature of the illness or injury The date your disability began
Provider Information Name Address Telephone numberFax number
Paid Time Off Use Confirm if you want to supplement your STD benefit with paid time off (PTO) or if you want to opt out of this option. If you choose to opt out, you can't opt back in at a later date.
Whether you're receiving any benefits such as:Workers’ CompensationState Disability InsuranceSocial SecurityUnemploymentAny other sources of income
What happens next?In order to make a determination on your claim, information about your condition must be received from your treating medical providers. You need to sign an Authorization for Release and Use of Medical Information Form that allows your medical provider to release information about your medical condition to Matrix. This form is available on McKNet (McKesson’s Intranet) or from Matrix.
A Matrix Absence Management Specialist, who is your main contact during your disability, contacts you to answer your questions and discuss the claim process. You can elect to communicate with your Matrix Absence Management Specialist through text updates, email, USPS mail and/or by phone. You can access claims status and claims details through www.matrixabsence.com or through the Matrix eServices Mobile App.
Plan Highlights
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Filing Your Short Term Disability Claim (continued)What happens next?
You receive a series of notice letters from Matrix to keep you informed of the status of your claim:
When your claim is openedWhen more information is requiredWhen your claim is approved or deniedWhen your claim is extendedWhen your claim is closed
Matrix notifies McKesson of the approval/denial of your claim.
How do I get paid? Your STD benefits are paid through McKesson's payroll.
The first week of disability is called the elimination period and is the period of time during which no STD benefits are payable. These days are unpaid unless you have PTO available. Available PTO is used during this time. During weeks 2-5 of disability, the benefit paid is 100% of basic weekly earnings minus any other sources of income you're eligible to receive. If you continue to be disabled, the benefit paid is 70% of basic weekly earnings minus any other sources of income you’re eligible to receive during weeks 6-26. Matrix asks you to elect whether you want to supplement your STD benefit with available PTO to replace the remaining 30% of your basic weekly earnings. If you choose to opt out, you can't opt back in at a later date.
If you’re still disabled at the end of 26 weeks and you elected Long Term Disability (LTD) coverage, Matrix automatically refers your claim for evaluation of benefits under the LTD plan. You’re notified of your claim transition for LTD evaluation and notified of your claim determination and eligibility for LTD benefits. Generally, LTD benefits can be paid until age 65 or later, if your disability starts after age 63, and as long as you remain disabled, as determined by Cigna, the LTD claims administrator.
All STD and LTD benefits are offset by other types of income that you're eligible to receive, such as State Disability Insurance, workers’ compensation or Social Security benefits. See p. 12 for more details.
What happens to my other benefits while I'm approved for STD?
Your elected group health plan benefits (medical, dental, vision and healthcare FSA) continue while you’re eligible to receive STD benefits.* In addition, normal deductions for your portion of the cost continue to be taken from your disability benefit checks. If during this time you do not receive a paycheck, your missed benefit deductions are accrued and taken from your next disability paycheck.
* For details about the impact of your disability leave on your Life, AD&D and LTD benefits, review the applicable SPD at www.mckesson.com/totalrewardslibrary > Plan Documents.
Plan Highlights
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Frequently Asked Questions
CoverageIf I’m sick with the flu for a few days, can I receive benefits? The STD plan covers only those eligible disabilities that continue for more than seven days.
Will the STD plan provide benefits if I’m unable to work due to pregnancy? Yes. Pregnancy is considered a disability for purposes of the STD plan.
My doctor says that I can work part-time. Does this make me ineligible for benefits?Not necessarily. Partial disabilities are covered as described in this booklet.
Benefits How much does the STD plan pay?You receive a percentage of your predisability earnings in effect immediately prior to the date your disability begins. The first week of disability is called the elimination period and is unpaid. Available PTO is used. During weeks 2-5, the percentage is 100%; during weeks 6-26, the percentage is 70%. When filing a leave claim, Matrix asks you to elect whether you want to supplement your STD benefit with available PTO to replace the remaining 30% of your basic weekly earnings. If you choose to opt out, you can't opt back in at a later date. If you make no election, you're deemed to have elected the PTO supplement and can't change your decision later. Other income benefits may result in a reduction of benefits.
What are other income benefits? These are amounts you receive or are eligible to receive from other sources such as State Disability insurance, Social Security, workers’ compensation, any third party or earnings from any employment during your disability (p. 12).
Why are benefits reduced by other income benefits?Benefits are reduced to avoid duplication of benefit payments for the same disability.
How long can I receive benefits? Benefits are available for up to your 25 weeks of disability, as long as you provide proof of your continuing disability and are disabled as determined by Matrix.
What if my disability continues beyond 26 weeks? Benefits under the STD plan stop. However, if you’re covered under McKesson's Long Term Disability Plan, you may be eligible for benefits under that plan. Matrix submits your claim for consideration under the LTD plan at this time.
What states provide a State Disability Benefit? California, Rhode Island, Hawaii, New Jersey, New York and Puerto Rico are the only states that have a mandatory state disability program.
For New Jersey and New York, Matrix administers the state program on McKesson's behalf. In most states (excluding California) there’s no separate application process necessary.
If I work in California, who do I contact to file a California State Disability claim?Contact the California Employment Development Department (EDD) at 800.480.3287.
Claims How do I submit a claim for STD?Contact Matrix through the Matrix eServices Mobile App, online at www.matrixabsence.com or call 866.254.8706. You need to have specific information when you contact Matrix — see the Claim Information section on p. 15.
Is there a deadline for submitting a claim?Yes. You must submit your claim no later than 30 working days from the date the disability begins, or as soon as reasonably possible. Submit your claim up to 30 days in advance and at least two weeks in advance of a planned disability absence. Contact Matrix for further information.
