1. 2014-2015 Employee Benefits Annual Open Enrollment Presentation
Welcome to our Annual Benefits Open Enrollment Presentation. This is Christina Sawtelle with Senn Dunn.
Thanks so much for taking the time to learn about our Benefits
Employee Benefits Annual Open Enrollment Presentation
Annual Enrollment February 1, 2014 – January 31, 2015

2. Our insurance plans are designed to help you attain the health and dental services you need on a regular basis as well as to protect you against a catastrophic financial loss in the event of a serious health condition, disability or death. They represent a significant part of the total compensation package you have with Lindley Habilitation Services. Please review the employee benefits package carefully, and don’t hesitate to ask questions.
Our insurance plans are designed to help you attain the health and dental services you need on a regular basis, as well as to protect you against a catastrophic financial loss in the event of a serious health condition, disability or death. They represent a significant part of the total compensation package you have with Lindley Habilitation Services. Please review the employee benefits package carefully, and don’t hesitate to ask questions. Please direct any questions that you have to Human Resources.

3. Overview Introduction Medical Plan Other Benefits Things to Remember
Payroll Deductions
Medical Benefits/Features
Claims Examples
Other Benefits
Dental
Vision
Health Advocate
Colonial
Things to Remember
What’s Next
During this presentation, we will give a brief overview of Lindley Habilitation Services Benefits package and highlight any changes from last year. We will briefly discuss the Medical Plan, the Dental Plan, the Vision Plan, Health Advocate, and Colonial voluntary products. Lastly, we will discuss some key point reminders and what you need to do next.

4. HR, Senn Dunn, & Health Advocate
Please contact Human Resources as your primary source of contact for any benefit-related questions or concerns.
If for some reason, the Human Resources staff is not available, please contact Health Advocate. These are clinical staff, mostly nurses, that can help you with claims, benefits questions, ID cards, etc.
You may also contact Senn Dunn, our Employee Benefits Advisors. Senn Dunn has dedicated Account Managers available to assist you with you with any questions or concerns regarding your benefits.
As always, your Human Resources team and the Senn Dunn Account Managers are always available to answer any questions that you may have and to assist you with any election decisions.
Please remember that we also have a clinical advocacy program called Health Advocate that can provide support for you and your family members. They can answer any questions that you have about your benefits, assist you with claims issues, help you find a doctor, request new ID cards, etc.
Please also note that if you call Senn Dunn, they have an entire Employee Benefits Service team that can assist you with these same benefits issues. Their contact information is listed in your Benefit Summary Booklet. All Senn Dunn Employee Benefits Account Managers have access to the Lindley benefits information and can help you.
Senn Dunn Insurance
Employee Benefits Services
members.healthadvocate.com

5. Annual Open Enrollment
Medical Benefits start over February 1, 2014
Annual Open Enrollment each year is your only opportunity to make changes, unless you experience a mid year qualifying event
Everyone enrolled in Medical or Dental will receive a new BCBS and/or Ameritas ID card. Open ALL mail over the next few weeks.
If your enrollment, or any change, requires any additional information, HR will let you know.
Benefits such as Medical Pan deductibles start over each February 1, Dental Plan $1250 maximum and $50 Deductible start over each January 1. Also, for the Vision Plan, those benefits available go 12 months from the last date you used the benefit. An example is your $130 towards frames.
Annual Open Enrollment each year (usually held in early January) is our opportunity to make any changes to our benefit elections. Such as, adding Vision coverage or adding a child to Dental coverage. The only way that you may make changes during the year is if you experience a Qualifying Event, such as marriage, birth of a baby, loss of coverage due to a spouse changing jobs, etc.
Everyone enrolled in Medical or Dental coverage will receive a new ID card from BCBS and/or Ameritas. These envelopes are not clearly identified to include an ID card (as to avoid identity theft), so people often throw them away by accident. Please pay attention to all mail over the next few weeks.
If your enrollment, or any change that you need to make, requires any additional information or a form, HR will let you know. An example of this may be changing your Colonial coverages.

