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2021 Benefits Enrollment

Welcome! Whether you are a new hire or even a current employee looking to learn more, we’re glad you’re here.

You only have 30 days from your date of hire to elect benefits, so make this important step a top priority! If you miss that deadline, you may have to wait until the first of next year to have benefits coverage.

What are my Medical Plan options?
What's a Health Savings Account?
What are my Dental Plan options?
What's my Vision Plan option?
What are Flexible Spending Accounts?
What's the Employee Assistance Program?

2021 Benefits Enrollment

Welcome! Whether you are a new hire or even a current employee looking to learn more, we’re glad you’re here.

You only have 30 days from your date of hire to elect benefits, so make this important step a top priority! If you miss that deadline, you may have to wait until the first of next year to have benefits coverage.

ACT NOW!!

YOU ONLY HAVE 30 DAYS TO SIGN UP

Set aside plenty of time to explore this website – and visit often! It is your best resource for learning all about your HRAccess Benefits program. It also contains tools and resources to help you make decisions, and give you direct access to various other resources. Here are a few examples of resources to use things to consider:

  • Try the PLANselect medical plan decision help tool. PLANselect will help you identify the medical plan option that may be best for you. Answer a few simple questions, and PLANselect will score each medical plan option and provide estimated total costs. Give it a try now!
  • Call or email the HRAccess Benefit Advocate Center for 1-on-1 help understanding all your health benefit options: 833-222-4845 or bac.hraccessbenefits@ajg.com.
  • Join the 401(k) Plan and start saving for your future!
  • Don’t miss the deadline! If you are a new hire – or if you have a mid-year qualifying "life event" (e.g., marriage, birth, gain/lose other coverage), you must submit your benefit elections within 30 days of hire or the date of the life event – NO EXCEPTIONS
  • Keep your contact information current! Important benefit information will be mailed to your home from time to time. Work and personal email and phone are also used extensively to stay in touch and share information. Go confirm or update all your contact details in the MyHR system now – and be sure to update anytime you have a change to your home address, email or phone numbers!
  • If you have any questions, contact the HRAccess Benefits Team at HRCentral@Progrexion.com or call 855-255-3475.

Get Ready...

Learn about:

 
 

Get Set...

Access Resources:

  • Your 401(k) Plan! Spend time on this website – and visit often – to stay up on all there is to know about your HRAccess Benefits program!
 

Enroll!

Take action:

  • REMEMBER: If you are a new hire or have a mid-year qualifying life event, you only have 30 days to enroll or make changes.
  • Join the 401(k) Plan! Visit the 401(k) enrollment website for details.

WHAT ARE MY MEDICAL PLAN OPTIONS?

All medical plans are offered through the Cigna network.

Electing a Medical plan is an important decision for you and your family. What it really comes down to is, elect a Consumer Directed plan, or elect a Traditional plan? There is a lot of money riding on your decision. Let us help!

Let's check out your options:

A Consumer-Directed plan:

  • Offers zero or low employee monthly premiums
  • Has higher deductibles
  • Can qualify you for company contributions that will help offset annual medical expenses
  • Almost always offers a lower annual out-of-pocket
 

Let's compare that breakdown to a Traditional plan.

A Traditional plan:

  • Has much higher employee premiums
  • Offers lower deductibles
  • Does not qualify you for company contributions to an HSA
  • Usually has a much higher annual out-of-pocket

The medical coverage provided by these plans is exactly the same. The difference? When and how you're willing to pay for that care. Electing a Consumer Directed plan over a Traditional plan can save loads of money in annual premiums, so you need to ask yourself, is having a $25 copay for doctor visits really worth more than saving hundreds or thousands on annual premiums?

Need some help selecting the plan that is right for you and your situation? Great news! HRAccess is partnered with PLANselect to help you identify the medical plan option that may be best for you. Answer a few simple questions about your estimated medical expenses for the coming year, and PLANselect will score each medical plan option, and provide estimated total costs. Give it a try now! Need additional guidance? Call the HRAccess Benefit Advocate Center at 833-222-4845.

