open enrollment
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1
NORTHERN ARIZONA PUBLIC EMPLOYEES BENEFIT TRUST
Open
Enrollment
Plan Year
July 1, 2011 – June 30, 2012
May 2 – 31
2011
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Retirement System
RETIREMENT Contribution Rates Effective JULY 1, 2011
Arizona State Retirement System Effective July 1, 2011, employee will pay 57% of the
contribution rate for both the pension plan and long term disability plan. Contribution rate still to be determined by ASRS.
Effective July 1, 2011, employer will contribute 47% of the contribution rate for both the pension plan and long term disability plan. Contribution rate still to be determined by ASRS.
Employees hired on or after July 1, 2011 who are regularly scheduled to work must wait at least 6 months before being eligible for and enrolled in the Arizona State Retirement System.
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NAPEBT Medical Plans
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NAPEBT – TrendsNAPEBT Health PremiumTrend versus National Health Premium Trend
$0
$100
$200
$300
$400
$500
$600
95-96
96-97
97-98
98-99
99-00
00-01
01-02
02-03
03-04
04-05
05-06
06-07
07-08
08-09
09-10
10-11
Plan Year
Mo
nth
ly E
mp
loye
e R
ate
NationalTrendNAPEBT
National health premium trend data is from the Hay Benefits Reports (Hay Group) adjusted from a calendar year basis to correspond with NAPEBT's fiscal year. The 2010 trend data was not available from Hay, therefore, the 2009 trend increase percentage was used. For the 2006-2007 plan year the NAPEBT contribution rates are a blend of the one plan offered (7/1/06-12/31/06) and three plans offered (1/1/07-6/30/07) weighted by enrollment. For the 2008-2009 and 2009-2010 plan years the NAPEBT rates are a blend of all three plans weighted by enrollment.
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NAPEBT – Large Medical Claims Paid
Claims per Employee per Month
$476.41
$450.30
$525.59
$400.00
$420.00
$440.00
$460.00
$480.00
$500.00
$520.00
$540.00
FY08 FY09 FY10
Fiscal Year Total ClaimsAverage # of Employees
Claims per Employee per Month
FY08 $19,499,142 3,609 $450.30
FY09 $21,078,317 3,687 $476.41
FY10 $22,797,920 3,615 $525.59
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NAPEBT – Total Claims Paid
Northern Arizona Public Employees Benefit TrustPaid Claims > $75,000
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1
7
1417
6 6
2
31
12
7
3
86
36
21
11
5 5 4
46
0
5
10
15
20
25
30
35
40
45
50
$75,000-$99,999
$100,000-$124,999
$125,000-$149,999
$150,000-$199,999
$200,000+ TOTAL
Num
ber
of C
laim
s
7/1/2006-6/30/2007 7/1/2007-6/30/20087/1/2008-6/30/2009 7/1/2009-6/30/2010
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NAPEBT Medical PlansBlue Cross Blue Shield of ArizonaGroup # 19676
NAPEBT Rx PlansCVS Caremark
Plan Year
July 1, 2011 – June 30, 2012
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NAPEBTNorthern Arizona Public Employees Benefit Trust
• Coconino County
• City of Flagstaff
• Coconino Community College
• Flagstaff Unified School District
• NAIPTA
Northern Arizona Intergovernmental Public Transit Authority
• Housing Authority
• Accommodation Schools
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MEDICAL PLAN EFFECTIVE July 1, 2011
In-Network Base Plan Buy-Up Plan HDHPCalendar Year Deductible: Per person Per family
$750$1,500
$500$1,000
$1,250**$2,500**
PCP Copay – Per visit $35 $25 80%/20%
Specialist Copay – Per visit $45 $35 80%/20%
Chiropractic Copay $45 $35 80%/20%
Urgent Care Copay $75 $50 80%/20%
Emergency Room Access Fee $150* $100* $100*
Inpatient Hospital Access Fee $100* $100* Does not apply
Member Coinsurance 20% after ded 20% after ded 20% after ded
Out of Pocket Maximum: Per person Per family
$3,000
$6,000
$3,000
$6,000
$4,000
$8,000
Rx Retail Copay $5/$35/$55/$105 $5/$35/$55/$105 After ded – 20% or $5
Rx Retail 90 day Copay 2.5x Copay 2.5x Copay After ded – 20% or $5
Rx Mail Order 90 day Copay (CVS Caremark) 2x Copay 2x Copay After ded – 20% or $5
Out-of-NetworkCalendar Year Deductible: Per person Per family
$1,500$3,000
$1,000$2,000
$1,250**$2,500**
Member Coinsurance 40% after ded 40% after ded 40% after ded*Access Payment and Deductible applied prior to 80%/20% coinsurance **The In and Out-of-Network deductibles are combined for HDHP.
