Have a question? Click the links below to learn more about each benefit and how it could help you. You can also visit PLANselect or call HRaccess Benefit Advocate center at 1-833-222-4845
We know how important your benefits are to you and your family and how important it is that we provide those benefits to you at a reasonable cost. As a result, we work diligently to provide competitive benefits for our employees. The Company continues to contribute approximately 76% of the total cost across all medical insurance offered.
All medical plans are offered through the Cigna network. The Traditional plans have a higher premium (payroll deduction) but offer fixed-dollar copays for office visits and prescriptions, plus a lower deductible for certain care other than office visits. The Consumer Directed plans have lower employee premiums (payroll deductions) with higher deductibles that you must meet before the insurance begins paying. But, they also offer a Health Savings Account (HSA) feature that allows you to use tax-free money to pay those out-of-pocket costs and save for future healthcare needs.
Each of the medical plan options has an annual Out-of-Pocket Maximum. This maximum is the most you will pay out of pocket in a year in copayments, coinsurance, and deductible amounts combined. (Payroll deduction premiums do not count toward the Out-of-Pocket Maximum.)
HRAccess is partnered with PLANselect to help you identify the medical plan option that may be best for you. Answer a few simple and confidential 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!
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 |
Preventive | 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.
The rates listed here are the employee’s portion of the premium per pay period. 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 IHC Network. 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. Please take a look at the benefit plan details and the plan rates. 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 medical option is only available to Utah residents. Traditional High plan benefits are identical to the regular Traditional plan option. The only difference is that the High option includes in-network coverage for certain Intermountain Healthcare providers and facilities that are not in-network under the regular Traditional option.
As you can see from the above, the Traditional High medical option costs significantly more per paycheck. To avoid this extra expense, you are encouraged to consider your in-network provider's options carefully.
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.
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.
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 |
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 |
Our 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 - 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.
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:
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!
Did you know when you make pretax contributions to your HSA, you can use these funds to pay for qualified medical expenses incurred once your account is opened and in the future?
Protect and Plan For Your Future.
HSAs offer triple tax saving through your payroll contributions, any interest and earning as well as the money is withdrawn. Each of these savings is not taxed if it's used for qualified medical expenses. (For a complete list of qualified medical expenses, visit here. Your HSA balance grows in three ways:
Visit Optum www.optumbank for details.
There are several features that make the HSA a unique tool for saving on healthcare costs:
Yes – you are responsible for using your HSA funds only for qualified medical expenses. You should keep any and all documentation, including payment receipts, to substantiate your purchases and avoid possible tax consequences.
For a complete list of qualified medical expenses, visit here.
In 2021, HRAccess will continue to reward healthy actions through HSA contributions. If you are an HRAccess medical plan member and complete both of the Wellness Goals while enrolled in qualifying Consumer-Directed coverage, you could earn a cash contribution to your Optum health savings account (HSA).
If you are enrolled in the Traditional medical plan option, or employee-only coverage under the Consumer Directed – Basic plan, you won’t be eligible for the HSA Company Contributions. But, you will be eligible for a $50 Amazon gift card after you have completed both goals.
As explained in the chart below, if you are credited with the required number of points by December 31, 2020, you will automatically qualify for the maximum HSA company contributions for the next year. Even if you didn't make the December 31 deadline, you could still qualify for a prorated amount based on the below schedule!
No matter your situation, getting started now at MyCigna.com means you will have the best chance at qualifying for maximum rewards!
Wellness Activities Completed and Registered on MyCigna.com | Company Contribution Payout (Only Consumer Directed – Plus is eligible) |
Company Contribution Payout (Consumer Directed Basic and Plus w/ Dependents) |
---|---|---|
No later than 12/31/2020 | $750 Total Company Contribution Paid in quarterly amounts of $187.50 on the first check of Feb, May, Aug, Nov |
$1,500 Total Company Contribution Paid in quarterly amounts of $375 on the first check of Feb, May, Aug, Nov |
Between 1/1/2021-3/31/2021 | $562.50 Total Company Contribution
|
$1,125 Total Company Contribution
|
Between 4/1/2021-6/30/2021 | $375 Total Company Contribution
|
$750 Total Company Contribution Paid in quarterly amounts of $375 on the first check of Aug and Nov |
Between 7/1/2021-9/30/2021 | $187.50 Total Company Contribution Paid on the first check of Nov |
$375 Total Company Contribution Paid on the first check of Nov |
NOTE: You may qualify for only one of the above reward dollar levels each year. If your coverage level changes mid-year due to a qualifying life event, your reward level will be adjusted.
To start, register at MyCigna.com and then visit the MyHealth tab. Complete the two required goals and receive credit for:
Good news! If you completed IGNITE goals in 2020, those goals will carry over and count toward being rewarded in 2021!