6. 2014-2015 Medical Payroll Deductions
Semi-Monthly
Rates
Monthly Rates
Employee Only $ $
Employee + Spouse $ $
Employee/ Child(ren) $ $
Family $ $
Benefit Enhancements:
No increase in employee premiums
LHS will help employee with their deductible
Office copays now count towards out of pocket max
No more Pre-existing conditions
Better Provider Network, even on the Coast
We have no annual or lifetime maximum on our medical benefit
Health Advocate can help you keep costs down
We were going to receive a 29% increase from Coventry. After obtaining quotes from other carriers, and taking into consideration some network issues that we have had with Coventry, we have decided to move our medical coverage to BlueCross BlueShield of North Carolina as of February 1st. Employee premiums will be kept as is currently, so there will be no change for employees, in any tier. This is the 3rd consecutive year that we have had no increase in employee only premiums. Lindley Habilitation Services pays over 50% of the Employee Only premium. Your remaining cost for coverage, is deducted pretax.
Some other key highlights and enhancements to our medical plan for 2014:
LHS will help contribute to the employees deductible expenses for us
We have an unlimited lifetime benefit
Office copays (not prescription) now count towards our total out of pocket max
There are no longer any pre-existing conditions, for adults or children, in case you have had a gap in coverage
We will have better provider network coverage, throughout ALL of NC
Our free Health Advocate benefit can help us avoid or lower some of our healthcare costs

7. Healthcare Reimbursement Arrangement- HRA
If your Deductible related expenses exceeds $2,000, you will submit your EOB from BCBS to LHS HR and they will cut you a check to reimburse you up to the remaining $1,000 of Deductible
Examples: 1. If your deductible related expenses are $800, you will receive no HRA reimbursement
2. If your deductible related expenses are $2,700, then HR will reimburse you $700
Our Deductible is going up from $2,500 to $3,000.
However, LHS will reimburse the employee for some of this deductible, if they go over $2,000. If your expenses for deductible related items, such as Inpatient Care, Outpatient Surgery, Specialist visits or ER visits, goes over $2,000, simply bring your EOB (that the Explanation of Benefits from BCBS) to HR. HR will look at how much you have gone over $2,000 for deductible expenses and reimburse you for up to $1,000 of the remaining costs. So your net employee deductible out of pocket is actually going down from $2,500 to $2,000
You can see by the examples here, if your deductible expenses are less than $2,000, you will receive no HRA reimbursement, but if your deductible expenses are $2700 for example, you would get $700 back from LHS.
Please note that this applies to employees only, not dependents. However Full family out of pocket costs have still gone down significantly from our current Coventry out of pocket max. Current Full family Deductible and Coinsurance out of pocket max is $15,000. With BCBS this will go down to $12,700, or $11,700 if the employee gets $1,000 HRA reimbursement for him or herself. This is a significant decrease in total out of pocket exposure for the family, compared to current Coventry.
There is also a sheet outlining this new HRA. It was attached to your initial invitation to this presentation and is posted to the LHS website.

8. Medical Plan Benefits Benefit Overview BCBS Plan Medical
Individual Deductible
Family Deductible
Coinsurance
Individual Coinsurance Maximum
Family Coinsurance Maximum
Individual total Out-of-Pocket Maximum
Family total Out-of-Pocket Maximum
Lifetime Maximum
$3, ($2,000 after Lindley reimburses the last $1,000)
$6, ($5,000 after Lindley reimburses the last $1,000)
20% or 40%
$3,350
$6,700
$6, ($5,350 after Lindley reimburses the last $1,000 of EE Ded)
$12, ($11,700 after Lindley reimburses the last $1000 of EE Ded)
Unlimited
Physician Services
Primary Care Office Visits
Specialist Office Visits
$20 Copay
Deductible + 40%
Wellness & Preventive
Routine Physical Exams
Routine Eye Exams
Pap/ Mammograms/ PSA
Immunizations
Colonoscopies (Preventive Only)
100% Covered
As a result of our move to BCBS of NC, we will have some minor changes to our medical benefits.
As you can see, for deductible-related items such as Specialists visits and Inpatient care, our deductible will go up slightly from $2500 to $3000, per member. However, Lindley is implementing a healthcare reimbursement arrangement, or HRA. With this HRA, if the employees deductible expenses exceed $2,000 Lindley will reimburse the employee only, up to the remaining $1,000 for the employee.
After the deductible, we then have coinsurance on the remaining bills. This is currently 30% or 50% up to another $5,000 per member. With our new BCBS plan, our coinsurance will be either 20% or 40%, only to another $3,350 per member. So, taking into account that Lindley will reimburse some of your deductible if you spend over $2,000, employee only true total worse case out of pocket will now be $5,350, instead of our current $7,500. This is a significant decrease from our current out of pocket limit.
All you will need to do in order to get deductible reimbursement is bring an EOB from BCBS to HR, showing that you the employee have spent more than $2,000 in deductible.
Another changes is that office copays will now count towards your total $5,350 out of pocket. Please note that prescription costs will not count towards this out of pocket maximum.
You will see that our office copay is increasing slightly from $15 to $20 for primary care office visits. Specialists visits will still go towards the deductible.
The plan still covers Preventive Care at 100% with no deductible or copays. This includes Preventive Annual Physicals, Children’s Immunizations, Flu Shots, Mammograms, PAP Smears, PSA’s, Colonoscopies, and more.

