1. ENROLL BY NOVEMBER 9! October 2012
From VandalWeb  Employee Menu tab  University of Idaho Employee Benefits link
Thank you for joining us today to discuss 2013 Annual Enrollment at the University of Idaho.
Today, we’ll cover some important information about the benefits the University offers you and your family for 2013.
Transition: Let’s begin by looking at the basics about Annual Enrollment for 2013.

2. Annual Enrollment for 2013
Annual Enrollment begins on Monday, October 22 and ends on Friday, November 9th
Elections will be effective on January 1, 2013
Enroll online at the Annual Enrollment Website,
Enrollment packets will be mailed to your home in October
This year’s Annual Enrollment period will begin on Monday, October 22 and end of Friday, November 9. You have the opportunity to elect and/or change your benefit choices for 2013.
Enrollment takes place online at the Annual Enrollment Website at the address on this slide.
Any elections you make during this Annual Enrollment period will be effective on January 1, 2013.
Be sure to watch for your Enrollment Packet that will arrive at your home in October

3. Here is a screen shot of the Annual Enrollment Website

4. Enrollment Information Site
Video
Learn more about what’s changing and why
Insert screenshot
Link to Benefit Information
Charts Guide
Additionally, you can log on to the annual enrollment informational website to review a video on what’s changing and why featuring members of the Benefits Advisory Group.

5. Watch for Enrollment Packet in October
Only employees with computer access received printed worksheets
Access costs and option information on the benefits enrollment website
Worksheet
Cover letter
Guide
[Insert worksheet screenshot]
Let’s review the additional resources that are available to help you.
We mailed out enrollment packets.
Each packet contains a cover letter, a comprehensive guide to making your benefit elections and required legal notices.
Transition: Now that we’ve covered some of the Annual Enrollment basics, let’s discuss the agenda for the rest of today’s presentation.

6. What we’ll cover today What’s changing for 2013 Learn more
New prescription drug provider
New eligibility category: Other Eligible Adults
Medical plan contributions
Reduction in Health Care Spending Account contribution
Other changes
Learn more
2013 benefit plans
Wellness offerings
Actions you should take during Annual Enrollment
Your resources
Print: one packet mailed to homes
Online: annual enrolment and ongoing benefits websites
Today, we will discuss what benefits are changing for 2013, including two big changes:
A new prescription drug provider and
A new eligibility category approved by the Faculty Senate and University leadership: “Other Eligible Adults”
Like last year, we continue to struggle with the rising cost of health insurance and, as a result, we will see another slight increase in medical premiums that we will tell you more about.
The health care reform law is requiring a change in the maximum amount you can contribute to the Health Care Spending Account and we will review a few other plan changes.
We’ll provide a quick overview of all of your benefit offerings, including wellness resources and
We’ll also tell you about other resources available to help you learn about and manage your benefits.
Transition: I’d like to walk through the entire presentation first and then we’ll open it up for questions.

7. What’s changing for 2013? Notable Plan Changes Medical
New Prescription drug provider
Increase in employee medical contribution
Allergy coverage
Bariatric coverage
Expanded women’s preventive care services
Reduction in maximum contribution to Health Care Spending Account
Disability
New Disability provider
Increased employee contribution for Disability coverage
Life Insurance
Decrease in employee contribution for Supplemental Life Insurance
New Eligibility Category
Other Eligible Adult
The rising cost of health care continues to challenge for the University, but we are identifying new opportunities to manage those costs. For example, this year we are engaging with a new pharmacy benefits manager, CVS Caremark.
We expect to realize significant savings to our health plan with this change—savings we will apply toward reducing plan costs in future years.
We’ll talk more about the transition from Express Scripts to CVS Caremark and any impacts you might anticipate—as well as some of the other medical changes listed here—when we get to the medical section of this presentation.
We have a few plan design changes—so be sure to review your enrollment materials carefully.
We have a new Disability provider this year.
We are moving from the The Harford to the The Standard—the same provider as our life insurance.
If you need to file a claim, you will reach out to our new vendor.
Contact information can be found online or in your enrollment guide.
We are also experiencing a slight increase in employee contributions for Disability insurance. Your costs are listed in the Enrollment Guide and on the Annual Enrollment Website.
Transition: Another significant change this year is the creation of a new benefit eligibility category: “Other Eligible Adult.”

