2018 Open Enrollment Presentation October 20, 2017 Change date and year

Benefit Program “Guiding Principles” To promote the physical, behavioral, and spiritual health of our faculty, staff and their families by offering competitive benefits. To provide an appropriate level of choice to meet different life stage needs at a reasonable cost for the College, its faculty and staff. To ensure the sustainability of our benefit programs by managing the cost of our benefit plans in a fiscally responsible way. To communicate the College’s benefits effectively, so that faculty and staff understand their choices and the value of the benefits that we provide. Changed to match the Enrollment Brochure

Multi-Year Initiatives Bring contributions in-line with higher education benchmarks. 2018 is year 5 of a multi-year plan. For 2018: No change to employer contribution percentage (same as in 2017). Implement plan design changes that are competitive, provide choice and manage cost. New voluntary vision care plan options. PPO medical plan option now available to all employees. Expanded wellness programs & initiatives. Identify opportunities to reduce overall cost. Continue communications efforts. Changed. I want to leave the 2% in there as a marker for what we might do in future years

Holy Cross’ plans continue to be very competitive when compared to peers… Institutions Benchmarked Amherst College Mount Holyoke College Babson College Northeastern University Bentley University Simmons College Berklee College of Music Smith College Boston College Stonehill College Boston University Suffolk University Brandeis University Tufts University Clark University Wellesley College College of the Holy Cross Wentworth Institute of Technology Emerson College Western New England College Gordon College Wheaton College Harvard University Williams College MA Institute for Technology Worcester Polytechnic Institute We may not need to list all colleges – could be just first rank of peers

How do we stack up? Average Monthly Employee Contribution % (Composite) UPDATE Holy Cross 2017 overall % compared with 2017 benchmarks.

How do we stack up? Average Monthly Employee Contribution $ (Individual) UPDATE Value Core Buy-Up Holy Cross 2017 rates compared with 2017 benchmarks.

How do we stack up? Average Monthly Employee Contribution $ (Family) Value Core Buy-Up UPDATE Holy Cross 2017 rates compared with 2017 benchmarks.

What’s New For 2018… Medical Benefit Updates One plan design change for 2018: Increase in traditional HMO plans out-of-pocket maximum. No change in premium cost sharing: The College will continue to contribute 86% of the Fallon Direct Traditional HMO. There will be modest increases in pay period contributions. Fallon PPO option now available to all employees: Nationwide coverage available. New Voluntary Vision Care Plans Employees will have the opportunity to enroll, and purchase a vision care plan. Two plan options to choose from - Plan A: Eyewear only or Plan B: Exam + Eyewear. Remember - Routine eye exams are covered under your current medical plans. New Life Insurance and Long Term Disability Plan Vendor Benefit enhancements to the Long Term Disability Plan; with additional tax advantages. One-time open enrollment for the Voluntary Life options: Includes improvements to the Voluntary Employee and Dependent Life options; Lower rates!  

2018 Plan Options Best Value Plan 2018 Plan Changes are indicated in Red Font Best Value Plan College Contributes into HSA: $500 Individual / $1,000 Family (all tiers) PPO Option Available to All Employees New plan design changes * MERP Reimburses: $125 Inpatient and $50 Outpatient This is a brief summary of benefits. If there are any discrepancies between this and the Fallon/HPHC certificate, the Fallon/ HPHC certificates will always take precedence.

2018 Medical Costs by Plan College pays the same for HDHP plan options (96% of Direct Care HDHP) College pays the same for Traditional plan options (86% of Direct Care HMO) New rates

2018 Employee Premium Contributions Best Value New rates

Facts about the 2018 Best Value Fallon High Deductible Plans These plans provide a great opportunity for you to save money… Employee premium contributions are lower. Upfront College HSA contribution of $500 per individual or $1,000 per family (all tiers). HSA is a tax-free benefit; it is your money that carries over; no “use it or lose it”. New calculations to include 4 tier (may need 2 slides) Refer to My Benefit Guide 2018 page 9 for additional details.