Your 2021 Medical Plan options will be as follows:

CIGNA Network  Consumer Directed Basic  Consumer Directed Plus  Traditional or Traditional High (Utah Only) 
In-Network Care 
Deductible  $4,500 - Employee Only***
$9,000 - Family		 $2,000 - Employee Only***
$4,000 - Family		 $1,250 - Individual
$2,500 - Family
Member Coinsurance  30%  20%  20% 
Out-of-Pocket Maximum  $6,000 - Individual
$12,000 - Family		 $4,000 - Individual
$8,000 - Family		 $4,500 - Individual
$9,000 - Family
Preventative  100% 100% 100%
PCP Office Visit Copay 30% after Deductible 20% after Deductible $25
Specialist Office Visit Copay 30% after Deductible 20% after Deductible $50
Hospitalization 30% after Deductible 20% after Deductible 20% after Deductible
Urgent Care 30% after Deductible 20% after Deductible $50
Emergency Room 30% after Deductible 20% after Deductible $500 (waived if admitted)
Retail Rx Copays*
30-Day Supply		 Medical Deductible Applies to Rx** Medical Deductible Applies to Rx**  
Generic

 

30% after Deductible**

 $15 after Deductible** $15
Preferred Brand $40 after Deductible** $40
Non-Preferred Brand $60 after Deductible** $60
Out of Network Care
Deductible $9,000 - Employee Only***
$18,000 - Family		 $4,000 - Employee Only***
$8,000 - Family		 $2,500 - Individual
$5,000 - Family
Member Coinsurance 50% 50% 50%
Out-of-Pocket Maximum $12,000 - Individual
$24,000 - Family		 $8,000 - Individual
$16,000 - Family		 $9,000 - Individual
$18,000 - Family

* If your doctor doesn't specify "Dispense as Written" (DAW) but you request a brand drug, you pay the generic copay plus the cost difference between the brand and generic drugs.

** Preventive generic drugs are not subject to the medical deductible under the Consumer Directed plan options. See the Cigna Generic Preventative Drug List, available at www.cigna.com.

*** This Deductible in the Consumer Directed plans are for the Employee Only level of coverage. If you have one or more dependents on this medical plan you must satisfy the family deductible before the plan starts paying benefits.

Go to Tools & Resources for additional information about these benefits.

MEDICAL PAYROLL DEDUCTIONS

The rates listed here are the employee’s portion of the premium per pay period.

Be sure to check the Cigna Network Providers List before making your selection or call Cigna at 800-244-6224. When searching for a provider, select the Open Access Plus Network (without CareLink), for the Traditional and Consumer Directed plans. For the Traditional High plan, select the PPO network. Please take a look at the benefit plan details and the plan rates for 2020. Then, make the plan choice that is best for you and your family.

Consumer Directed Basic Employee Premium Per Pay Check
Employee Only $0.00
Employee + Spouse $80.13
Employee + Child(ren) $76.27
Employee + Family $122.52
Consumer Directed Plus Employee Premium Per Pay Check
Employee Only $35.13
Employee + Spouse $99.47
Employee + Child(ren) $94.69
Employee + Family $152.10
Traditional Employee Premium Per Pay Check
Employee Only $89.50
Employee + Spouse $285.14
Employee + Child(ren) $271.23
Employee + Family $435.15
Traditional High
(Utah residents only)		 Employee Premium Per Pay Check
Employee Only $153.29
Employee + Spouse $433.49
Employee + Child(ren) $413.69
Employee + Family $660.66

The Traditional High plan is the same design as the Traditional plan, but the cost is significantly higher because it includes access to the Utah Intermountain Healthcare Network. It is only available to Utah residents. 

For help understanding your medical option, take advantage of the PLANselect tool, or call the HRAccess Benefit Advocate Center at 833-222-4845 for assistance.