8. Other Eligible Adult
You may enroll a qualified other eligible adult on University benefit plans. For the purpose of the Plan, a “qualified other eligible adult” is defined as some one who is:
Age 18 or older and mentally competent to consent and
Not legally married to anyone, and
Residing in the employee’s household for the previous six continuous months, and
Financially interdependent with the employee (for example, have joint checking account or joint utility bills), which can be demonstrated upon request by providing proof of existence of at least two of the following:
A joint mortgage or lease or other evidence of common residence such as joint utility bills
Durable property or health care power of attorney
Joint checking account/credit account
Designation of each other as the primary beneficiary in a will, life insurance policy, or retirement plan
The definition of a “qualified other eligible adult” is listed here.
The University’s decision to recognize this dependent category aligns our policies with more than 300 universities throughout the United States, including the nation’s top research universities.
This decision was spearheaded by our Faculty Senate and approved unanimously by both the Faculty and University leadership.
The Faculty and University leadership believe this step is essential to keep our benefits competitive so we can recruit and retain the very best and brightest teachers and scholars.
There is a cost to the University in providing this benefit, which covers anticipated enrollment and additional administrative costs.
Transition: When we couple this decision with other increases in health care costs, the University will have to implement a modest increase in employee medical plan contributions this year.

9. Medical Plan Increases
Standard PPO
HDHP with HSA
Coverage Tier
2012
2013
Employee Only
$47.00
$50.77
$18.00
$22.01
Employee + Spouse or Other Eligible Adult
$99.00
$107.87
$39.00
$47.47
Employee + Child
$68.00
$74.01
$28.00
$33.75
Employee + Children
$110.00
$119.04
$49.00
$58.04
Employee + Spouse or Other Eligible Adult + Child(ren)
$152.00
$164.41
$71.00
$83.31
Per pay period contributions.
Listed above are the contributions for 2013 compared to what they were 2012.
Please know these increases were carefully considered and limited to only what is needed to meet our health plan obligations.
We understand any increase to what you pay for coverage can be difficult.
The University continues to study our plan and look for ways to help us manage the plan to control these increases.
One example is our move to a new prescription drug partner and we will apply those savings to future plan increases.
Transition: Now, let’s take a look at some of the University’s benefit plan features to help you select the right medical plan for you and your family.

10. Plan Overview
The University offers different choices for you because we know each individual’s health care needs can be different.

11. High-Deductible Health Plan (HDHP) with Health Savings Account (HSA)
Medical Plan
Standard PPO
High-Deductible Health Plan (HDHP) with Health Savings Account (HSA)
This is a traditional PPO plan
Visit any provider you wish; pay less when you visit an in-network provider
For doctor’s office visits, you pay a copayment
For all other covered services, you must first satisfy the deductible and then pay coinsurance until you satisfy the out-of-pocket maximum
Copayments do not count toward the deductible or out-of-pocket maximum
The HDHP is an “Open Access” PPO plan.
See any provider you choose, either in- or
out‑of‑network. However, receive discounted rates and pay less when you visit in-network providers
HDHP participants may also participate in an HSA
An HSA is an individual account you own that allows you and the University to contribute pre-tax dollars to pay for qualified, out-of‑pocket medical expenses now or later — even in retirement. See Health Savings Account Basics on the following page for more information.
In the HDHP, you pay 100% of covered health care expenses until you satisfy the annual deductible
Then, you pay coinsurance for covered services until you satisfy the out‑of‑pocket maximum
You can choose one of two different medical plans: a preferred provider organization or PPO and a high-deductible health plan with a health savings account.
The Standard PPO is a traditional PPO plan.
You have the flexibility to visit any provider, but you pay less when you use providers who are in-network.
The premiums for this plan are higher than the high-deductible plan, but you satisfy a lower deductible before sharing costs with the University.
The high-deductible plan does require you to satisfy a higher deductible ($1,500 for individuals and $3,000) for family, but your monthly premium is a lot less.
Other than the higher deductible, the high-deductible plan functions much like the PPO.
Transition: When you enroll in the high-deductible plan, you also enroll in a health savings account to help you meet the higher deductible or pay for other eligible expenses, much like an Health Care Spending Account.

12. Health Savings Account Basics
An individual account that you own
You contribute pre-tax dollars and the University contributes
All account contributions belong to you, even if you leave UI
Once your account balance reaches $3,000, you can invest a portion in mutual funds—any earning are not taxed
Withdrawals are tax-free when used for eligible expenses
Use a Health Equity-issued Visa check card or online bill pay to access HSA funds for eligible expenses
Here are a few things you should know about the HSA account.
The account belongs to you—you can roll over funds each year and even take it with you when you leave the University.
You contribute pre-tax dollars to the account and the University matches your contributions up to a certain amount.
You can invest your account balance when it reaches $3,000.
You pay no taxes on any of those earnings.
You pay no taxes when you withdraw funds from the account for eligible expenses.
Accessing your funds is easy—you can use a Visa debit card, online bill pay or write a check.
Transition: You will receive your debit card and check book when you enroll in the plan.