Can I visit my own doctor to obtain proof of disability?Yes. You can visit any licensed doctor you choose. Under certain circumstances you may be required to have an examination by a specified physician or vocational expert. You're notified if this applies to you.
What do I need to provide as proof of my disability? Your proof must specify the date your disability started, the cause of your disability and the degree of your disability. Matrix lets you know acceptable formats for submitting your proof.
What is the Authorization for Release and Use of Medical Information Form? This form is available on McKNet, McKesson’s intranet or from Matrix and must be completed when you file a claim. Your completion of this form allows your doctor to provide information to Matrix about your disability. Direct communication between Matrix and your doctor significantly improves claims processing time.
Plan Highlights
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Short Term Disability Benefits
Short Term Disability Benefits
The STD plan provides benefits if you’re unable to work as a result of a covered disability.
If you work in California, Hawaii, New Jersey, New York or Rhode Island, you may be eligible for state disability benefits even if you’re not eligible for benefits under the STD plan.
• Apply for Hawaii, New Jersey or New York benefits by calling Matrix at 866.254.8706.
• Apply for California or Rhode Island benefits directly with the applicable state.
First Day of DisabilityYour first day of disability is the first full day you miss work because you’re unable to perform all of the material and substantial duties of your position due to disability, as defined on p. 23.
Elimination Period (Waiting Period)The elimination or waiting period is the number of days that must pass from the first day of disability before STD benefits are payable. Your elimination period is the first seven consecutive calendar days during which you can't work because of your disability, unless otherwise specified in a collective bargaining agreement under which you’re covered. If you're regularly scheduled to work a shift that spans two calendar days and become disabled on the calendar day in which the shift ends, your elimination period begins as of the calendar day in which your shift ends and your disability begins. These days are unpaid unless you have PTO available.
Schedule of BenefitsYou’re eligible for benefits following your elimination period. The period for which a benefit is payable begins on the eighth day of continuous disability resulting from injury or sickness. Benefit amounts are reduced by any other income benefits, as summarized in this booklet.
Schedule of BenefitsPeriod of Disability STD Benefits
Week 1 No benefits are payable during your elimination period (Available PTO is automatically applied).
Weeks 2-5 100% of basic weekly earnings minus other income benefits.
Weeks 6-26 70% of basic weekly earnings minus other income benefits (PTO may be applied at 30%*).
* You can supplement your STD benefits with PTO up to 30% of your basic weekly earnings or can opt out during the claim file process. Once your choice is made, you can’t change the decision.
Mary is regularly scheduled to work 40 hours per week and is paid $1,000 per week. Mary’s weekly disability benefit is as follows:
Disability Begins
7 Day Elimination Period
No STD benefits
Mary receives pay from her available PTO
Weeks 2-5 100% of basic weekly earnings
$1,000 per week
STD Benefits Begin
Weeks 6-26 70% of basic weekly earnings
$700 per week
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Maximum Benefit Period The plan pays benefits for up to a maximum of 25 weeks from the day your disability begins. However, benefits may end earlier, as summarized in the When Benefits End provision to the right.
Benefit PaymentsNo benefits are payable until Matrix has approved your claim and notified McKesson of its determination that:
• You’re disabled due to injury or sickness.
• Your disability began while you were covered under the STD plan.
• You require the regular attendance of a physician.
Upon receipt of this determination and following completion of your elimination period, McKesson begins paying your weekly benefit. Your weekly benefit:
• Doesn’t exceed the benefit amount shown in the schedule of benefits on p. 8.
• Isn’t payable for longer than the maximum benefit period.
Tax LiabilityBenefit payments under the STD plan are considered taxable income based on current federal and state tax regulations.
Benefit Periods of Less Than a WeekYour benefit is paid on a prorated basis for any period of disability that doesn’t extend through a full week. The benefit paid for a disability period of less than a full calendar week is paid on a prorated basis based on your actual work schedule for that disability period.
Short Term Disability Benefits
When Benefits EndSTD benefits end on the earliest of:
• The date you’re no longer disabled, as determined by Matrix.
• The date you're no longer under the regular and continuous care and treatment of a physician, unless such care and treatment is not medically indicated given the nature of your disability.
• The date Matrix determines you have refused to follow or have rejected the treatment plan recommended by your attending physician.
• The date you die.
• The date you're no longer employed by an affiliated company for any reason unless you're determined to be disabled and eligible for disability benefits prior to the date on which you're notified of layoff, or a designated sale of a business that impacts your McKesson employment.
• The date your current earnings exceed 80% of your predisability earnings.
• The date you refuse light duty work for which you're medically fit.
• The end of the maximum benefit period.
If You're Laid OffA layoff is a termination of employment as a result of a permanent or extended period of reduction in positions due to business conditions, plant closure, departmental reorganization, job consolidation or other similar circumstances. In these instances, your benefits may continue after termination of employment, subject to all other applicable STD plan rules.
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Short Term Disability Benefits
Partial Disability Benefit
After your elimination period, you may be eligible for a partial disability benefit if you provide proof to Matrix that you’re partially disabled from an injury or sickness and that you require regular attention from a physician. A partial disability counts for purposes of the elimination period. You must provide this proof at your own expense.
To be eligible for partial disability benefits:
• You and your supervisor must agree on your partial return to work.
• You must be earning 20% to 80% of your predisability earnings at the time you return to work.
Upon receipt of Matrix's determination of your partial disability and following completion of your elimination period, McKesson begins paying your partial disability benefit. You’re required to submit proof of your earnings on a weekly basis.
Partial Disability Benefit AmountThe partial disability benefit is an amount equal to your predisability earnings multiplied by the benefit percentage shown in the schedule of benefits on p. 8, minus any other sources of income you are receiving or are eligible to receive without any reductions from earnings.