TOBACCO USER SURCHARGE

Each employee enrolled in medical coverage must certify through MyHR whether or not they have used tobacco in the last six months. Employees who are tobacco users and are enrolled in medical must pay an additional surcharge equal to $25 per paycheck. However, HRAccess and Cigna are committed to making tobacco quit programs available to you. Contact Cigna at 800-244-6224 for help quitting tobacco. If you complete the tobacco cessation program, you may re-certify your HRAccess tobacco status by contacting HRCentral@progrexion.com (or call 855-255-3475) and the tobacco surcharge will be stopped as of your next regular paycheck.

WHAT'S A HEALTH SAVINGS ACCOUNT?

If you enroll in one of the Consumer Directed medical plan options, you’re eligible to participate in a Health Savings Account (HSA) offered through Optum. If you enroll in a Traditional medical plan option, HSA contributions are not permitted under IRS rules, and you also do not qualify for the company contribution plan.

Contributing to the HSA is like contributing to your 401(k) – it provides a tax-free way for you to save for current and future eligible medical, dental, vision, and prescription expenses. Contributions are deposited into your account before federal, state, and Social Security taxes are withheld. And you pay no taxes when you use your HSA funds to pay for eligible expenses.

We are excited to announce the opportunity to earn Company Contributions to your Optum HSA account is now even easier! For additional details, visit the IGNITE wellness program page!

In 2021 you can contribute up to $3,600 if you have employee-only coverage or $7,200 if you cover one or more dependents. If you will be age 55 or older anytime in 2021, you can contribute an additional $1,000.

HSA participation offers you several key advantages:

  • You can access your account via debit card, online or through a mobile app.
  • You can change or stop your contributions any time during the year.
  • Your unused funds roll over from year to year.
  • Your account is portable, so you can take it with you if you change medical plans, retire or change jobs.
  • You can direct funds to pay your provider directly or request a reimbursement for amounts you pay out-of-pocket.

For more information, visit the Optum Financial Services website (www.optumhealthfinancial.com), or call customer service at 800.243.5543 (Monday – Friday, 7 am – 7 pm).

Take the time to learn how the HSA can help you save!

WHAT ARE MY DENTAL PLAN OPTIONS?

NOTE: The Buy-Up plan has the same benefits as the Core plan but it also includes limited orthodontia coverage for all enrolled family members. See below for coverage information and rates. 

  Core Dental Buy Up Dental
Annual Deductible In Network/Out-of-Network Cigna DPPO Advantage
Individual $50 $50
Family $150 $150
Diagnostic & Preventive Services 100% — deductible waived 100% — deductible waived
Basic Restorative Services 80% 80%
Major Restorative Services 50% 50%
Annual Maximum per person

Year 1: $1,600

Year 2: $1,700

Year 3: $1,800

Year 4 and Beyond: $1,900+

Year 1: $1,600

Year 2: $1,700

Year 3: $1,800

Year 4 and Beyond: $1,900+
Orthodontia Not covered 50%, to the $1,500 lifetime maximum per person

DENTAL PAYROLL DEDUCTIONS

 

Cigna Dental - Core Employee Premium Per Pay Period
Employee Only $6.84
Employee plus One $13.69
Family $29.06
Cigna Dental - Buy Up Employee Premium Per Pay Period
Employee Only $11.52
Employee plus One $27.47
Family $50.97

To find a participating provider, visit Cigna’s website (www.myCigna.com for members, www.Cigna.com for non-members), or call customer service 24 hours a day, 7 days a week at 800.244.6224.

Go to Tools & Resources for additional information about these benefits.

WHAT'S MY VISION PLAN OPTION?

Our optional Vision plan, offered through EyeMed, covers eye exams and lenses or contacts once per year, and frames once every 24 months. Using their extensive network, the plan offers services that provide both eye exams and eyewear, making for "one-stop shopping" when it comes to your eye care benefits.