9. Medical Plan Benefits Benefit Overview BCBS Plan Lab and X-Ray
In Office
Out of Office
MRI, CAT & PET
$20 PCP, or Deductible + Coinsurance if SPC visit
Ded then 40% Coinsurance
Inpatient Services
Physician
Hospital
$250 admission Copay then Ded + 20% Coins
Ded then 20% Coinsurance
Outpatient Services
Other Services
Emergency Room Services
Urgent Care Co-pay
Chiropractic Care
Ded then 40% Coinsurance, up to 30 visits
Again, as you see here, some services such as Inpatient Care, Outpatient Surgeries, MRIS, etc, do go towards our Deductible. This means that you must meet the Deductible first, then pay 20% or 40% Coinsurance on the remaining bills, until we hit our Total out of pocket maximum. For deductible related services, each individual has a $3,000 deductible, not to exceed $6,000 total Deductible per family… but keep in mind that Lindley will reimburse the employee for their deductible expenses over $2, We then pay Coinsurance to a maximum of $3,350 per individual, not to exceed $6,700 total Coinsurance per Family. This means our worst case out of pocket for Deductible related services such as those shown here, is $5,350 per Individual, not to exceed $11,700 total per Family, keeping in mind the deductible reimbursement is for employee only.
Emergency Room, Urgent Care, Specialists visits, and other Outpatient care goes towards our deductible and coinsurance. We pay deductible, then 40% coinsurance until we hit our maximum. For inpatient care, we have a $250 admission copay, and then pay 20% coinsurance on remaining costs until our out of pocket max has been met.

10. Prescription Drug Benefits
Benefit Overview
BCBS Plan
Prescription Drugs (30-day supply)
Tier 1 (Generic)
Tier 2 (Preferred Brand)
Tier 3 (Brand)
Tier 4 (Specialty Brand)
$10 Copay
You pay 100% up to $100
Mail Order (90-day supply)
$30 Copay
You pay 100% up to $300
For pharmacy, there is a $10 copay for generics. For brand name medications, we will now pay 100% of the cost of the medication, up to a maximum of $100 per month per medication. Currently with Coventry, we pay either $35 or $50 for brand medications. We will now pay the contracted/discounted price for those brand medications, but there is a maximum of $100 per month. This is the main change in our benefits, but did allow us to avoid a 29% increase from Coventry, move to BCBS with a better provider network, lower our deductible, lower our total maximum out of pocket, and keep our premiums as they are currently, with no increase. Also, approx 80% of our prescriptions filled are generics anyway, so many employees will not even be affected by this change.
Please remember that you can fill your generic medications at many retailers for a $ or $4 copay, such as Walmart, Walgreens, Target, Sam’s Club, Costco, Harris Teeter, and others.. Simply ask within, or check out their websites to see if your medications, or their generic alternative, are on their list. Please note that you do not need to be a member of Sam’s Club or Costco in order to fill medications there. In this case you would NOT give them your BCBS med card, but pay as a retail customer at $4.
You may also purchase your medications through the mail, have the convenience of never going to the pharmacy, and the safety and security of having 3 months worth of medication at a time and easy online or telephonic refills so that you never run out of crucial maintenance medications. You would still pay the cost of 3 months worth of medication for the 90 day supply, but would have the convenience of easy refill.
Don’t forget to Check Walmart, Walgreens, Target, Costco, Sam’s Club etc. for their $4 generics list

11. Claims Example: Preventive Exam
Employee Only Coverage
Fairly healthy individual whose only medical care for the year was a preventive exam with a primary care physician
$300 annual preventive exam
TOTAL Cost = $300
BCBS Plan
Preventive Exam
Covered 100%
Spends out-of-pocket $0
We will now go over a few examples of how our medical plan works, for single coverage and for family. Please bear with us, we want to make sure you understand how this plan works.
So, we will look at a few examples for a typically healthy person who rarely uses the medical plan, then an average user who occasionally has a sick visit here and there and perhaps a few medications per year, and then finally, we will look at an example for a person with perhaps serious health conditions who uses the medical plan and prescription coverage a lot. You can see on the left of each page, we have listed the average ACTUAL COSTS of these services……
On this page, we have show how the plan works for someone who has Employee Only coverage, never uses the coverage other than the annual Preventive exam, and is not on any regular medications…. so they only use the Preventive services. As you can see, Preventive Care is covered 100% so you pay nothing for those visits.