The benefit amount is reduced by any earnings you receive or are eligible to receive only if the weekly benefit payable plus those earnings exceed 100% of your predisability earnings. In this event, the partial disability benefit payable is reduced by your earnings to the extent that your weekly benefit plus your earnings don't exceed 100% of your predisability earnings.
Work Incentive BenefitIf your partial disability benefit plus your earnings are less than your predisability earnings during a week of partial disability, McKesson provides a work incentive benefit. This benefit is paid in addition to your partial disability benefit amount to allow you to receive up to 100% of your predisability earnings while you remain partially disabled and work. For example, if your predisability earnings are $1,000 per week and your partial disability benefit plus earnings are $950 per week, an additional $50 per week is paid as a work incentive benefit.
Any partial disability benefit, including the work incentive benefit, is offset by other income benefits (p. 12).
Partial Disability Benefit CalculationPartial disability benefits are calculated as follows:
• Your predisability earnings are multiplied by the applicable benefit amount (e.g., 70% for claims from weeks 6-26) minus any other sources of income you're receiving or are eligible to receive.
• Any money you earn is added to the partial disability benefit.
• The total is compared to your predisability earnings.
– If the total is higher than your predisability earnings, your benefits from the STD plan are reduced so that your combined partial disability benefit and earnings aren't more than 100% of your predisability earnings.
– If the total is less than your predisability earnings, the work incentive benefit is applied so that your combined partial disability benefit and earnings equal 100% of your predisability earnings.
For example, Mary is normally scheduled to work eight hours per day/40 hours per week and is paid $25 per hour/$1,000 per week. After five weeks of disability, her doctor indicates that she may return to work two hours per day/ten hours per week. Mary’s disability benefit is calculated as follows:
Partial Disability Benefits (Weeks 6-26)
1 Weekly predisability earnings $1,000.00
2 Gross weekly disability benefit (#1 multiplied by 70%) $700.00
3 Mary’s weekly work earnings (reduced work schedule of 10 hours per week multiplied by $25 per hour)
$250.00
4 Mary’s work earnings are added to her weekly STD benefit (#2 plus #3) $950.00
5 Because line 4 is less than line 1, STD benefits are increased by the difference between the two (work incentive benefit)
+ $50.00
6 Total combined earnings per week (#4 plus #5) $1,000.00
The combined gross weekly STD benefit plus weekly work earnings is never higher than Mary’s predisability earnings. Keep in mind that the gross weekly STD benefit is reduced by other income benefits whether or not Mary is working during a period of disability.
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Short Term Disability Benefits
Successive Period of Disability
A period of disability that follows an earlier period of disability is treated as part of the prior disability if, after receiving disability benefits under the STD plan:
• You return to your own occupation on an active employment basis for less than 30 days.
• You perform all the material and substantial duties of your own occupation.
• The disability is related to or due to the same cause as the previous condition for which benefits were paid.
In this event, benefit payments are subject to the terms of the STD plan for the prior disability.
If you return to your own occupation on an active employment basis for 30 days or more, the successive period of disability is treated as a new period of disability and you need to complete another elimination period.
If you become eligible for coverage under any other group short term disability coverage, this successive period of disability provision no longer applies to you.
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Circumstances That May Affect Benefits
Benefits from Other Income
Benefits payable under the STD plan are reduced if you receive or are eligible to receive benefits from any of the below sources of income:
• Any disability benefits for which you’re eligible under Social Security.
• Any disability benefits for which you’re eligible under other governmental programs or coverage required or provided by statute (including any amount attributable to your family).
• Any benefit payable under workers’ compensation law or any other similar act or law.
• The amount of earnings you earn or receive from any form of employment, including any light duty work or rehabilitative employment from another employer.
• Any disability benefits for which you are eligible under other group short term disability plans.
Cost of Living FreezeAfter the first deduction for each of the benefits from other sources of income, your weekly benefit under the STD plan isn’t further reduced due to any cost of living increases payable under benefits from other sources of income.
Lump Sum PaymentsOther income benefits that are paid in a lump sum are prorated on a weekly basis over the maximum benefit period.
Subrogation
Payment of Certain Benefits Subject to Full Right to Subrogation and ReimbursementIf you receive benefits under the STD plan related to injuries, illnesses or conditions resulting from the act or omission of any third person, or any matter reimbursable under a contract of no fault automobile insurance, you agree that the STD plan retains full rights of subrogation (p. 25), reimbursement and restitution for the payment of those benefits. This means that if you recover payment from any third party (including another insurance provider) as a result of the event which caused a benefit to be paid under the STD plan, you’re required to repay the expenses incurred by the STD plan.
If, as a result of someone else’s actions or omissions, you seek care that requires payment under the STD plan, you should contact Matrix as soon as possible. As a condition of participation in the STD plan, it is your responsibility to inform the STD plan of someone else’s liability for your injuries, illnesses or conditions.
First Right of RecoveryAs a condition of receiving benefits under the STD plan, you grant specific and first rights of subrogation, reimbursement and restitution to the STD plan. This means that you agree to repay the STD plan first, before paying any other creditors or otherwise disposing of any settlement that you receive related to the event which caused benefits to be paid under the STD plan. The right of the STD plan to recover is not diminished by how the recovery is itemized, structured, allocated, denominated or characterized (e.g., whether your recovery is characterized as for lost wages, damages, etc. rather than for medical expenses).
These rights extend to any property (including money) that is directly or indirectly related to the STD plan’s benefits which were paid. These rights aren't affected by the type of property or the source or amount of the recovery, including, but not limited to, any recovery from the payment or compromise of a claim (including an insurance claim), a judgment or settlement of a lawsuit, resolution through any alternative dispute resolution process (including arbitration) or any insurance (including insurance on you, no-fault coverage, uninsured and/or underinsured motorist coverage).