EyeMed In Network Out of Network
Eye Exams $10 copay $40 reimbursement
Frames – once every 24 months
Any frame available at the provider's location $0 copay
$135 allowance
20% off amounts over $135		 $94.50 reimbursement
Lenses or Contacts – once every 12 months
Single Lenses $25 $30 reimbursement
Bifocal Lenses $25 $50 reimbursement
Trifocal Lenses $25 $70 reimbursement
Conventional Contacts $0 copay
$135 allowance
15% off amounts over $135		 $135
Disposable Contacts $0 copay
$135 allowance		 $135
Medically Necessary Contacts Paid in full $210 reimbursement

VISION PAYROLL DEDUCTIONS

Vision - Eye Med Employee Premium Per Pay Period
Employee Only $2.58
Employee plus One $4.90
Family $7.19

For more information, visit the EyeMed website www.eyemedvisioncare.com or call customer service at 866.939.3633 (Monday – Saturday, 5 am – 9 pm or Sunday, 9 am – 6 pm).

Go to Tools & Resources for additional information about these benefits.

WHAT ARE FLEXIBLE SPENDING ACCOUNTS?

Flexible Spending Accounts (FSAs) allow you to use tax-free dollars to pay eligible health care and/or dependent care expenses. Your contributions are deducted from your pay before Social Security, federal and state taxes (if applicable) are withheld. You also don't pay any taxes when you withdraw your FSA funds to reimburse yourself for eligible expenses.

  • With the Healthcare FSA, you can contribute from $100 up to $2,750 on a pretax basis to help pay for your medical, dental and/or vision expenses in 2021. In addition, the Healthcare FSA: 
    • Allows you to be reimbursed up to your elected amount immediately, even if you have not yet made all your 2021 payroll contributions. 
 
  • With the Dependent Care FSA, you can contribute from $100 up to $5,000 on a pretax basis to help pay for qualified childcare expenses. However, if:
    • Your spouse also contributes to a Dependent Care FSA, your combined annual contribution cannot exceed $5,000.
    • You file separate income tax returns, the maximum annual contribution for you and your spouse is $2,500 each.

    The Dependent Care FSA will reimburse you only up to the amount available in your account when you file a claim. In addition, dependent day care expenses are reimbursable only if the person you pay reports those payments as income. You must also provide the caregiver's Social Security or tax I.D. number when submitting claims for reimbursement.

For more information, visit the Optum Financial Services website (www.optumhealthfinancial.com), or call customer service at 800.243.5543 (Monday – Friday, 7 am – 7 pm). Also, be sure to check out Optum’s FSA and FSA Qualified Expense flyers.

YOU MUST RE-ENROLL EVERY YEAR

  • FSA elections do not carry over from one year to the next. If you want to participate in an FSA for the year.
  • You must make that election during your New Hire Enrollment period or each years’ annual Open Enrollment.
  • You lose any money in your FSAs that you do not use for services incurred by December 31st (or your benefit end date, whichever comes first).
 
 

LIMITED PURPOSE FSA (LPFSA)

  • If you or the Company contributes to an HSA this year and you also elect to have a health FSA it will be automatically classified as a "limited purpose" FSA.
  •  A LPFSA is a health flexible spending account that only reimburses you for eligible dental and vision expenses.  
  • By establishing a LPFSA, you can save money on taxes using your LPFSA dollars for your dental and vision expenses. Preserving your HSA funds for other purposes, including saving those funds for the future.

NO CONTRIBUTION CHANGES

  • After you decide how much you want to contribute in 2021, you generally cannot change that amount until next year’s Benefits Open Enrollment.
  •  Unless you have a qualifying life event, such as getting married or having a baby.
  • You have until March 15th of the next year to submit expenses for the current year.
 
 
 

WHAT'S THE EMPLOYEE ASSISTANCE PROGRAM?

Problems are a part of everyday life, but you and your family can get help through the Employee Assistance Program (EAP), offered through Cigna. The EAP provides assistance with the everyday challenges of life that can affect your health, family life and desire to excel at work.

You and your family can receive up to 3 free consultations with a licensed clinician per incident, per person, per calendar year. 