13. 2013 HSA Contribution Amounts*
Using an HSA
When you enroll, an account is opened with Health Equity and a “Welcome Packet” is mailed to your home
You may only use HSA funds to cover dependents you may claim on your federal tax return
If you are covering yourself and an other eligible adult who is NOT a tax dependent you may contribute up to the family contribution amount.
Contribution limits for 2013
2013 HSA Contribution Amounts*
If you enroll for…
You may save up to**…
The University will contribute up to…
Employee-only coverage
$2,750 (Contribute $1,000 to receive the full University matching contribution)
$500 ($0.50 for every $1.00 contributed)
“Family” Coverage***
$5,450 (Contribute $2,000 to receive the full University matching contribution)
$1,000 ($0.50 for every $1.00 contributed)
When you enroll, Health Equity will send you a welcome packet.
It is important to note that you can only use HSA funds for qualified medical expenses of dependents you may claim on your federal tax return
If you are covering yourself and an other eligible adult who is NOT a tax dependent you may contribute up to the family contribution amount.
Here is a look at the contribution limits for 2013—which did go up this year.
Please note that this table lists the amount you need to contribute each year in order to receive the full University match.
For 2013, your and the University’s combined contributions cannot exceed $3,250 for individuals and $6,450 for families. These amounts may change each year.
If you are 55 and older, you can save an additional $1,000 in catch-up contributions.
Transition: Now let’s understand your prescription drug benefit and some of the actions you should consider as we transition to a new provider.
*This table reflects the combined employee + employer Health Savings Account contribution limit for 2013, which is $3,250 for individuals and $6,450 for family. These limits are subject to change each year.
**If you are age 55 or over in 2013, you can save an additional $1,000 in catch-up contributions.
***”Family Coverage” includes employee + spouse or other eligible adult, or child or children or spouse or other eligible adult + child(ren).

14. Prescription Drug Coverage
NEW: CVS Caremark new pharmacy benefits manager
Same plan design as with Express Scripts
Retail and mail order options
You may need to ask your doctor to write a new script for on-going medications
Watch for a welcome letter and prescription ID card from CVS Caremark in December
As I mentioned earlier, we do have a new pharmacy benefit manager this year, “CVS Caremark.”
You will find a checklist of things to consider in your enrollment packet this year to help you through this transition if you are on a continuous medication. For example, you may need to ask your doctor to write a new prescription for CVS at the first of the year.
You should know the plan design has not changed, however, whenever a provider change is made, a few participants may be impacted by slight differences in the brand name drug formulary—and that is our experience.
We conducted what is called a “disruption analysis” and found only a quarter of our population is impacted. Of those, half will experience a better benefit.
Anyone significantly impacted by this change will receive a letter from CVS Caremark that will identify your situation and explain your options.

15. Dental Plan Standard Dental* Dental Plus
Receive 100% coverage for preventive care benefits and comprehensive dental coverage.
Receive 100% coverage for preventive care benefits and comprehensive dental coverage, including child and adult orthodontia benefits.
*If you enroll in the Standard Dental Plan, you commit to the plan for two years. The system will tell you if you are eligible to enroll in a new plan or if your enrollment is locked for 2013.
As with the medical plan, you have a choice in which dental plan to enroll in.
The Standard Dental Plan offers 100% coverage for preventive care benefits and comprehensive dental coverage.
The Dental Plus Plan provides all of that plus child and adult orthodontia benefits.
Please note that if you enroll in the Standard Dental Plan, you commit to the plan for two years. The system will tell you if you are eligible to enroll in a new plan or if your enrollment is locked for 2013.
You can find contribution amounts for the Dental Plans in your Enrollment Guide.

16. Vision Plan Vision Perfect Reimbursement Only Plan (Ameritas)
Vision Focus Network Plan (VSP)
Visit any provider you choose. Pay the full cost at the time of service and then submit a claim for reimbursement. Or, ask if your provider is willing to bill Ameritas directly and pay your provider the difference.
Visit any provider. However, you typically receive greater benefits for services and supplies you receive from VSP providers. When you use a non-VSP provider, pay the full cost at the time of service and then submit a claim for reimbursement.
You also have a choice of Vision plans. Both are administered by Ameritas.
The primary difference between plans is the VSP network.
The cost of coverage is included in your medical plan benefit.