Furthermore, the STD plan’s rights aren’t reduced or otherwise affected by any limiting doctrines, such as the make-whole doctrine, contributory or comparative negligence, the common fund doctrine, or any other defense.
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Circumstances That May Affect Benefits
Granting of an Equitable Lien by Contract At the time the STD plan pays benefits, you grant to the STD plan (as a condition of the payment) an equitable lien by contract in any recovery described above. This means that you grant the STD plan a first right to any property (including money) that you recover as a result of the event which caused the benefits to be paid. This right to an equitable lien by contract exists without regard to the identity of the property’s source or holder at any particular time; or whether at any particular time the property exists, is segregated or you have any rights to it.
Creation of Constructive TrustYou agree that until the equitable lien by contract is completely satisfied (i.e., the STD plan is reimbursed in full), the holder of any such property (whether you, your attorney, an account or trust set up for your benefit, an insurer or any other holder) holds the property as the STD plan’s constructive trustee. The constructive trustee agrees to immediately pay over the property to or on behalf of the STD plan pursuant to the STD plan’s direction to the extent necessary to satisfy the equitable lien by contract.
Your ResponsibilitiesAs a condition of receiving benefits under the STD plan, you agree:
• Not to assign any rights or causes of action you may have against others (including under insurance policies) without the express written consent of the STD plan,
• To take possession of any property subject to the STD plan’s equitable lien by contract in your own name, place it in a segregated account within your control (at least in the amount of the equitable lien by contract) and not to alienate it or otherwise take any action so that it is not in your possession prior to the satisfaction of the equitable lien by contract,
• That if the property is not in your possession (other than in possession by or on behalf of the STD plan), to immediately take whatever steps possible to regain possession or have possession transferred to or on behalf of the STD plan pursuant to its direction, and
• To cooperate with the STD plan and take any action that may be necessary to protect the STD plan’s right of recovery.
Your Notice ObligationsYou agree to timely notify the STD plan of:
• Any possibility that benefits paid by the STD plan may be the responsibility of a third party,
• The submission of any claim or demand letter, the filing of any legal action, the request for any alternative dispute resolution process or the commencement date of any trial or alternative dispute resolution process, regarding or related to any property that may be subject to the STD plan’s rights of subrogation, reimbursement, restitution, to an equitable lien by contract and as beneficiary of a constructive trust, and
• Any agreement that any property that may be subject to the STD plan’s rights of subrogation, reimbursement, restitution, to an equitable lien by contract and as beneficiary of a constructive trust will be paid to or on your behalf (whether pursuant to resolution of a claim, legal action, alternative dispute resolution proceeding or otherwise).
Timely notice is notice that provides the STD plan with sufficient time to protect its own rights to subrogation, reimbursement and restitution to an equitable lien by contract and as beneficiary of a constructive trust. Notice of the commencement date of any trial or alternative dispute resolution process must be given at least 30 days in advance of the date of the trial or alternative dispute resolution process.
No Duty to Independently Sue or InterveneAlthough the STD plan’s subrogation rights include the right to file an independent legal action or alternative dispute resolution proceeding against the third party (or to intervene in one brought by you or on your behalf), the STD plan has no obligation to do so.
Workers’ Compensation
Coverage under the STD plan is not in lieu of, nor does it affect any requirements for coverage under any workers’ compensation law or other similar law.
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Exclusions
The STD plan doesn’t cover any disability due to:
• War, declared or undeclared, terrorism or any act of war.
• Intentionally self-inflicted injuries, including suicide, while sane or insane.
• Active participation in a riot.
• Your commission of or your attempt to commit an indictable offense.
• Cosmetic surgery unless the surgery (including gender confirmation surgery) is in connection with an injury or sickness sustained while you're covered under the STD plan.
• Military service for any country or international authority.
No benefit is payable:
• For any period during which you’re confined in a penal institution or other house of correction as a result of a conviction of a crime or other public offense.
• If you’re on disciplinary suspension, including suspension for alcohol and/or substance abuse.
Exclusions
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How to File a Claim
Contact your supervisor or manager to report your absence as soon as you know you're unable to work due to your disability.
File a claim with Matrix as soon as you think an absence for a disability may last longer than seven days and at least two weeks in advance of any planned disability absence (such as childbirth or scheduled surgery). If your absence is less than eight days, it’s not necessary to file a claim.
To file a claim, contact Matrix:
• By phone at 866.254.8706.
• Online at www.matrixabsence.com.
Whether you contact Matrix by phone or online, you need to provide the following information:
• Your name, address, telephone number, and the last four digits of your Social Security Number.
• Your job title, job description, workplace location and address, work schedule, supervisor’s name and telephone number, date of hire and last day worked.
• The nature of the illness, when you became ill and, if applicable, where the injury occurred, how it occurred and when your disability began.
• Your physician’s name, phone number, fax number and dates of visits (provide this information for all medical providers who are treating you for the condition that makes you unable to work).
• Whether you’re receiving any other benefits such as workers’ compensation, Social Security, unemployment or State Disability insurance.
In order to make a determination on your claim, Matrix needs information about your condition from your treating medical providers. You need to sign an Authorization for Release and Use of Medical Information Form that allows your medical providers to release information about your medical condition to Matrix. This form is available on McKNet (McKesson’s intranet) or from Matrix.
A Matrix Absence Management Specialist, who is your main contact during your disability, contacts you to answer your questions and discuss the claim process.
No benefits are payable until Matrix approves your claim.
Claim Information
Time Limits for Submitting ClaimsYou must submit your claim to Matrix within 30 days of becoming disabled. If that is not possible, you must notify the claims administrator as soon as it is reasonably possible to do so.
Following receipt of your claim, you may be required to submit additional information as requested by Matrix.
