RISK MANAGEMENT & INSURANCE OCTOBER, 2015

 Annual Enrollment  2016 Health Renewal  Terms and Definitions  Humana Health Plan Changes  Rx4 Traditional Prescription Plan  2016 Health Payroll Deductions  Humana Vitality  Dental Plan Rate Changes 2  Eye Med Vision Changes  Short and Long Term Disability  Flexible Spending Accounts (FSA)  Humana Resources  Reminders  Questions & Answers AGENDA

Annual Enrollment October 14 thru October 26, 2015 Coverage Begins: January 1, 2016 Deductions begin: 12/4/15 – Support 12/11/15 – Instructional/Administrative/PTS 2016 Flexible Spending Account and MetLife Legal deductions begin: 1/15/16 - Support 1/8/16 -Instructional/Administrative/PTS 3

2016 Health Renewal Proposed 2016 health renewal was 9.3% over 2015 plan costs. After plan design changes, the increase was reduced to 6.5% Projected 2016 premium is $121M; which equates to a $7.4M premium increase Overall the District will pay approximately 76% of the overall costs- New Humana Vitality Program can help offset the increase in costs if members reach Silver Status or above 4

Terms and Definitions  Co-payment - the specified dollar amount that the member must pay for a covered service. You will pay co-payments for services under the HMO Staff plan.  Co-insurance - the % amount of a covered service that the member must pay. Example: An 80%/20% coinsurance means that Humana will pay 80% of the allowable charge and the member will pay 20%. 5

Terms and Definitions  Deductible - the amount of covered services that the member must pay per year before Humana pays benefits for covered services.  Medical Out-of-pocket limit - the most a member would have to pay per calendar year before Humana pays 100% of the in network cost. Excludes Rx costs. 6

Terms and Definitions DEDUCTIBLE You pay 100% of the cost up to the amount of the deductible* CO-INSURANCE You pay 20% of the cost up to the out of pocket limit OUT OF POCKET LIMIT Humana pays 100% of the costs after the costs reach $4000 for an individual, $8000 for a family 7 *All individual deductible amounts will count toward the family deductible, but an individual will not have to pay more than the individual deductible amount.

HMO Staff Very Narrow Primary Care Physician Network – Tampa Bay area only No Out-of-Network Benefit except for emergencies Referrals to Specialists limited by PCP Choice Co-pays for all services; preventive services covered at 100% Hospital co-pay: $500 per day, 5 day maximum Increased Co-pays: Emergency Room Co-pay from $300 to $500 Lab Co-pay from $0 to $25* *or less if actual cost is less than the co-pay Durable Medical Equipment: from $0 to $50 Out of Pocket Maximum from $3,500 to $4000(individual) from $7,000 to $8,000 (family) KEY FEATURES CHANGES Please confirm PCP participation with Humana customer service or online – NOT the doctor’s office!

National Point of Service Plan (NPOS) Broad National Point of Service (NPOS) network – open access No specialist referrals In Network and Out of Network Benefits Preventive services covered at 100% Hospital co-pay: $500 per day, 5 day maximum 80%/20% coinsurance for physician visits, outpatient services, lab and x-rays after deductible Deductible from $300 to $400 (individual) from $600 to $800 (family) Out of Pocket Maximum from $3,500 to $4000(individual) from $7,000 to $8,000 (family) KEY FEATURESCHANGES Good option for out of area retirees and students!

Consumer Directed Health Plan (CDHP) HMO Premier Network – larger Tampa Bay network than the Staff HMO network Network includes: Several Florida counties and a limited number of states outside Florida NO out of network benefits Preventive services covered at 100% 80%/20% coinsurance for physician visits, outpatient services, lab and x-rays, after deductible Deductible $1500 (individual) $3000 (family) Personal Care Allowance (PCA) $500 (individual) $1000 (family) Rollover feature, however if you move to another plan any remaining PCA funds will be forfeited. KEY FEATURES Out of Pocket Maximum from $3,500 to $4000(individual) from $7,000 to $8,000 (family) CHANGES

Which Health Plan is Right for You? HMO CDHP NPOS Must stay in Network Must Select a PCP No Deductible - set co-pays for all services Limited coverage area Must get a referral to see a specialist Must stay in Network Not required to select a PCP No referrals necessary Must meet a deductible Healthcare allowance provided Not required to stay in Network Not required to select a PCP No referrals necessary Must meet a deductible

Pinellas County Schools health insurance coverage meets the standard for minimum essential coverage and is considered affordable under the Affordable Care Act. Benefit eligible employees who enroll in the Marketplace plans would not be eligible for Advanced Premium Tax Credits (tax subsidy) and would not receive premium assistance. PCS COVERAGE VS. THE HEALTHCARE MARKETPLACE

Pharmacy Benefits Rx4 Traditional replaces Rx3 RightSource Rx is now Humana Pharmacy Pay two co-pays for a 90 day supply at a participating pharmacy or mail order through Humana Pharmacy (after deductible on Tier 3 & Tier 4 medications).