Rewards are strictly based on the crediting of goals in the MyCigna.com wellness system. Goals not credited and visible on MyCigna.com by the required deadline will not be counted. It is your responsibility to take action early to ensure time for processing your goal submissions and crediting the associated points. The following are guidelines for typical timing for crediting for goals.
Tracking your goals is easy through the My Health tab at MyCigna.com. Please note that goals are tracked on a calendar year basis and balances are reset to zero on Jan. 1 of each year. Be sure to review your points before Jan. 1 to know which goals you have been credited with for 2020.
It's also important to ensure you’ve been credited correctly. Ensure your doctor’s office codes your physical as a “wellness exam” so that Cigna can flag the goal as completed.
Activity* | Time to be Credited |
---|---|
|
3 business days after completion |
|
4-6 weeks from your appointment date; or about 2 weeks after Cigna receives the claim from your provider |
|
4-6 weeks from your appointment date; or about 2 weeks after Cigna receives the claim from your provider |
* Note: All preventive checkups, screenings, and online activities are no cost (free!) to you under your HRAccess medical plan coverage
A full annual physical (wellness check-up) with a primary care physician or an annual OB/Gyn well-woman exam/screening will qualify for credit to meet this wellness goal. Please also make sure when you schedule your wellness check-up with your doctor that you explain that this must be submitted to Cigna as a preventive wellness exam. Some doctor’s offices will fail to do this if not instructed by the patient, especially if they use a portion of the visit to treat or discuss a specific diagnosis or existing condition. For more information: Call Cigna at 800-244-6224 or Contact the HRAccess Benefits Team at HRCentral@progrexion.com
If you would like to learn more details about your health benefits. Visit our tools and resource page to download the brochures.
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.
The Dependent Care FSA will reimburse you only up to the amount available in your account when you file a claim. In addition, dependent daycare 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).
A 401(k) plan is simply a retirement savings account that is offered to employees. With a 401(k) savings plan, the money you elect to contribute to your retirement savings account is deducted from your paychecks and automatically deposited.
All new employees will be automatically enrolled in the 401(k) after 30 days at a 3% deferral rate. This means 3% of earnings, before tax, will automatically be applied to a 401(k). In order to opt-out, or increase the contribution amount, create an account with www.netbenefits.com, or call 1-800-835-5097.
Company match to a 401(k) begins on the 1st day of the calendar quarter, following your one-year anniversary! That's free money!
Here is an example: Assuming total eligible pay for a paycheck is $1,500.00, here is how much you and the Company will contribute to your 401(k) account, depending on the percentage you elect to contribute:
If you to contribute this percent of your pay... | Your paycheck deduction will be | The company match will be. | For a total deposit to your 401(k) plan account of |
---|---|---|---|
1% | $15.00 | $15.00 | $30.00 |
2% | $30.00 | $30.00 | $60.00 |
3% | $45.00 | $45.00 | $90.00 |
4% | $60.00 | $52.50 | $112.50 |
5% | $75.00 | $60.00 | $135.00 |
(Note: Company match begins on the first day of the quarter following your one-year anniversary. Company contributions made for the 1-15 of the month appear on the 22nd paycheck. EXAMPLE - Employee begins working February 6, 2020, reaches one year of employment February 6, 2021, begins receiving company match in April 2021. This employee can expect to see the match on their April 22, 2021 check.)
Activate your 401(k) account at the Fidelity Investments NetBenefits website www.netbenefits.com.
Start by entering the last 4 digits of your Social Security number. Next, enter your first and last name, and date of birth - click the next button. If you are having trouble activating your account click to Review this how-to guide
Follow the helpful guidelines on the 401(k) website to set up your paycheck contributions and investment choices. For one-on-one help setting up your account, call Soltis Investment Advisors at 800-735-1601.
Helpful Tips
We’ve partnered with Soltis Investment Advisors to provide you with web-based and telephone 401(k) advice. This service allows you to speak with an adviser, trained, and licensed to help you evaluate your risk tolerance, financial goals, and provide specific plan contributions and other information. Soltis offers one-on-one consultations with unbiased education. To schedule a consultation or for additional details, contact Solitis at www.soltisadvisors.com or call 800-735-1601.
The Company provides to help protect you and your family, save for retirement, or plan for some time away. You pay the full cost of many of these coverages but have the ability to select only those coverages that are right for our personal situation.
The HRAccess Benefits program offers optional disability coverage through Cigna disability insurance and is intended to replace a portion of your income if you are unable to work due to illness or injury.
You have the option to choose Short-Term Disability (STD) and/or Long-Term Disability (LTD) coverage. You are responsible for the full cost of this coverage. Neither STD nor LTD is available to your eligible dependents.
Note: This is only a summary of your STD and LTD benefits. A full description of benefits and exclusions can be found in your benefits summary or certificate of coverage.