Proof Requirements You must submit proof of your claim to Matrix no later than 30 days after the end of your elimination period. If it’s not reasonably possible to submit your proof within this time period, your claim remains valid and whole provided you submit your proof as soon as reasonably possible. You must submit proof of your disability no later than one year after your elimination period. (An exception may apply if you’re unable to comply due to the absence of legal capacity.)
Your proof must specify:
• The date your disability or partial disability started.
• The cause of your disability or partial disability.
• The degree of your disability or partial disability.
Proof of Continued DisabilityBenefits continue for your period of disability or partial disability only if you provide Matrix with proof that you continue to be disabled or partially disabled and that you continue to require the regular attendance of a physician. You must provide this proof at your own expense within 30 days of the request by Matrix.
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How to File a Claim, continued
McKesson, at its own expense, has the right to require that you be examined by a physician or vocational expert of its choice. This right may be used as often as reasonably required.
When Claims Are PaidFollowing approval of your claim, you receive benefits on your normal McKesson pay date during your period of disability.
If Your Claim is DeniedIf all or part of your claim is denied, you receive a written notice that explains:
• The reasons for the denial, including references to specific STD plan provisions, as applicable, upon which the denial was based,
• The additional materials or information needed to support your claim and why the information or materials are necessary if the claim was denied because you didn’t furnish complete information or documentation, and
• The appeals procedures and the time limits that apply.
If the claim is denied on the basis of an internal rule, guideline, protocol or other similar criterion, the notice states the specific rule, guideline, protocol or other similar criterion; or includes a statement that the rule, guideline, protocol or other similar criterion was relied upon in making the adverse determination and that a copy of the rule, guideline, protocol or other criterion is provided free of charge upon request.
Claim Information
Filing Appeals
First Appeal If Matrix denies your request for benefits, you or your authorized representative may appeal the denial. The STD plan provides for a two-level appeal process. To begin the appeal process, you must file a written notice of the appeal with Matrix within the time limit specified in the table below. In your notice, state why you believe your claim should be paid.
Matrix is the named claims administrator with respect to appeals and McKesson has delegated to Matrix the sole discretion and authority to interpret the terms of the STD plan, as well as any other information relating to claims and appeals.
You may submit written comments, documents, records and other information relating to your claim in connection with your appeal. You may also request to receive, free of charge, reasonable access to, or copies of, all documents, records and other information relevant to your claim for benefits.
Time Limits for Processing First Level AppealsThe table below describes the time by which you’re required to submit first level appeals to Matrix and the time by which Matrix is required to provide you with notice of its determinations of first level appeals.
Time Limits for Processing First Level AppealsYour deadline for filing a first level appeal 180 days from date of claim denial notice.
STD plan notice of first level appeal decision
No later than 45 days after receipt of a first level appeal. If necessary due to special circumstances, the period may be extended for an additional 45 days. In this case, you’re notified in writing prior to the extension of the special circumstances and the date a decision is rendered. A decision is made as soon as possible, but no later than 90 days after receipt of the first level appeal.
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Claim Information
Procedure on First Level AppealThe review of your appeal takes into account all comments, documents, records and other information you submitted that relate to your claim. In addition, the decision maker on appeal is different from the decision maker at the initial claim level, as is any healthcare professional who is consulted at the appeal level.
In deciding an appeal that is based in whole or in part on a medical judgment, including determinations with regard to whether a particular treatment, drug or other item is experimental, investigational or not medically necessary or appropriate, Matrix consults with a healthcare professional who has appropriate training and experience in the field of medicine involved in the medical judgment. The healthcare professional consulted is not the individual who was consulted in connection with the denial of the claim that is the subject of the appeal (nor the subordinate of that individual).
Upon request, Matrix provides the identification of any medical or vocational experts whose advice was obtained on behalf of the STD plan in connection with the denial, without regard to whether the advice was relied upon in making the benefit determination.
Notice of Determination on First Level AppealWithin the time limit specified in the table on p. 16 regarding first level appeals, Matrix provides you with written notice of its decision. If Matrix determines that benefits should be paid, Matrix takes whatever action is necessary to pay them as soon as possible.
If your first level appeal is denied, the notice explain:
• The reasons for the denial, including references to specific STD plan provisions, as applicable, upon which the denial was based,
• Your entitlement to receive, upon request and free of charge, reasonable access to, and copies of, all documents, records and other information (other than legally or medically privileged documents) relevant to your claim for benefits, and
• The procedure for filing a second appeal and the time limits associated with bringing a second appeal.
If an internal rule, guideline, protocol or other similar criterion was relied upon in making the adverse determination, the notice will state the specific rule, guideline, protocol or other similar criterion; or include a statement that the rule, guideline, protocol or other similar criterion was relied upon in making the adverse determination and that a copy of the rule, guideline, protocol or other criterion will be provided free of charge upon request.
Filing a Second Level AppealIf Matrix denies your first level appeal, you or your authorized representative may file a second level appeal of the adverse benefit determination. To begin the process for the second level appeal, you must file a written notice of the appeal to Matrix within the time limit specified in the table below. In your notice of appeal, provide an explanation of why your claim should be paid.
You may submit written comments, documents, records and other information relating to your claim that you didn't submit with your previous appeal. You may also request to receive, free of charge, reasonable access to, or copies of, all documents, records and other information relevant to your claim for benefits.
Time Limits for Processing Second Level AppealsThe table below describes the time by which you are required to submit second level appeals to Matrix and the time by which Matrix is required to provide you with notice of its determinations of second level appeals.
Time Limits for Processing Second Level AppealsYour deadline for filing a second level appeal
180 days after receiving the notification of the decision on the first appeal.
STD plan notice of second level appeal decision
No later than 45 days after receipt of a second level appeal. If necessary due to special circumstances, the period may be extended for an additional 45 days. In this case, you’re notified in writing prior to the extension of the special circumstances and the date a decision is rendered. A decision is made as soon as possible, but no later than 90 days after receipt of the second level appeal.