17. Long-Term Disability 60% Buy-Up Long-Term Disability 66.67% Buy-Up
Disability Coverage
New: Administrator change from The Hartford to The Standard
Provides a source of income if you are unable to work because of a non-work-related illness or injury
Details of coverage are listed in your Enrollment Guide
There is a slight increase in contributions for Buy-Up Long Term Disability in 2013
Coverage Tier
Long-Term Disability 60% Buy-Up
Long-Term Disability 66.67% Buy-Up
Rates per $1000 of Covered Salary
2012
2013
$0.105
$0.155
$0.200
$0.300
There is a new administrator this year for Disability Coverage, The Standard—the same company that administers the University’s life insurance coverage. If you need to file a Disability claim, you will need to contact The Standard. Contact information is in your Enrollment Guide and available on the University of Idaho Employee Benefits website.
This year there is also a small increase in contributions for disability coverage. [Review rates on slide.]

18. Life Insurance and AD&D
Basic Life
University provided
Equal to one times your pay
Optional, Spouse and Dependent Life
You can elect additional coverage amounts for yourself, your spouse or your dependents
Contributions
Listed in your Enrollment Guide or on the University of Idaho Benefits Website
Tobacco use will affect your life insurance costs
Evidence of Insurability
Shows proof of good health
May be required for Disability and Life Insurance Coverage
AD&D
You can elect coverage for yourself, your spouse or your family
Protects you and your family in the event of death, loss of a limb or eyesight, or certain other conditions that may result from an accident
Coverage levels and contribution amounts are found in your Enrollment Guide or on the University of Idaho Benefits Website
The University offers financial protection through its life insurance benefits. Your options are listed here. You can find coverage amounts in the Enrollment Guide or online.
If you use tobacco, you will pay more for life insurance.
Please note: You or your dependents may need to complete additional documentation called, “Evidence of Insurability,” which shows proof of good health for both life insurance and disability coverage.
AD&D coverage is also available for you, your spouse or your family.
It protects you in case of death or accident.
You can find information about coverage levels and contribution amounts in your Enrollment Guide or online.

19. Health Care Spending Account Dependent Care Spending Account
Spending Accounts
Health Care Spending Account
Dependent Care Spending Account
Use to pay for eligible health care expenses
Contribution maximum limited to $2,500 in 2013 to comply with Health Care Reform law
Use to pay for eligible care for dependents so you can work or go to school full-time
Contribution maximum $5,000 ($2,500 if married filing separately)
You contribute pre-tax dollars to these accounts
These account are not linked—they function separately
You must use all funds within a plan year or forfeit them
Administered by WageWorks
*If you participate in the high-deductible health plan with a health savings account, you cannot enroll in the Health Care Spending Account.
Spending accounts allow you to save money on eligible out-of-pocket expenses for either health care and/or dependent care.
The two accounts are not linked—they function separately.
You may enroll in one or both. The only exception is if you enroll in the high-deductible plan with a health savings account. In that case, you cannot enroll in the health care spending account but you CAN enroll in the dependent care spending account.
Please note that this year there is a limit to the maximum contribution to the health care spending account. It is now capped at $2,500 to comply with the new health care reform law.

20. Voluntary & Other Benefits
Auto and homeowners
Pre-paid legal and identity theft
AFLAC benefits
Employee Assistance Program
No cost to you
8 free counseling sessions
Support with health & well-being, financial services and legal services
The University also provides the following voluntary benefits, which you can participate in and pay for through payroll contributions:
Auto and homeowners
Pre-paid legal and identify theft and
AFLAC benefits
The University provides, at no cost to you, access to an employee assistance program or EAP. This confidential service helps you pro-actively tackle life’s challenges. You can receive up to 8 free counseling sessions to assist you with your health and well-being, financial services and legal services.

21. Wellness Resources*
The University offers the following wellness resources to help us all live a healthier life and control our health care costs.
Wellness Fairs
Employee Assistance Program
Tobacco Cessation Support
Well Connected Website
Health Coaching
Chronic Condition Management
Nurse Hotline
And finally, in support of helping our health plan participants live healthier lives, which also helps us control medical costs, we offer these wellness programs.
*Wellness fairs, EAP and tobacco cessation support available to all employees. Everything else only available to medical plan participants.

22. Enroll by November 9! From VandalWeb  Employee Menu tab  University of Idaho Employee Benefits link
Don’t forget: enroll by November 9. Access the enrollment website through the VandalWeb portal by clicking on the Employee Menu tab.
Now, we can take some time for questions.