You choose between in-person sessions with a Cigna network provider, or convenient and easy telephonic or web-video consultations with a licensed clinician. Just call 877.622.4327 at any time to speak with a clinician, request a referral or schedule an appointment.

You can also visit the Cigna Behavioral EAP member website at www.CignaBehavioral.com, which features a wide range of tools and information to help you take charge of your well-being and simplify your life. Be sure to have your employer ID handy: "progrexion" for Progrexion employees, or "lexingtonlaw" for employees of Lexington Law.

Interested in more details? Check out our EAP brochure for Progrexion and Lexington Law.

THE EAP ALSO HELPS WITH WORK/LIFE SERVICES

The EAP also offers telephonic consultations to help you manage the things going on in your life, including the need for basic legal services, assistance with childcare or eldercare issues, and by offering vendor referrals for things such as event planning, transportation services, pet services and more. (The EAP does not cover the cost nor guarantee delivery of any vendor services.) Call 800.538.3543 for details.

2021 Open Enrollment

November 1 - 15

You only get one chance per year to adjust your benefit elections - Open Enrollment is coming! If you miss this once-a-year opportunity, you won’t be able to make changes until next year’s Open Enrollment or if you experience a qualifying life event. Review the information on this page to learn more about this year's Open Enrollment and what's available to you.

 

Welcome to the HRAccess Benefits website! We’re glad you’re here! Whether you are a new hire or a current employee looking to learn more, the HRAccess Benefits page is your one stop shop to learn all you need to know about the great benefits we offer. Click any of the links below to get started!

2021 Open Enrollment

BIG News

Employee premiums will not increase in 2021. Our commitment to consumers starts with providing a balanced, healthy and productive environment for each of you. When you're committed, you are best positioned to support and provide our life-changing services. Thank You for your hard work and dedication in 2020!

Passive Enrollment

This year, enrollment is passive, meaning your elections will remain the same in 2021 if you do nothing. The only exception would be if you utilize a Flex Spending Account (FSA). You'll need to re-enroll in the FSA program during OE for 2021 coverage.

Enter to Win

Click on the link below to answer the question for a chance to win some BIG prizes including iPads, iPhones, Apple Watches and Gift Cards! Winners will be selected and announced the week of November 16. Over 150 winners will be chosen.

How many free 60-minute in-person/virtual counseling sessions does the EAP currently provide?

Click below to answer the question!

Submit Your Answer
How to Enroll
  • Login to MyHR
  • Navigate to ‘Open Enrollment’ (using the main menu)
  • Follow the instructions to complete enrollment

Open Enrollment Check List

  • Review your current elections - This year, enrollment is passive. This means if you do nothing, your elections will remain the same in 2021. (If you utilize an FSA, you'll need to re-enroll during OE for 2021 coverage.)
  • Decide who you’re going to cover - You can cover your spouse and any legal dependents on your plans.
  • Decide which plan option is right for you and your situation - Be sure to use the PLANSelect tool or call the Benefit Advocate Center to make sure you’re selecting the right plan. More details about these tools are listed below.
Enroll Now

Tools to help you get started

HRAccess is partnered with PLANselect to help you identify the medical plan option that may be best for you. Answer a few simple questions about your estimated medical expenses for the coming year, and PLANselect will score each medical plan option, and provide estimated total costs. Give it a try now! Need additional guidance? Call the HRAccess Benefit Advocate Center at 833-222-4845 to speak with someone about which plan is best for you and your situation. 

PLANselect Click here to use PLANselect
HRAccess Benefits Advocate Center at 833-222-4845 for additional guidance! Call the HRAccess Benefits Advocate Center at 833-222-4845

Welcome To Your Benefits

Welcome to the HRAccess Benefits website! We’re glad you’re here! Whether you are a new hire or a current employee looking to learn more, the HRAccess Benefits page is your one stop shop to learn all you need to know about the great benefits we offer. Click any of the links below to get started!