Procedure on Second Level AppealThe procedural steps that are applicable to first level appeals also apply to second level appeals.
Notice of Determination of Second Level AppealWithin the time limit specified in the table above regarding second level appeals, Matrix provides you with written notice of its decision. If Matrix determines that benefits should be paid, Matrix takes whatever action is necessary to pay them as soon as possible.
If your second level appeal is denied, the notice includes the information summarized in the Notice of Determination on Appeal provision, as appropriate.
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Right to File Legal ActionNo legal action may be taken to gain benefits from the STD plan after four years from the date the loss occurred for which a claim was made. No legal action may be taken to gain benefits from the STD plan until you have:
• Submitted a written claim for benefits,
• Been notified by Matrix that the claim is denied,
• Filed a written request for a first level appeal of the denied claim with Matrix,
• Been notified in writing that claim denial has been affirmed at the first level of appeal,
• Filed a written request for a second level appeal of the denied claim with Matrix, and
• Been notified in writing that the claim denial has been affirmed at the second level of appeal.
Claim Information
Recovery of OverpaymentsAn overpayment is any payment made to you (or elsewhere for your benefit) in excess of the amount properly payable under the STD plan. Upon any overpayment, the STD plan has a first right of reimbursement and restitution with an equitable lien by contract in the amount of the overpayment. Furthermore, the holder of the overpayment must hold it as the STD plan’s constructive trustee.
If you have cause to reasonably believe that an overpayment may have been made, you must promptly notify Matrix of the relevant facts. If Matrix determines that an overpayment was made to you, it notifies you in writing and you must promptly pay the amount of the overpayment to Matrix.
If Matrix has made a written demand for the repayment of an overpayment and you haven’t repaid the overpayment within 30 days following the date on which the demand was mailed, then any amounts subsequently payable as benefits under the STD plan with respect to you may be reduced by the amount of the outstanding overpayment. Also, Matrix may recover the overpayment by any other appropriate method, as determined by Matrix (or McKesson), including deducting amounts from future benefits payable to you (or on your behalf) under the STD plan.
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Appendix AEligibility and Cost
Eligibility and Eligibility Date
EmployeesYou’re eligible for coverage under the plan if you qualify as an employee, as defined on p. 23. You become eligible on the first day of the calendar month following your date of hire.
Effective Date of Coverage
Your coverage is effective as follows:
• Your eligibility date if you are in active employment.
• Your delayed effective date of coverage. If you’re not in active employment on your eligibility date, your delayed effective date of coverage is the date you return to active employment.
Cost
McKesson currently pays the full cost of the STD plan. Employee contributions are not required.
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Termination of Coverage
Your coverage ends on the earliest of the following dates:
• The date the STD plan terminates; however, any claim that originated prior to STD plan termination continues to be paid subject to the terms of the STD plan.
• The first date you’re no longer an employee, as defined on p. 23.
• The date you're no longer employed by an affiliated company for any reason.
• The date your employment terminates.
• The date your active employment ends due to a labor dispute, including any strike, work slowdown or lockout.
• The first date you cease to be actively at work, unless you're on an approved vacation or disability leave.
Appendix BTermination of Coverage
Leaves of Absence
Your STD coverage is suspended during your leave of absence from McKesson. For unpaid leaves, your coverage ends on the last day of the month following the month in which your unpaid leave begins. For paid leaves, your coverage ends on the last day of the month in which the paid leave terminates. Your plan coverage continues during any period you're on a leave of absence subject to the rules of the Family and Medical Leave Act of 1993. In case of suspension, including a disciplinary suspension, coverage is reinstated on the date of return to work as an employee.
When you need to take a leave of absence for any reason, review the leave policies and the Types of Leave flyer on McKNet. For additional questions, contact the McKesson Leave Team for information on how your leave affects your benefits.
McKesson Leave [email protected] (Say “Leaves of Absence”)
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Plan NameMcKesson Corporation Short Term Disability Plan.
Plan TypeThe plan provides group short term disability benefits.
Plan Number507
Plan SponsorMcKesson CorporationOne Post Street, 30th FloorSan Francisco, CA 94104-5296
Plan AdministratorMcKesson Corporationc/o Sr. Vice President, Compensation and BenefitsOne Post Street, 30th FloorSan Francisco, CA 94104-5296415.983.8300
Plan DocumentCopies of the STD plan document can be requested for a nominal fee by contacting: McKesson Corporationc/o Sr. Vice President, Compensation and BenefitsOne Post Street, 30th FloorSan Francisco, CA 94104-5296 There is a copying charge of $0.10 per page.
Service of Legal ProcessService of legal process should be directed to: McKesson Corporationc/o Sr. Vice President, Compensation and BenefitsOne Post Street, 30th FloorSan Francisco, CA 94104-5296
Service of legal process may also be made to the Plan Administrator noted above.
Appendix CAdministrative Information
Employer Identification Number (EIN)Plan Sponsor: 94-3207296
Claims AdministratorThe plan sponsor has contracted with Matrix to provide administrative services with respect to the benefits provided under the STD Plan.
Benefits AdministratorMcKesson Benefits CenterPO Box 7139Rantoul, IL 61866-7139855.GO.MCKHR (855.466.2547)Press 1 for Health, Vitality and Pension questions.
Type of AdministrationContract administration — the STD plan sponsor has contracted with Matrix to administer the STD plan.
Plan FundingBenefits are paid from McKesson general assets during regular payroll cycles.
Plan YearAll related financial records are kept on a STD plan year basis from April 1 to March 31.
