1. 2018 Open Enrollment Presentation
October 20, 2017
Change date and year

2. 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

3. Multi-Year Initiatives
Bring contributions in-line with higher education benchmarks 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

4. 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

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

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

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

8. 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!

9. 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.

10. 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

11. 2018 Employee Premium Contributions
Best Value
New rates

12. 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.

13. 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 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.

14. 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

15. 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

16. 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:
Website:

17. 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 HR if you want to add any new beneficiaries.
Visit Benergy for details and additional information
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.

18. 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