12. Claims Example: Common Illness
Employee Only Coverage
Overall healthy individual with a couple sick care office visits and prescriptions throughout the year (e.g., sinus infection, strep throat)
$160 annually in office visits
Estimated 2 office visits (not preventive) at contracted rate of $80 each
$300 annual preventive exam
$45 annually in Rx
Estimated 3 generic medications at $15 each
TOTAL Cost= $505
BCBS Plan
Preventive Exam
Covered 100%
Office Visits
$40 (2 copays)
Prescription Costs
$30 (3 copays)
Spends Out-of-pocket
$70
On this page, we have shown an example for someone who has Employee Only coverage, gets the Annual Preventive Exam, but also gets the occasional sickness requiring 2 visits per year, and 3 generic medications for symptoms.…..
As you can see, you pay the out of pocket cost of $70 since the preventive exam is covered at 100%, $20 each for the 2 office visits and $10 each for the 3 medications).

13. Claims Example: Common Illness
Family Coverage
Overall healthy family with a few sick care office visits and prescriptions throughout the year (e.g., sinus infection, strep throat)
$480 annually in office visits
Estimated 6 office visits (not preventive) at contracted rate of $80 each
$1,200: 4 Annual Preventive Exams
$270 annually for Rx
Estimated 6 generic medications at $15 each
Estimated 3 preferred brand name medications at $60 each
TOTAL Cost = $1,950
$270 towards
BCBS Plan
Preventive Exams
Covered 100%
Office Visits
$120 (6 copays)
Prescription Costs
$240 (6 generic copays and $60 each for the 3 Brand medications)
Spends Out-of-pocket
$360
Just a few more examples.
On this page, we have shown an example for someone who has Family coverage, has 4 family members get their Annual Preventive Exam, and gets the occasional sicknesses requiring 6 family visits per year, and 9 family medications for symptoms (some generic and some brand).…..
As you can see, you pay the out of pocket cost of $360 since the Preventive exams are covered 100%, then $20 each for the 6 visits and $10 each for the 6 generic medications and $60 each for the 3 brand medications).

14. Claims Example: Chronic Condition
Employee Only Coverage
Chronic condition such as high blood pressure or diabetes that requires several office visits and medications throughout the year
$1,360 annually for office visits
Estimated 8 office visits (2 PCP average $80 each & 6 specialist average $200 each
$300 Annual Preventive Exam
$1,440 annually for Rx
Estimated 4 monthly generics average $15 each & 1 monthly preferred brand average $60
TOTAL Cost = $3,100
BCBS Plan
Preventive Exam
Covered 100%
Office Visits
$1,240 (2 PCP copays and $200 each for the 6 SPC visits)
Prescription Costs
$1,200 (4 generic copays per month and $60 per mo for the one brand medication
Spends out-of-pocket
$2,440
On this page, we have shown an example for someone who has Employee Only coverage, gets their annual Preventive Exam, but has a chronic condition which requires frequent care and medications………..requiring 8 visits per year, 4 monthly generic medications and 1 monthly preferred brand medication for symptoms.…..
As you can see, you pay the out of pocket cost of $2, The Preventive exam is covered 100%, and you then pay $20 each for the 2 PCP visits, $200 towards deductible each for the 6 SPC visits and then four $10 generic copays each month and also $60 per month for the one brand medication.. So in the end, out of your own pocket you have paid $2,440….(keeping in mind only $1200 of the above SPC costs counts towards your deductible, but is not yet at the $2,000 for HRA reimbursement)