Participating EmployersA participating employer is any corporation that is a subsidiary of or affiliated with McKesson, whose employees are authorized by McKesson to participate in the STD plan as described in this SPD. A complete list of participating employers and information regarding whether a particular employer participates in the STD plan may be obtained on written request to the Plan Administrator noted above.
ERISA StatusThe Plan is intended to be a “payroll practice” as defined in 29 C.F.R. 2510.3-1(b) and exempt from the requirements of the Employee Retirement Income Security Act of 1974, as amended.
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The following words and phrases when used in this booklet have the meanings as set forth below.
Active EmploymentAn employee who is actively at work for McKesson:
• On a full-time or a part-time basis and paid regular earnings.
• For at least 30 hours per week (at least 20 hours per week if he/she is a grandfathered McKesson Technology Solutions employee as of December 31, 1999).
• Either performing work:
– At McKesson's usual place of business, or
– At a location to which McKesson's business requires him/her to travel.
An employee is considered actively at work if he/she was actually at work on the day immediately preceding:
• A weekend (except where one or both of these days are scheduled work days).
• A holiday (except when the holiday is a scheduled work day).
• A scheduled paid time off (or paid vacation).
• Any non-scheduled work day.
Affiliated Company The Company and each corporation and trade or business that is a member of a controlled group of corporations or an affiliated service group or under common control (within the meaning of Sections 414(b), (c) or (m) of the Internal Revenue Code) with the Company, but only for the period during which such other entity is so affiliated with the Company and any other entity required to be aggregated with the Company pursuant to Regulations issued under Section 414(o) of the Internal Revenue Code.
Glossary of Terms
Basic Weekly Earnings or Predisability Earnings All Employees (except commissioned McKesson U.S. Pharmaceutical, Medical-Surgical or any successor business units)The employee’s weekly rate of earnings from McKesson in effect immediately prior to the date that disability or partial disability begins, excluding bonuses, commissions, overtime pay, shift pay, stock-based compensation and any other extra or additional compensation.
Commissioned Employees of McKesson Pharmaceutical
• If the employee has one or more calendar years (January 1 through December 31) of service, the employee’s average rate of earnings from McKesson established for the prior calendar year, (A) including commissions and certain McKesson-sponsored incentive programs; and (B) excluding bonuses, overtime pay, supplier-sponsored incentive programs, reimbursed business expenses, car or territory allowances, moving expenses, stock-based compensation and any other extra or additional compensation.
• If the employee has less than one calendar year (January 1 through December 31) of service, the employee’s targeted weekly rate of earnings from McKesson established for the first calendar year, (A) including commissions and certain McKesson-sponsored incentive programs; and (B) excluding bonuses, overtime pay, supplier-sponsored incentive programs, reimbursed business expenses, car or territory allowances, moving expenses, stock-based compensation and any other extra or additional compensation.
Commissioned Employees of McKesson Medical-Surgical
• If the employee has one or more calendar years (January 1 through December 31) of service, the employee’s average rate of earnings from McKesson established for the prior calendar year, (A) including commissions and quarterly sales bonuses; and (B) excluding overtime pay, stock-based compensation and any other extra or additional compensation.
• If the employee has less than one calendar year (January 1 through December 31) of service, the employee’s targeted weekly rate of earnings from McKesson established for the first calendar year, (A) including commissions and quarterly sales bonuses; and (B) excluding overtime pay, stock-based compensation and any other extra or additional compensation.
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Claims Administrator An outside firm with which McKesson contracts to administer benefits under the STD plan. The claims administrator is Matrix.
CompanyMcKesson, and any successor by merger, consolidation or otherwise that assumes its obligations under the STD plan.
Disability or DisabledAny physical or mental condition arising from sickness, injury, pregnancy, or gender confirmation surgery, which renders an employee incapable of performing all of the material and substantial duties of his or her occupation based on objective medical evidence (as determined by Matrix). To be disabled, an employee cannot be doing any other work for pay, except light duty work. An employee who has a disability on a particular date is considered disabled on that date. A loss of license for any reason doesn't, itself, constitute disability.
Eligibility DateThe first day of the calendar month following an employee's date of hire.
Elimination PeriodA period of seven consecutive calendar days during which an employee is unable to work due to a full or partial disability and for which no benefit is payable, except as otherwise specified in a collective bargaining agreement under which an employee is covered.
EmployeeAn active common law employee on the U.S. payroll of McKesson or an Affiliated Company (or any other payroll designated specifically by McKesson), who meets all of the following requirements:
• Is scheduled to work not less than 30 hours per week on a regular and continuous basis; however, this requirement will not apply to the group of grandfathered McKesson Technology Solutions employees who were working at least 20 hours but less than 30 hours per week as in effect on December 31, 1999,
• Is performing in the customary manner all of the regular duties of his or her occupation either at one of McKesson’s business establishments or at some location to which McKesson business requires the employee to travel, or is not performing his or her regular duties due to illness, provided that he or she has already commenced performing his or her regular duties of employment prior to his or her disability, and
• Is not in one of the excluded categories described in the “Excluded Categories” to the right.
Glossary of Terms
Notwithstanding the foregoing, McKesson may exclude from participation in the STD plan designated employees or former employees who are covered by another employer’s short term disability plan.
Excluded Categories. “Employee” doesn’t include an individual for any period in which he or she meets any of the following criteria:
• Covered by a short term disability plan established pursuant to collective bargaining (other than this plan).
• Covered by another short term disability plan maintained or funded by McKesson.
• Designated by McKesson, its subsidiaries or affiliates as a seasonal or temporary employee.
• Compensated for services by a person other than McKesson, its subsidiaries or affiliates and for any reason is deemed to be an employee.
• Not on the U.S. payroll of McKesson (unless designated specifically by McKesson), its subsidiaries or affiliates and for any reason is deemed to be an employee.