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Medical Plan FY12Previous Rates
07/01/10 – 06/30/11
Original Proposal
9.7% Increase
Including $20
Employee Cost Share
Final Rates
8.1% Increase
Including $20 Employee Cost Share
Base PlanEmployeeDependentTotal for Family
$ 437.38$ 676.30$1,113.68
$ 479.80$ 741.88$1,221.68
$ 472.78$ 731.04$1,203.82
Buy-Up PlanEmployeeDependent Total for Family
$ 476.04$ 736.12$1,212.16
$ 522.20$ 807.50$1,329.70
$ 514.58$ 795.70$1,310.28
HDHPEmployeeDependentTotal for Family
$ 393.26$ 608.08$1,001.34
$ 431.40$ 667.06$1,098.46
$ 425.10$ 657.30$1,082.40
MEDICAL PLAN EFFECTIVE July 1, 2011
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MEDICAL PLAN EFFECTIVE July 1, 2011
Employee Cost SharingApproved & Adopted by NAPEBT
July 2011 – June 2012
FUSD#1 is waiving cost share for this year only
• Historically, NAPEBT Employers funded 100% of employee base level premium
• NAPEBT Employers cannot continue to shoulder full cost
• $20 cost to be passed on to employees to contribute
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Employee Premium Holiday
FUSD#1 will pay for 1 month of dependent/buy-up premium.
Employee will pay for 11 months of dependent/buy-up premium.
MEDICAL PLAN EFFECTIVE July 1, 2011
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MEDICAL PLAN EFFECTIVE July 1, 2011
Medical Plan FY12 MonthlyPremium
FUSD Cost
Employee Cost Share Waived by
FUSD
Employee Cost per Month
Base Plan - $750 Deductible
Employee $ 472.78 $ 452.78 $ 20.00 $ 0.00
Dependent $ 731.04 $ 0.00 $ 0.00 *$ 731.04
Total for Family $1,203.82 $ 452.78 $ 0.00 $ 731.04Buy-Up Plan - $500 Deductible
Employee $ 514.58 $ 452.78 $ 0.00 *$ 61.80
Dependent $ 795.70 $ 0.00 $ 0.00 *$ 795.70
Total for Family $1,310.28 $ 452.78 $ 0.00 $ 857.50HDHP/HSA - $1,250 Deductible * $27.68 per month employer contribution to HSA or FSA
Employee $ 425.10 $ 452.78 $ 0.00 $ 0.00
Dependent $ 657.30 $ 0.00 $ 0.00 *$ 657.30
Total for Family $1082.40 $ 452.78 $ 0.00 $ 657.30
* FUSD will pay one month premium and Employee will pay 11 months.
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• $27.68 per month ($332.16 per year)
• Health Savings Account if Eligible
• Who is NOT eligible for an HSA? Individuals entitled to Medicare (eligible & Individuals entitled to Medicare (eligible &
enrolled)enrolled)
Individuals covered under another non-HDHPIndividuals covered under another non-HDHP
Individuals enrolled in AHCCCS or Medicaid or Individuals enrolled in AHCCCS or Medicaid or have used IHShave used IHS
• Flexible Spending Account if NOT Eligible for HSA
HDHP Employer Contribution
MEDICAL PLAN EFFECTIVE July 1, 2011
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Medial Plan FY12
Previous
Cost
Per Month
Effective July 1, 2011
Cost
Per Month
Difference
Cost
Per Month
Base PlanEmployeeDependent
$ 0.00$ 676.30
$ 0.00$ 731.04
$ 0.00$ 54.74
Buy-Up PlanEmployeeDependent
$ 38.66$ 774.78
$ 61.80$ 857.50
$ 23.14$ 82.72
HDHPEmployeeDependent
$ 0.00$ 608.08
$ 0.00$ 657.30
$ 0.00$ 49.22
So what’s the bottom line? Change in Cost Per Month
MEDICAL PLAN EFFECTIVE July 1, 2011
1616
Two ID cards– Medical and Rx –Continue to use same pharmacies
Mail Order
–Will need a new prescription
–Fast Start program
90 days at Retail for 2-1/2 times copay
Grandfathering of drugs – first 6 months
– A small percentage of drugs will change tiers after 6 months (January 1, 2012)
– Will receive a letter if your drug is changing
Register at Caremark.com
– Check drug costs– Compare prices of Generic vs. Retail
CVS/Caremark New Rx Vendor
MEDICAL PLAN EFFECTIVE July 1, 2011
1717
Mayo Clinic in Arizona- Is an in-network Provider on all plans- Includes Mayo Clinic and Mayo Clinic Hospital Services- Identify as member of NAPEBT
Waivers of Medical Coverage
- Other coverage under a qualified group plan other than another NAPEBT employer - Must provide enrollment confirmation
FYI… Useful Information
MEDICAL PLAN EFFECTIVE July 1, 2011
1818
Deductibles run on calendar year
- January 1st – December 31st
Dual-spouse Deductible Coordination- Husband and wife employed by a NAPEBT employer.- Base and buy-up plans only.- One spouse must have family coverage. - Indicate on the Blue Cross enrollment form that your spouse works for NAPEBT and provide the spouse’s ID number.