Tier/PlanConsumer Directed Health Plan Staff HMONational Point of Service (NPOS) Employee$30 to $53$48 to $71$63 to $80 Employee + Spouse $120 to $159$158 to $195$182 to $213 Employee + Child/Children $115 to $146$151 to $182$175 to $200 Family$178 to $215$230 to $266$262 to $302 2 Board Family$85 to $120$137 to $171$169 to $ Health Plan Deductions

Humana Vitality is a wellness and rewards program for employees enrolled in a Humana health plan that gives its members an opportunity to: Set goals – create a personalized plan! Earn Vitality Points™ and shop at the Vitality Mall with Vitality Bucks! Learn the value of making healthy choices to experience personal results! Employees reaching Silver Status or above by June 30, 2016, will be eligible for a premium credit during 2016 AND 2017! Employee Only $10 credit per pay period Employee + Spouse $15 credit per pay period Employee + Child/ren $15 credit per pay period Employee + Family $20 credit per pay period Better health, great rewards- it's all part of Humana Vitality!

Dental Plans/Rate Changes 16 Humana Comp Benefits Employee Only $7.45 per pay Employee + 1 $13.74 per pay Employee + Family $20.07 per pay 2 Board Family $18.07 per pay No plan design changes Preventive services covered 100% In-network benefits only Co-pays for services Met Life Dental Employee Only $13.36 per pay Employee + 1 $24.64 per pay Employee + Family $35.56 per pay 2 Board Family $33.56 per pay No plan design changes Preventative services covered 100% In-network and out-of-network benefits Reimbursement based upon services (negotiated rates)

Eye Med Vision Plan 17 KEY FEATURESCHANGES Free coverage for employee only May purchase coverage for dependents Routine eye exam once every calendar year - $10 co-pay Single vision lenses OR contact lenses once every calendar year Frames once every two years National retail and private practice optometrists & ophthalmologists Standard plastic lens co-pay from $10 to $15 Contact lens allowance from $90 to $110 20% of balance over $110 Frame allowance from $90 to $110 RATES Employee Only Free Employee + 1 $2.83 Employee + Family $5.92

Short Term/Long Term Disability Rate Decreases No plan design changes One time open enrollment No medical underwriting Salary limitations and preexisting conditions apply 18

Flexible Spending Accounts (FSA) 19 A Health Care FSA could save you money if you or your dependents:  Have out of pocket health expenses like co-pays or deductibles  Take Tier 3 or Tier 4 prescription medications and have an Rx deductible  Wear glasses or contact lenses  Need orthodontia care, such as braces or other eligible dental expense A Dependent Care FSA provides pre-tax reimbursement of out of pocket expenses related to dependent care, if you and your spouse are working or in school and:  Your dependent children under age 13 attend daycare, after-school care or summer day camp

Flexible Spending Accounts ( FSA ) 20 You decide how much to contribute: Health Care FSA: $200 - $2500 Dependent Day Care FSA: $200 - $5000 Use it or lose it – the amount deposited into FSA may be used for services incurred for the plan year ending 12/31. Receive a debit card – for Health Care Expenses. Not for Dependent Day Care. Funds available for Health Care expenses on January 1, 2016 Look for Humana Access Visa cards last week in December (plain envelope)

What is MyHumana? It’s Humana’s secure website that gives you access to your information anytime you want it. If you haven’t registered for MyHumana: 1.Visit 2.Have your Humana ID card handy 3.Go to Humana.com 4.Click “Register for MyHumana” 5.Follow the easy steps to register Hour Humana Online Resources

Humana PCS Resources  Heather Keegan, RN – Patient Advocate Assists employees with medical and provider issues. Coordinated Diabetes Care Program. Advocates for employees.  Jessica O’Connell, RN – Health & Wellness Specialist Facilities wellness and health education programs, enrolls members in disease management, clinical programs and Humana Vitality.  Janet Lang - On Site Claims Representative Assists employees with eligibility, claims and coverage issues. 22

Reminders Changes through Web only October th Confirmation notices available on line for employees to print Review health plan options and new Rx4 Traditional plan Review new rates for dental plans Review new rates and plan changes for vision Review special disability open enrollment, reduced rates Make sure your life insurance beneficiaries are current Make sure you have enrolled only eligible dependents Humana will mail everyone new ID Cards. Make sure your address on Employee Self Service is correct Enroll in MyHumana so that you can participate in the Humana Vitality Program 23

Questions Visit our web site for current information, including full Beneflex Guide, Understanding your Rx4 Traditional plan, CDHP & FSA flyers at: Call the Humana Hot Line: , 8:00 am – 8:00 pm, Monday thru Friday. Call the PCS Benefits Help Line for enrollment assistance , 8:00 am – 4:30 pm, Monday thru Friday. us at 24