15. Claims Example: Chronic Condition, ER, and IP stay
Family Coverage
Chronic condition such as high blood pressure or diabetes that requires several office visits and medications throughout the year
$2,720 annually for office visits
Estimated 16 office visits (4 PCP, average $80 each & 12 SPC average $200 each
$1,200 4 Annual Prev Exams
$1,300 ER visit
$19,000 Inpatient Stay
$3,840 annually for Rx
Estimated 8 monthly generics average $15 each & 2 monthly Non-preferred brand average $100 each
TOTAL Cost = $28,060
BCBS Plan
Preventive Exams
Covered 100%
Office Visits
$3,280 (4 PCP copays… $3,200 towards Deductible- 16 SPC visits)
Prescription Costs
$3,680 (8 generic copays per month and $100 per mo for the two brand medications
Emergency Room Visit
$1,300 towards Deductible
Inpatient Hospital Stay
$5,250: ($250 admission copay, then $1,500 remaining Deductible, then $3,500 Coinsurance --20% of the remaining $17,500)
Lindley HRA Deductible Reimbursement
- $1,000
Spends Out-of-pocket
$12,510
Last example:
On this page, we have shown an example for someone who has Family coverage, has 4 family members get their Annual Preventive Exam, but has a chronic condition which requires frequent care and medications………..requiring 16 visits per year, 8 monthly Preferred Brand medications and 2 monthly Non-Preferred brand medication for symptoms.….. And Emergency Room visit and then also one Inpatient Hospital Stay
As you can see, you pay the out of pocket cost of $12,510 The Preventive exams are covered 100%, and you then pay $20 each for the 4 PCP, $200 each for the 12 SPC visits, which goes towards the deductible. You then pay $3680 for medications ( $10 each for the 8 monthly generics and $100 each for the two monthly brand medications). You pay $1300 for the ER visit, which also goes towards your deductible. Lastly, for the Inpatient stay, you pay $5,250. This includes your $250 admission copay, the remaining $1500 of your family deductibles, and $3500 of coinsurance on the remaining $17500 of the hospital costs. You can then get $1,000 deductible reimbursement from Lindley. So in the end, out of your own pocket you have paid $12,510

16. Dental Plan Benefits: Ameritas
Benefit Overview
Benefit Maximum Per Year
$1,250 per Member
Preventive Care
Routine Exam, 2 Cleanings per Year, Flouride Treatments and Emergency Pain Relief
Covered 100% of Usual & Customary
Deductible
$50 annual per member
$150 annual family maximum
Basic Services
Diagnostic X-Rays, Fillings, Some Oral Surgery, and Extractions
Benefits are paid at 80% of Usual & Customary Pricing
Major Services 12 month wait
Endodontics, Periodontics, Crown, Bridges, Dentures, Implants
Benefits are paid at 50% of Usual & Customary
Benefit Carryover ** New Benefit
As long as you receive at least one dental service during the year… you may be able to carryover up to $250 of any remaining unused benefit, into the following year.
Orthodontia 12 month wait
Covered at 50% up to a lifetime Maximum coverage of $1,250
We were going to receive an 18% increase from Nationwide, so we are moving oor dental to Ameritas. This allowed a much smaller increse in premiums (for example approx. $1 for Employee Only) This is a voluntary benefit that employees pay for, but premiums do come out of your check pretax.
This benefit provides a $1250 annual benefit per member on the plan. Preventive services are covered at 100%, then once you’ve met your $50 per member deductible, not to exceed $150 per family, Basic services are covered at 80% and Major services at 50%. There is also coverage for Orthodontia for children, paid at 50% up to a lifetime $1250 maximum.
There is a new feature with our new Ameritas dental coverage… it is called Benefit Carryover. If you have received at least ONE dental service during the year, and have any of your $1250 benefit remaining, you may carry over up to $250 of it into the following year. This may allow you, for example, to have $1,500 to use in 2015.
Please pay note to the Usual & Customary statement. Dental does not work like medical. We can still go to any dentist that we want. For this reason, as with any dental carrier, incuding Nationwide currently …….. Ameritas will pay the benefit up to the Usual & Customary pricing. What they do is set an average price of what 90% of the dentists in our area charge… this is updated twice per year……..So if the average price for a cleaning is $110, then they will pay 100% up to $110. Our dentist can then balance bill us the difference. So if you feel you are getting a lot of “Balance billing” you should speak to your dentist about his or her pricing… this means they are charging more than the average in your area.
Our recommendation is to always call ahead and inquire about UCR pricing for any procedures costing more a couple hundred dollars.
Please always Keep UCR (Usual, Customary, and Reasonable) pricing in mind.
If your charges will be more than $250, it is always wise to obtain a benefit estimate.