New Voluntary Vision Care Options Employees will have the opportunity to purchase a vision plan through payroll deduction Two Options Available: Plan A – Eyewear only or Plan B – Exam + Eyewear In-Network Providers Plan A – Eyewear Only Plan B – Exam + Eyewear Vision Exam N/ A (Covered under Medical Plan) $10 co-pay (Every 12 months) Lenses (in lieu of contacts) Every 12 months Single Vision, Bifocal, Trifocal, Lenticular $25 co-pay; Lens enhancements extra Frames Every 24 months $130 allowance then 20% discount Contact Lens (in lieu of glasses) Elective $130 allowance then 15% discount Fitting & Evaluation Up to $40 co-pay 2018 Monthly Rates Employee: Employee + Spouse: Employee + Child(ren): Family: Plan A – Eyewear Only $4.84 $9.21 $9.69 $14.25 Plan B – Exam + Eyewear $6.86 $13.04 $13.73 $20.18 How to Find a Participating Provider: Go to www.eyemed.com, Be sure to Choose “Insight” Network Participating Retail Chains: LensCrafters, Sears, Target, Pearle and JC Penney and more! Extra Savings: Discounts for sunglasses, extra glasses, lens enhancements, and laser vision correction.

Basic Life & Long Term Disability Insurance College paid group term life and accidental death & dismemberment benefit equal to 1.5 times basic annual earnings to $500,000. Long term disability (LTD) monthly benefit maximum increased to $15,000 per month. LTD benefit changed to 60% of monthly pay on a tax free basis when disabled. Imputed income, similar to college paid life insurance benefits above $50,000, will be calculated and reported each pay period. Example-employee with annual salary of $50,000 will pay taxes on imputed income of $5.60 per semi-monthly pay period – tax paid based on your tax bracket. Additional value added benefits from Sun Life: Emergency travel assistance – medical, dental or legal when away from home. Identity theft protection if your personal information is compromised. *Certain limitations and benefit reductions may apply

Voluntary Employee & Dependent Life Insurance Special one-time open enrollment period! Improved voluntary employee and dependent life options, maximums and rates. Employees may elect up to five times their salary up to $500,000 maximum in increments of $5,000. Employee non-medical maximum increased from $100,000 to $200,000. Spouse may elect up to 100% of employee voluntary amount up to $250,000. Children’s life benefit options of $5,000 or $10,0000 (per child). Voluntary life insurance rates in 5 year age brackets will reduce 5%. *Certain limitations and benefit reductions may apply

Employee Assistance Program (EAP) Remember the College has engaged KGA, Inc. as a resource for all employees Services Behavioral and Mental Health Consulting Financial Consultation Parenting Resources Career Assessment Crisis Response Work-Life Balance Research and Referrals Legal Assistance Eldercare Resources Nutrition Consultation Manager Consultations Need to Know KGA services are confidential! KGA does not share with the College who has called or what they called about. KGA counselors are licensed, skilled professionals. Family Members are eligible and encouraged to use this resources as well! KGA will be an active participant in the Worksite Wellness programming. Access to expanded and improved resources and tools for Faculty and Staff. How do you Contact the EAP? Toll Free: 800-648-9557 Website: www.kgreer.com

Things to Remember… Consider enrolling in a new voluntary vision care plan or the improved voluntary employee and dependent life insurance options. Review your life insurance beneficiary information and email HR if you want to add any new beneficiaries. Visit Benergy for details and additional information www.HCbenefits.benergy.com User ID: HCemployee Password: HCbenefits If in a traditional HMO/PPO, submit your MERP claims for any in-network hospital and/or outpatient surgery copays that you have paid. Send a completed MERP claim form and a copy of your Explanation of Benefits to Sullivan Benefits for reimbursement allowed. If enrolled in the FSA, submit claims for reimbursement “Use it or Lose it” You have until March 15th to incur claims & until April 30th to submit for reimbursement. If enrolled in a Best Value HDHP, update your HSA contribution amounts for 2018.

Next Steps… Do you Want to Save $$?? Sign-Up For a Seminar on the Best Value plans… (Fallon High Deductible Health Plan(s) with HSA) DATES & LOCATIONS TO FOLLOW