Go to Tools & Resources for additional information about these benefits.
If you enroll in STD or LTD during your New Hire Enrollment you are guaranteed coverage. If you do not enroll when you are first eligible and want to enroll in Short Term Disability later, you will be required to complete an Evidence of Insurability form and be approved for coverage by Cigna. Please note that if you are not working your regular full-time hours on your disability coverage effective date, your policy will not begin until you are back to work full-time and meet the eligibility requirements.
Short-Term Disability Coverage | Benefit |
---|---|
Amount | 60% of your base salary (adjusted quarterly), to a maximum of $1,200 per week. |
Benefits Begin | After you have been unable to work due to illness or injury for 14 consecutive days. |
Benefit Duration | 11 weeks |
Pre-Existing Condition Limitations | You are not covered for:
|
Long-Term Disability Coverage | Benefit |
---|---|
Amount | 60% of your current salary, to a maximum of $5,000 per month |
Benefits Begin | After you have been unable work due to illness or injury for 90 days |
Benefit Duration | Until the earlier of the date your disability ends or the date you reach Social Security retirement age. |
Definition of Disability | You are considered Disabled if, solely because of Injury or Sickness, you are unable to perform the material duties of your Regular Occupation; and unable to earn 80% or more of your Indexed Earnings from working in your Regular Occupation. After Disability Benefits have been payable for 36 months, the Any Occupation definition of disability applies. |
Pre-Existing Condition Limitations | You are not covered for:
|
Survivor Benefit | If you die while receiving LTD benefits, your survivor will receive a single lump sum benefit equal to 3 months of the payments you were receiving while alive. |
If you enroll in LTD during your New Hire Enrollment you are guaranteed coverage. If you do not enroll when you are first eligible and want to enroll in LTD later, you must complete an Evidence of Insurability form and be approved for coverage by Cigna. For more information, read our LTD brochures for Progrexion and Lexington Law.
Note: This is only a summary of your Life/AD&D benefits. A full description of benefits and exclusions can be found in your benefits summary or certificate of coverage.
When thinking about life and accidental death and dismemberment (AD&D) insurance, give some thought to the expenses and income needs your dependents would have if something happened to you.
Under the HRAccess Benefits program, the Company provides you with a basic level of life and AD&D coverage at no cost to you. This coverage is equal to 1 times your annual eligible pay rounded to the nearest $1,000, to a maximum of $50,000. In addition, you can purchase additional life insurance coverage for yourself, your spouse or your dependent child(ren) during New Hire Enrollment, with the costs paid by you. Depending on the amount and timing of your request for additional life insurance coverage, you or your spouse may be required to provide evidence of insurability through Cigna. You will be notified if this applies to you.
Go to Tools & Resources for additional information about these benefits.
Basic Life/AD&D Coverage | Benefit |
---|---|
Amount |
|
Age Reductions | Payment to you or your beneficiary may be reduced based on your age when benefits commence:
|
Coverage Paid By | The Company. |
Note: This is only a summary of your Life/AD&D benefits. A full description of benefits and exclusions can be found in your benefits summary or certificate of coverage.
Supplemental Life Coverage | Benefit |
---|---|
Amount for You |
|
Amount for Your Spouse |
|
Amount for Your Unmarried Legal Dependent Child(ren) up to 19 years old 19-25 years if a full-time student 19 or more if incapable of self-sustaining employment due to a mental or physical handicaps. |
|
Age Reductions | Payment to your beneficiary may be reduced based on your age at the time of your death:
|
Coverage Paid By | You |
For more information, read our Life/AD&D brochures for Progrexion and Lexington Law.
Enjoy free access to a comprehensive employee discounts program, powered by BenefitHub! Visit MyHRAccess.BenefitHub.com to get started! The HRAccess Employee Discounts Program is the largest employee discount marketplace in the United States, providing access to a massive array of deals with many of your favorite brands. Included are discounts on movie tickets, hotels, electronics, cars, gym memberships, child care services, and a ton more! You name it, there’s probably a discount available. If not, on the website you can suggest your favorite local or national businesses to be added! There are even fully integrated quoting and booking tools for things like travel, tickets to events or movies, theme parks, automobile purchasing, and insurance quotes. Also, find local deals easily for wherever you live, work or play using the website’s Local Deals search feature. Contact HRCentral@Progrexion.com or call BenefitHub directly at 866-664-4621.
Visit MyHRAccess.BenefitHub.com to get started!
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.
EAP personal advocates will work with you and your household family members to help you resolve issues you may be facing, connect you with the right mental health professionals, direct you to a variety of helpful resources in your community and more.
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.
To Utilize your EAP benefits have your employer ID handy: lexingtonlaw or progrexion (Needed for initial registration only) If already registered on myCigna.com, simply log in and go to the EAP link under the Review My Coverage tab.
Or
Call 1-877-622-4327