17. Voluntary Vision Coverage: Community EyeCare
In Network
Copays
Exam:$10 – Glasses:$25
Comprehensive Exam
Covered in full, once per year
Contact Lenses
Up to $130, once per year
Contact Lens Fitting
$25 Copay
Lenses (single/bifocal/trifocal/lenticular)
Frames
The vision plan is another voluntary benefit, is through Community Eyecare, and premiums come out pretax. There will be no changes in the vision plan. There is a network of providers that you must use, to get the most out of your benefits.
This plan provides coverage for an annual eye exam for a $10 copay.
It also provides coverage for glasses or contacts. You may not get both in the same year.
If you wear contacts, you will get an annual allowance of $130 towards your contacts and will pay no copay.
If you wear glasses, you will pay a $25 copay and can get new standard lens covered at 100% once per year. You will also get a $130 allowance towards your frames once every two years.

18. Voluntary Worksite Benefits: Colonial
Accident Plan
This provides a lump sum benefit based on the type of injury (or covered incident) you sustain or the type of treatment you need. Examples of covered injuries include: broken bones, torn ligament, concussion, etc.
Short Term Disability Plan
This will pay when a disability occurs, depending on the amount of the policy that you purchase. This can ease the burden of additional medical expenses as well as lowered income while out of work.
Critical Illness Plan
This can help fill the gaps in major medical coverage, and pays directly to you, a lump sum benefit upon the diagnosis of a covered critical illness.
Cancer Policy
This can help fill the gaps in major medical coverage, and pays directly to you, a lump sum benefit upon the diagnosis of cancer.
Colonial coverage is also available for Accident coverage, Short Term Disability, and Critical Illness or Cancer diagnoses.
Accident coverage pays out to you if you receive an accidental injury, Short Term Disability if you are written out of work for a disability, Critical Illness if you are diagnoses with certain medical conditions and Cancer if you are diagnosed with Cancer.
These plans are voluntary, you pay the cost of the plans you elect, and premiums come out pre-tax. Colonial pays benefits directly to you. It is not coordinated at all with the BCBS medical plan. In fact, you do not need to even be enrolled in Lindley Habilitation Services medical plan. The benefits that Colonial pays to you are a great, inexpensive, way to ease the burden of deductible and coinsurance expenses.
Colonial packets have been sent to every location. If you wish to make any changes to your Colonial benefits or enroll, you will need to coordinate directly with Kjell at Colonial. His contact information is in the Colonial packets.

19. Things to remember:
Please turn in your election form to HR, no later than Friday January 31st. You need to turn in your form even if you are declining all voluntary benefits, or making no changes
Colonial packets have been sent to each location, Speak to Colonial if you wish to make any changes or enroll.
This has been a summary overview of employee benefits provided/offered by Lindley Habilitation Services – See Plan Documents for details
The updated 2014 Benefit Summary booklet and your election form, both of which were ed to you, and have both been posted to the LHS website.
So, What are your next steps and some things that you need to remember……..
Everyone currently enrolled in medical and or dental, will be automatically moved over BCBS of NC and/or Ameritas at your current enrollment level with Coventry and or Nationwide. There is no change with the vision. Please be on the lookout for medical and/or dental ID cards that are on their way. Due to the timing of final decisions, you may not receive your card before February 1st. You will however be in the system and your Doctor or dentist can call to confirm benefits. If you make an election change, you will receive a second corrected idcard. This was the best way to get ID cards out as quickly as possible.
There is a benefit election form that must be turned in indicating your elections, so that we have something on file. This form was attached to your invitation to this presentation and will also be uploaded to the LHS website. If you are unable to print or download it, you may contact HR or come by our office. If you are making a change from current enrollment, please check the big box at the top of your enrollment form, indicating that you DO wish to make a change from current enrollments. If you are making no changes, please do not check this box. This way HR knows to make the change with the appropriate carrier or carriers. We are asking that these forms be turned in no later than Friday January 31st, even if you are making no changes.
Colonial packets have been sent to every location. You must speak to Kjell from Colonial if you wish to make a change to Colonial elections.
Please remember that this is just an overview of our benefits and do not hesitate to ask HR or Senn Dunn any questions that you may have. The updated Benefit Summary Booklet was also attached to your invitation to this presentation, as well as a summary of our new HRA deductible reimbursement, and both have been posted to the LHS website.
Thank you so much for viewing this presentation and we hope that you found it helpful. We are looking forward to a great and are so glad you are a part of it. Thank you