FYI… Useful Information
MEDICAL PLAN EFFECTIVE July 1, 2011
Member ID Cards
- Have available at every appointment!
1919
Patient Protection and Affordable Care Act Healthcare Reform
Pre-existing Condition Restrictions
- Removed for children younger than age 19
- Still applies for adults until 2014
Preventative Services
- No office visit co-pay for recommended screenings, general physicals and vaccinations
Eligible Dependents to Age 26- Without regard to
- Student Status- Marital Status- Financial Dependence
- Only applies to legal child of employee- Does not extend to the spouse or child(ren) of the adult child - Applies ONLY to Medical plan and Flexible Spending Accounts
MEDICAL PLAN EFFECTIVE July 1, 2011
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Wellness Incentive Program
July 2012 – June 2013
NAPEBT – Self-funded Plan• Rates driven by claims experience
• Increase of large claims
• Increased frequency of in-patient hospitalization
Improved Health of Employees• Long-term results
Return on Investment• Studies show a $4 return for every dollar spent on Wellness programs.
• Lower costs for everyone
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Wellness Incentive Program
July 2012 – June 2013
$20 Cost Share with Employee• $20 per month added to employee cost for Base and Buy-Up plans
• $20 decrease to HSA / FSA contribution on HDHP.
Opportunity to Waive $20• Employee participates in Wellness Program
• Complete Biometric Testing
• Fall 2011 Health Fair
• Jan – May 2012
• Complete My Blueprint Health Assessment
• www.azblue.com
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NAPEBT Dental PlansDelta Dental of ArizonaGroup # 1505-0001
Plan Year
July 1, 2011 – June 30, 2012
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DENTAL PLAN EFFECTIVE JULY 1, 2011
Dental Plan FY12 Base Plan
Annual Maximum Benefit per Person
$1,000
Routine Services 100%
Basic Services 80%
Major Services 50%
Calendar Year Deductible $50 per person
$150 per family
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Dental Plan FY12Monthly Premium
FUSD CostEmployee Cost
per Month
Base Plan$1,000 Annual Benefit
Employee $ 30.60 $ 30.60 $ 0.00
Dependent $ 51.52 $ 0.00 $ 51.52
Total for Family $ 82.12 $ 30.60 $ 51.52
DENTAL PLAN EFFECTIVE JULY 1, 2011
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So what’s the bottom line? Change in Cost Per Month
Dental Plan FY12
Previous
Cost
Per Month
Effective
July 1, 2011
Cost
Per Month
Difference
Cost
Per Month
Base PlanEmployeeDependentTotal for Family
$ 30.16$ 50.82$ 80.98
$ 30.60$ 51.52$ 51.52
$ 0.44$ 0.70$ 1.14
DENTAL PLAN EFFECTIVE JULY 1, 2011
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NAPEBT Vision Plans
VSP Group # 12239817
Core #0003 Buy Up #0004
Plan Year
July 1, 2011 – June 30, 2012
27
VISION PLAN EFFECTIVE JULY 1, 2011
Vision Plan FY12 Core PlanEmployee Only
Eye ExamOnce every 12 months
$15.00 Co-pay
Prescription LensesOnce every 12 months
20% Discount on a complete pair of glasses.
FramesOnce every 24 months
ContactsInstead of Glasses
15% Discount on Contact Lens Exam
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VISION PLAN EFFECTIVE JULY 1, 2011
Vision Plan FY12Monthly Premium FUSD Cost Employee Cost
per Month
VSP
Family Exam $ 1.37 $ 1.37 $ 0.00
Employee Buy Up $ 6.97 $ 1.37 $ 5.60
Family Buy Up $ 14.97 $1.37 $ 13.60
So what’s the bottom line? There is no change to employee payroll deductions for
vision coverage for 2011-2012.