• A leased employee within the meaning of Section 414(n) of the Internal Revenue Code, or would be a leased employee but for the period-of-service requirement of Code Section 414(n)(2)(B), and who is providing services to McKesson, its subsidiaries or affiliates.
• Subject to a written agreement that provides that such individual shall not be eligible to participate in the plan.
A seasonal employee means an individual hired to work for a portion of each year on a repetitive basis in a job designed to cover a seasonal operating need. A temporary employee means an individual hired to work for a limited period of time to perform a specific project with the understanding that once the project is complete his or her service is no longer required by McKesson.
If, during any period, McKesson, its subsidiaries or affiliates have not regarded an individual as an employee and, for that reason, have not withheld employment taxes with respect to that individual, then that individual is not an employee for that period, even in the event that the individual is determined, retroactively, to have been an employee during all or any portion of that period.
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Employee, continued An individual’s status as an employee is determined by McKesson, its subsidiaries or affiliates and all such determinations are conclusive and binding on all persons.
As used in this definition, “subsidiaries and affiliates” means all subsidiaries and affiliates of McKesson whose employees are designated by McKesson as eligible to participate in the plan on a basis that doesn’t discriminate in favor of officers, shareholders and other highly compensated individuals; however, any such entity ceases to be a subsidiary or affiliate when that entity ceases to be a subsidiary or affiliate of McKesson Corporation.
IllnessSee Sickness.
InjuryBodily impairment resulting directly from an accident and independently of all other causes. Any disability that begins more than 60 days after an injury is considered a sickness for the purpose of determining benefits under the STD plan.
Light Duty WorkRestricted or limited duties which the employee is medically able to perform and that are made available to him/her through reasonable accommodation by McKesson.
Long Term Disability (LTD) PlanThe McKesson Corporation Long Term Disability Plan.
McKNetMcKesson’s intranet.
Objective Medical Evidence A measurable, independently observable abnormality which is evidenced by one or more standard medical diagnostic procedures, including laboratory tests, physical examination findings, X-rays, MRIs, BEGs, ECGs, Catscans, or similar tests that support the presence of a disability or indicate a functional limitation.
Partial Disability or Partially DisabledAs a result of the injury or sickness that caused the disability, a covered employee is able to perform:
• One or more, but not all, of the material and substantial duties of his/her own or any other occupation on an active employment or a part-time basis, or
• All of the material and substantial duties of his/her own or any other occupation on a part-time basis.
Glossary of Terms
Payroll The system used by an entity to pay those individuals it regards as its common law employees for their services and to withhold employment taxes from the compensation it pays such common law employees. Payroll does not include any system used by an entity to pay individuals whom it does not regard as its common law employees and for whom it does not actually withhold employment taxes (including, but not limited to, individuals it regards as independent contractors) for their services.
PhysicianA person who is:
• Licensed to practice medicine and prescribe and administer drugs or to perform surgery, or
• A licensed practitioner of the healing arts in a category specifically favored under the health insurance laws of the state where he/she is practicing and who is practicing within the terms of his/her license.
“Physician” doesn't include a covered employee or his/her spouse, daughter, son, father, mother, sister, brother or domestic partner.
Predisability EarningsThe employee’s basic weekly earnings in effect on the day before he/she became disabled.
RiotIncludes all forms of public violence, disorder or disturbance of the public peace by three or more persons assembled together, whether acting with a common intent and whether damage to persons or property or unlawful act or acts is the intent or the consequence of the disorder. Participation in a riot includes promoting, inciting, conspiring to promote, aiding, abetting and/or taking part in all forms. It doesn’t include actions taken in defense of public or private property or actions taken in a person’s own defense, if these actions aren't taken against persons seeking to maintain or restore law and order including, but not limited to, police officers and firemen.
SicknessIllness, disease, pregnancy or complications of pregnancy or complications of gender confirmation surgery.
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SubrogationThe substitution of one person in the place of another with reference to a lawful claim or right. If an employee becomes injured or ill as a result of someone else’s actions or omissions, the STD plan has the right (but not the obligation) to seek expenses directly from the at-fault party or any of the sources of payment listed in the Subrogation section. The STD plan has a right to recovery, meaning it has the right to recover such expenses directly or indirectly out of any payment made to, or on behalf of, the disabled employee by the at-fault party or any other party related to the illness or injury.
Substance AbuseAlcoholism, drug addiction or abuse of alcohol or drugs.
Successive Periods of DisabilityA disability that is related or due to the same cause(s) as a prior disability for which a weekly benefit was payable.
UPointThe website resource (digital.alight.com/mckesson) where a participant may access information about McKesson’s benefit programs.
Weekly BenefitThe gross amount payable to a covered employee by McKesson if he/she is disabled or partially disabled. Benefits are determined on a weekly basis.
Work Incentive BenefitThe partial disability benefit available to the covered employee, provided he/she meets the partial disability requirements under the STD plan. The work incentive benefit allows the covered employee to receive up to 100% of his/her predisability earnings between all sources of income while he/she remains partially disabled and works.
Glossary of Terms
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February 2020
Important Contact Information
If you have questions about this plan or need to file a claim, call Matrix at 866.254.8706 or go to www.matrixabsence.com.
Although this booklet summarizes your coverage under the STD plan, the information provided doesn’t cover all of the STD plan’s terms and conditions. In all cases, the STD plan document — and not this summary — governs benefits paid under the STD plan.
HR Support Center855.GO.MCKHR (855.466.2547)Your source for benefits information and gateway to an advocate. Press 1 for the McKesson Benefits Center for Health, Vitality and Pension questions. Benefit experts are available 7 a.m. - 6 p.m. Central time, M-F.Oprime 1 para asistencia en español a través del McKesson Benefits Center.
UPoint digital.alight.com/mckesson Your online source for benefits information.