29
NAPEBT Life Insurance Plans
Minnesota LifePolicy # 33585 Division 5
Plan Year
July 1, 2011 – June 30, 2012
30
LIFE INSURANCE PLAN EFFECTIVE JULY 1, 2011
Basic Term Life & Accidental Death & Dismemberment InsuranceBased on position and salary
• Provided by FUSD at no cost to the employee
• May convert to an individual policy upon separation of employment
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Voluntary Term Life Insurance• Employee may increase elected coverage amount by $10,000 at Open Enrollment without underwriting (up to the Guaranteed Issue limit of $100,000)
• $100,000 guaranteed issue at original enrollment
• Maximum coverage amount = 5x annual salary up to $500,000
• Insure spouse up to half of employee’s voluntary coverage election
• Insure children @ $10,000
LIFE INSURANCE PLAN EFFECTIVE JULY 1, 2011
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LIFE INSURANCE PLAN EFFECTIVE JULY 1, 2011
Voluntary Term Life Insurance• Rate Change
• % of Increase Varied by Age Bracket
• Child Rate – No Change
Previous Monthly Rate Effective July 1, 2011
Employee – Age 36
$80,000 Coverage
$ 5.60 $ 7.20
Employee – Age 52
$100,000 Coverage
$ 19.00 $ 23.00
Spouse – Age 47
$25,000 Coverage
$ 3.25 $ 4.75
Spouse – Age 59
$40,000 Coverage
$ 14.40 $ 21.20
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Flexible Spending Accounts
ASI Flex
Plan Year
July 1, 2011 – June 30, 2012
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Flexible Spending Accounts
Reduce Tax Liability
Health Care FSA (HCFSA) – allows you to set aside pre-tax dollars to pay for eligible health care expenses not covered by insurance or reimbursed from any other source.• Limited Purpose Health Care FSA (use with a High Deductible
Health Plan (HDHP) and Health Savings Account (HSA)
(dental, vision and preventive care expenses only)• General Purpose Health Care FSA (qualified health care
expenses)
Dependent Care FSA (DCFSA) – allows you to set aside pre-tax dollars to pay for eligible day care expenses for children up to the age of 13, disabled children over age 13, and elder care.
FSA PLAN EFFECTIVE JULY 1, 2011
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FSA – Medical• Unreimbursed Medical, Prescription, Dental, & Vision expenses
• Up to $3,000 Per Year
• Debit Card
• Reimbursement by Check or Direct Deposit
• Full Amount Elected Available Immediately
• MUST RE-ENROLL EACH YEAR!
• Use or Lose – Be Conservative!
FSA PLAN EFFECTIVE JULY 1, 2011
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Ineligible Health Care Expenses• Cosmetic Expenses
• Rogaine, bleaching of teeth, cosmetic surgery (other than reconstructive surgery following a mastectomy for cancer)
• Dietary Supplements such as Vitamins
• Personal Use Items
• Health Club Memberships
• Tanning Salon
• Over-the-Counter Medications Unless Prescribed by a Doctor
FSA PLAN EFFECTIVE JULY 1, 2011
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FSA – Dependent Care• Up to $5,000 per year
• Reimbursement by Check or Direct Deposit
• Funds Available as Contributed
• MUST RE-ENROLL EACH YEAR!
• Use or Lose – Be Conservative!
FSA PLAN EFFECTIVE JULY 1, 2011
38
Ineligible Dependent Care Expenses• School Expenses for Children in Kindergarten or Older
• Overnight Camping
• Expenses for a Child Age 13 or older (unless disabled)
• Expenses for Nighttime Babysitting
• Daycare Expenses During an Extended Leave of Absence
• When a Dependent is Providing Child Care
• Expenses Paid to Your Child Under the Age of 19
(even if child is not your dependent)
FSA PLAN EFFECTIVE JULY 1, 2011
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Health Savings Accounts
Health Equity
Plan Year
July 1, 2011 – June 30, 2012
40
HSA PLAN EFFECTIVE JULY 1, 2010
Health Savings Accounts
Only available with election of HDHP Reduce Tax Liability Use like flexible spending account for Medical,
Prescription, Dental and Vision Unspent money rolls over year after year; NOT use it or
lose it
Take it with you when you leave or retire• Pay for COBRA, Medicare or Long Term Care
Premiums• Never pay taxes as long as used for qualified
expenses
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• Health Equity and Blue Cross Blue Shield of Arizona have created an integrated Health Savings Account (HSA) solution.
• Your claims information will now be available with your HSA account information for easier management of claims payment and review.
• When you login to the Blue Cross web site (www.blueaz.com) you can click on a link to take you to the Health Equity portal where you can view your claims, see how much you owe, and process payment (pay a provider, or yourself) – all from the same website.
FYI… Useful Information
HSA PLAN EFFECTIVE JULY 1, 2010
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Questions?
Open Enrollment 2011
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